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Judgment, courage, and trust are becoming every organization's greatest competitive advantage.

As the conversation around AI moves from curiosity to urgency to ‘are we receiving an ROI from our AI investments? Boards are demanding AI strategies, teams are experimenting with new tools, and employees are quietly asking themselves:

Will my role still matter?

Will I have the skills I'll need a year from now?

Those questions are showing up in nearly every conversation I have with executive leaders. That's one of the reasons I was so excited to welcome Shannon Plumb, CEO and founder of Purl Advisors, to the Fearless Female Leadership podcast.

As a tech revenue leader and go-to-market strategist, Shannon has a front-row seat to how organizations are adopting AI while trying to protect growth, productivity, and revenue. Her perspective is grounded in what she's seeing every day inside organizations navigating this rapidly changing landscape.

One observation from our conversation immediately resonated.

Shannon explained, technology can accelerate almost anything... including dysfunction. Layer AI onto broken processes, poor communication, or unclear accountability, and it simply magnifies those problems. Build it on a strong foundation, however, and it becomes a powerful accelerator for growth.

Judgment Is the New Competitive Advantage

Shannon emphasized that as AI becomes more accessible, organizations will increasingly have access to similar tools and information. What will distinguish exceptional leaders is their ability to ask better questions, apply experience, challenge assumptions, and make thoughtful decisions that technology simply cannot.

Those deeply human capabilities are becoming our greatest competitive advantage.

Leaders and Teams Need More Than Technology

One theme continued to surface throughout our conversation: AI implementation isn't simply a technology initiative. It's a leadership initiative.

Today, many employees are quietly wondering whether they're falling behind or becoming obsolete. When those concerns go unanswered, uncertainty becomes anxiety. Anxiety impacts confidence, confidence affects performance, and performance ultimately influences business results.

As leaders, we have an important choice to make.

Are we creating more certainty... or more fear?

Simply introducing new technology is not enough. We must create clarity by helping people understand why change is happening, what success looks like, and how they contribute to the organization's future. Confidence grows when people know where they're headed and believe they have a meaningful place in that future.

Great Leaders Develop People, Not Just Technology

We also discussed how many younger professionals bring AI fluency, while seasoned executives contribute judgment, experience, and strategic perspective.

The strongest organizations don't choose between technology and experience. They intentionally combine both because technology should enhance human capability, not replace it.

I've found that organizations consistently outperform when leaders invest as intentionally in developing people as they do in implementing technology. AI may improve efficiency, but leadership ultimately determines whether teams embrace change with confidence or resist it with uncertainty.

The Real Leadership Advantage

If there's one lesson I hope listeners take away from my conversation with Shannon, it's this:

The leaders who create the greatest impact will still be the ones who build trust, communicate with clarity, develop their people, and make wise decisions under pressure.

Technology may accelerate performance, but people create culture. And culture remains the foundation of sustainable success.

My sincere thanks to Shannon for sharing her practical insights and experience. If you're leading through rapid change, I encourage you to watch or listen to our full conversation.

If I can support you or your organization to use disruption to your advantage via speaking engagements, one-on-one executive coaching, or peer advisory mastermind cohorts, please reach out to me directly.

To your and your organization’s continued success.
- Sheryl

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Let's be honest. There's a quiet panic spreading through organizations right now, and it's not about technology. It's about the uncertainty around it. AI is moving fast, the stakes feel high, and for many leaders and their teams, there is REAL fear of being left behind... or worse, the fear of being replaced is very, very real.

And here's what nobody is saying loudly enough: that fear, left unaddressed, is more disruptive than any algorithm.

This emotional contagion can have a domino effect. When leaders panic, teams panic. When teams panic, productivity stalls, decision-making slows (or worse, it’s made too quickly), and profitability takes a hit. That has nothing to do with strategy and everything to do with the state of mind, our perception that we are out of control. The good news? We have more agency at this moment than we think.

Name it to tame it.

If AI anxiety is real, it's contagious, and it is already inside organizations. What can we do right now to equip our executive teams and rising leaders? Acknowledge AI anxiety directly (without dramatizing it) are the ones who stop it from spreading silently through themselves and their teams. You don't need to pretend everything is fine. You need to be the most grounded, compassionate, and confident voice in the room.

If you're an executive or leading a team, start with yourself. The mental preparation and planning for these conversations is just as important if not more so than the words you say. In order to sound like you care, are confident, and have agency, you must feel it before you attempt to communicate it.

What exactly are you feeling? Notice it without judgment. Reclaim your agency on what you do have agency over. For example: “I notice I feel just as worried as my team. It’s ok. What’s most important for me right now that I have control over is: [fill in here]."

Put your oxygen mask on first, then you can assist your team.

Watch my video (above) to get a more in-depth perspective. https://www.sherylkline.com/blog/the-agency-edge-turning-ai-anxiety-into-organizational-momentum

Up next time in Part 2: ‘Panic is Data, Not a Directive: Mining Panic for Intelligence and Putting It to Work.’

If I can support you or your team with 1:1 executive coaching, peer advisory mastermind cohorts, or powerful (and highly engaging/fun) speaking events, let’s have a conversation. https://www.sherylkline.com/meeting

To your continued success and cheering you on!
- Sheryl

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If you're concerned that your high-potential talent is over-delivering ... and still getting passed over, you’re not alone.

This can be one of the most expensive talent problems organizations face, and one of the least visible. High-potential leaders continue to execute at the highest levels without being positioned for what's next.

76% of exceptional performers who departed cited "professional invisibility" as their primary motivation... the feeling of being systematically undervalued and not having their contributions recognized or activated. This seems understandable and not a big surprise.

But…

Many times, they have more agency than they think and likely more than they are utilizing.

The Gap Between Performance and Progress

Execution alone doesn't build careers. Influence does.

Influence to push back when warranted, to slow down, to make bold asks, and to say no while still being a ‘team player’, and to deepen trust both internally and client-facing.

Yet too many of your strongest leaders are excluded from the conversations that happen before decisions are made... the informal hallway alignments, the pre-meeting meetings, the moments when visibility is built, and credibility is established. By the time they're in the room, the room has already decided.

They're also quietly buried under low-leverage work:

• the thorough report no one reads
• the project that's important but not strategic
• the ask that comes because she's reliable

... not because it advances her. Meanwhile, stretch opportunities (the ones that signal readiness and build the leadership resume) are consistently flowing elsewhere.

The result? A growing capability gap between what your top talent can do, what they are excited to do, and what they're being asked to do.

This can create a talent pipeline that looks healthy on paper but isn't actually moving.

What's Possible When Visibility Is Intentional

Imagine having clear, real-time insight into who is ready for the next level, and a concrete strategy to get them there. Not a spreadsheet of potential ratings, but a living roadmap that connects your talent to the right stakeholders, the right opportunities, and the right moments.

High-potential leaders who show up strategically with presence, authority, and the right relationships don't wait to be discovered. They're sought out. They become the names that surface naturally when opportunity opens, because they've been visible in the rooms where those opportunities originate.

A strong leadership pipeline isn't built in development programs. It's built in boardrooms, at off-sites, in sponsor conversations, and on high-stakes projects. The organizations that understand this are already pulling ahead.

Three Moves That Change the Trajectory

• Build a strategic visibility roadmap.
  Identify who is ready and map the specific stakeholders, forums, and opportunities that will accelerate their trajectory. Visibility shouldn't be accidental... it should be engineered.
• Elevate how your leaders communicate.
  Executive presence isn't about personality... it's about how ideas land. When your high-potential leaders communicate with clarity, authority, and strategic framing, they influence outcomes and decisions. They become indispensable.
• Activate sponsor relationships.
  Mentors advise. Sponsors advocate. Is your top talent confident enough to ask others to speak up for them in the rooms they haven't yet entered, and they know what they have to offer? That kind of advocacy doesn't happen by chance. It has to be built. Before it can be built, though, leaders must feel worthy.

The gap between potential and advancement isn't a talent problem. It's a culture and influence problem. While the culture is evolving, I can help with the rest.

🎥 Watch My Video for a More In-depth Perspective.

If I can support you or your high-potential leaders in any way, simply schedule a time here.

Cheering you on always,
- Sheryl

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Ten years ago, I started The Zone Lab with one core belief:

Women’s voices matter, and it’s important now more than ever for these voices to be heard, valued, respected, and taken action on.

Over the last ten years, I’ve had the privilege of working side by side with hundreds of women executives and I’ve reached more than 100,000 leaders through mastermind cohorts, speaking engagements, books, podcast and my Fearless Female Leadership enterprise digital curriculum. Even writing that number feels surreal because behind every number is a person. A difficult conversation. A high-stakes decision. A moment where someone chose courage over self-doubt.

And while many people know The Zone Lab through leadership development and executive coaching, there is another part of this journey that means deeply to me.

Over the last several years, The Zone Lab has partnered with Girl Up Initiative Uganda to fund full educational scholarships for young girls to attend the best boarding schools in Uganda and keep supporting them until they go to college or start their own business. Some are studying to become doctors. Others are launching businesses and stepping into leadership roles within their communities.

One girl can change the trajectory of generations.

The same is true inside organizations. When women are fully supported, fully empowered, and fully seen, and know how to influence, especially when the stakes are high, the ripple effect extends far beyond one individual leader.

This milestone has also reminded me how important partnership is behind the scenes.

For the last ten years, my husband Scott has helped lead the marketing, visibility strategy, content, and operational foundation behind The Zone Lab. Much of what people experience through this community would not exist without his creativity, consistency, and belief in this mission. I am incredibly grateful.

And most of all, I am grateful for you.

Whether you joined this community recently or have been part of it from the beginning, thank you for allowing me to be part of your leadership journey. Thank you for trusting me with your stories, your growth, and your goals.

We are just getting started.

🎥 Watch My Video for a More In-depth Perspective.
https://www.sherylkline.com/blog/10-years-hundreds-of-women-executives-rising-leaders

There is so much ahead, and I cannot wait to continue building it together.

If I can support you, your team, or your organization in any way, simply schedule a time here. http://www.sherylkline.com/meeting

Cheering you on always,
- Sheryl

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Many times the biggest factor influencing confidence, visibility, and leadership impact is not capability.

It's the environment, the personal board that we spend the most time with.

Inside my High Performance Executive Accelerator cohorts, I often work with highly accomplished women who are delivering strong results, leading teams effectively, and operating at a very high level... yet they felt like their voice was not landing the way it should.

And when we start peeling back the layers together, one important pattern often emerges.

The people closest to them are not always reinforcing their growth.

If we want female leaders to thrive under pressure, expand their influence, and remain engaged long-term, we have to look beyond skills alone. We also need to examine the ecosystems surrounding them... including the quality of support, sponsorship, encouragement, and feedback they experience consistently.

Jim Rohn famously said that "you are the average of the five people you spend the most time with."

As leaders grow, relationship dynamics often shift. A promotion, expanded visibility, or increased influence can sometimes create discomfort in others, even unintentionally. And while that may be difficult to navigate, it does not mean a female leader should shrink herself to make others comfortable.

This is why I often encourage women leaders to think intentionally about building what I call a personal board of advisors.

These are the people who:

• challenge you thoughtfully
• advocate for your growth
• reinforce your strengths
• help you navigate pressure with clarity and confidence
• encourage you to keep expanding rather than playing small

One of the most powerful ways to retain and elevate female leaders is to ensure they are surrounded by the right support structures... Leadership confidence and sustainable impact does not develop in isolation.

It develops through consistent reinforcement, meaningful support, and environments where women are encouraged to use their voices fully.

🎥 Watch My Video for a More In-depth Perspective and Solutions.If I can support you or your organization through High-Performance Executive Advisory Cohorts, speaking, training workshops or one-on-one coaching, please reach out to me directly.

To your and your organization’s continued success!
--Sheryl

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The (anonymous) behind the scenes data is from dozens of my coaching calls with female executives and rising leaders about what they are most concerned about and what is pushing them to the brink.

What I am hearing (combined with what the newest research is confirming) is that most organizations are operating on two significant myths.

Getting clear on both of them is where the real work begins.

The first myth: Saying ‘yes’ is best.

When a team member is excited or a role goes unfilled, rising female leaders are often the ones who absorb the gap… The result is a compounding weight that has nothing to do with capability and everything to do with boundaries that were never clearly set. The solution here is twofold. Rising female leaders can develop the confidence and the language to have explicit, direct conversations with their managers about what they can or cannot take on and what will pull them away from what’s expected in their current role

The second myth: Women leave for family reasons.

The research is now telling us clearly that this is not the primary driver. The far more significant reason is that rising female leaders are being recruited elsewhere (by organizations that are making them feel seen, recognized, and valued) because in their current roles, they cannot see a path forward.

A large piece of the visibility gap comes down to a dynamic that plays out in rooms, meetings, and conversations every single day. Male counterparts, on average, are more vocal about what they are working on, what they have accomplished, and what they want next. They advocate for themselves as a matter of course. Many rising female leaders, by contrast, are deflecting credit to their teams, waiting to be noticed which rarely delivers the outcomes you want and deserve.

This is not a character flaw. It is a gap in a specific, learnable skill set: how to document impact, how to speak about your accomplishments with confidence and without apology, and how to make bold asks... for sponsorships, for stretch assignments, for a real and explicit conversation about what lies ahead. When rising female leaders learn to do this well, everything shifts.

What Makes the Biggest Impact?

• Peer support and executive coaching can help reduce female leader exits, especially by improving resilience, confidence, and decision-making under pressure.
• The strongest results come when coaching is paired with real organizational support, like flexible work, sponsorship, and clear advancement paths.
• Peer groups help women leaders feel less isolated and give them a place to problem-solve shared challenges.
• Coaching is most useful for burnout, boundary-setting, and navigating difficult leadership dynamics.
• It will not fix turnover on its own; retention improves most when companies also change the culture and systems driving women out.

Watch my video for a more in-depth perspective: https://www.sherylkline.com/blog/rising-female-leaders-are-leaving-here-s-what-the-data-is-actually-saying-and-how-to-fix-it

The good news in all of this is that there is a proven process. One that is community-based, practical, and built around exactly the skills that close these gaps. Whether you are a rising leader who is ready to stop waiting and start advocating for yourself, or an organization that is serious about keeping the women you have invested in, I’d love to help you to help them.

Let’s chat about it!

Cheering you on always.
- Sheryl

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Four strategies for women who are tired of not being heard — and ready to have a bigger voice on a stage.

Watch my video to gain a more in-depth perspective: https://www.sherylkline.com/blog/how-to-be-influential-on-a-speaking-panel

You prepared. You showed up. And then the guy next to you decided the panel was actually a podcast... his podcast. Mixed-gender panels can feel less like peer experts and more like other panelists me, me, me show. This is not only frustrating for you, the audience misses out on hearing your wisdom and important insights.

The good news is: you have more power than you think. You just need to know how to prepare and how to use it. Here are 4 strategies that will help:

Strategy 1

Set the Rules Before You Start

Before the panel begins, check whether the moderator has established clear ground rules... answer time limits, how speakers will be recognized, and what happens when someone runs long. If they haven’t, ask. Publicly. A simple “Just so we’re all aligned... how are we handling time today?” puts everyone on notice, including the over-sharer. The moderator may or may not enforce the rules (even though it is their job), but at least the expectation has been set.

Strategy 2

Own the Stage Before You Say a Word

This is not about ego. This is about energy. Before the audience files in (or the morning before the event starts), physically claim your space — touch the table, stand at the mic, get comfortable in your chair. Becoming familiar, especially by physically touching the stage, your chair, and some of the attendee chairs, can make you feel like the other panelists, moderator, and attendees are entering YOUR space.

Remind yourself: this stage is not given to you as a favor. You earned it. Shift your mindset from “I hope I get to contribute” to “I am here to serve this audience.” When you’re focused on the value you’re delivering... your presence shifts. The audience feels it, even when you haven’t spoken yet.

“You cannot control how much other panelists speak. You can absolutely control the power of your words.”

Strategy 3

Less Is More, and More Is Powerful

Olympic athletes don’t wing it. Neither should you. Research your topic deeply, prepare your key points, then edit ruthlessly. No filler. No hedging. No “great question!” When you speak with precision and stop when you’re done, you stand out. The panelist who speaks for four uninterrupted minutes rarely says more than the one who delivers two sharp, confident sentences. Preparation is your competitive advantage.

Strategy 4

Have a Backup Plan, and Know When to Use It

Come prepared with a lead magnet: a report, white paper, or resource you can reference if you don’t get enough airtime. “I didn’t get to cover everything today, but I’ve written extensively on this — find me after, or grab the link in the event app.” Your insights live beyond your time on that stage.

And if someone is steamrolling the moderator? Be prepared to interrupt — calmly, cleanly, and without apology. Even the chattiest panel-mates have to take a breath. That’s your chance! Try saying: “I’d love to add something here.” Say it like you mean it.

The bottom line: The panel doesn’t belong to whoever talks the most. It belongs to whoever is most prepared, most present, and most focused on the audience. Make sure that’s you!

If I can help you or your team in any way, I’d love to have a conversation.

To your continued success and cheering you on always!

Sheryl

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In honor of International Women's History month, I am wrapping up a series of proven processes that drive promotion velocity, retention protection, and a deeper leadership bench for rising women leaders.

Two levers that can be massively underestimated are emotional resilience and developing intentional internal strategic partnerships.

Internal strategic partners go beyond mentorship and sponsorship.They provide support from emotional drag, from ego-driven interference, and from the quiet productivity loss that happens when high-performing women are carrying too much internally while delivering at the highest levels externally.

When you give rising women leaders the tools and the right strategic partners to help navigate workplace complexities ... They thrive. And so does your organization.

The Emotional Tax Is Real ... and It Is Worth Addressing

Research confirms what many women leaders already know. There is a significant emotional tax for women in the workplace, and it tends to intensify the higher they rise, especially for women who are further marginalized within our gender.

It can look like confidence issues on the surface. But what is actually happening can be more specific ... navigating power dynamics that were not designed with them in mind, staying composed through ego-driven behavior, and carrying unspoken pressure to be exceptional, approachable, and productive all at once.

When women have the right tools, they do not just survive. They thrive and ascend in the process while not feeling depleted or burned out. That is where the real performance uplift lives.

What Becomes Possible When Women Leaders Have World-Class Tools AND Internal SupportThree high-leverage outcomes show up when women leaders are equipped with emotional resilience tools and supported by strong strategic partnerships.

Productivity is pressured ... and profitability improves. Leaders who can anchor down and move forward protect execution. Women leaders with the right tools stay productive and keep driving outcomes regardless of what is happening around them. Influence expands even in challenging personality dynamics. The leaders who build lasting influence are not the ones who get (understandably) annoyed, frustrated, angry, or overwhelmed by difficult deadlines and challenging colleagues.

The First Lever: Build Confidence in Your Future Self NowMy business mentor said: new level, new devil.

A leader may feel completely grounded and confident in her current scope. The moment she looks toward the next level, that is where the new challenge appears. And that is where real growth begins.

For others to be confident in us, we must be confident in ourselves first. And that confidence can absolutely be built.

The Second Lever: Choose Strategic Partners With the End in MindOrganizations can empower rising female leaders to think with the end in mind.

Imagine the role... the bigger scope, the executive seat, your next level of influence. Now ask: who is the most important person I will need aligned with me at that level?

Owning the important conversations. Knowing their worth, perspective, experience, and execution power.. How to make conversations genuinely valuable for strategic partners while being clear on desired outcomes.

That is what transforms internal networking into strategic partnership.

Permission to reach for the person who feels "too senior" or "too far away."

Here’s to an impactful year of empowered women leaders!

If I can support you or your organization through speaking, one-on-one coaching, or peer advisory masterminds, reach out to me directly.

To your and your organizat

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In honor of International Women's Day 2026, I am continuing this series on what drives promotion velocity, a deeper leadership bench, and lasting influence for women leaders.

Here is what I know from 25 years of working with world-class athletes, Olympians, executives, and rising leaders:

It’s very possible that you are more ready than you think to have a bigger voice at the bigger table.

And with the right preparation, even the most challenging rooms become rooms where you are highly influential.

A phrase from a business mentor of mine used to say:

New level, new devil.

Let’s make sure you’re prepared for those important future moments, bigger rooms, and the leader you aspire to be, now!

So before you are thinking of making a big ask, having an even bigger voice, or contribution at a bigger table, here are three proven strategies to prepare:

Step 1: Do Your Homework Through Their Lens
Preparing our message is essential. However, what most do not do is prepare through the other person’s lens, preparing for their reality.

One of our most important needs as human beings is feeling heard and valued. If we don’t it’s challenging to trust that the other person has our best interest at heart.

I call this developing an ECO Mindset, developing empathy for the other, curiosity for their condition, and optimism for the desired outcome. Not simply "What must it be like for them?" ... but fully stepping into their perspective.

Ask yourself as if you are the other person:

What is keeping me up at night? What would make my life significantly easier right now? What am I most focused on protecting or losing?

When we can answer those questions with confidence, we walk in already ahead. We are no longer just presenting our case ... we are speaking directly to what matters most to them. That is where trust deepens and the runway to influence is built.

Step 2: Get Crystal Clear on Your Give
Give to Gain is a mindset that changes everything about how you enter a room.

Instead of only asking, "What do I want from this conversation?" expand it:

What do I have to contribute? What value and perspective do I uniquely bring, and own it! How do I want them to feel when we are done?

This one shift moves you from seeking approval to creating value. And that changes everything ... your posture, your presence, your tone, and your influence.

You have more to give than you realize. Walk in knowing that.

Step 3: Walk In as a Respectful Equal
Our mindset about our worth comes through in everything ...in our tone, our cadence, our eye contact, our presence. Only a small fraction of what lands in our communication is the words. Most of it is energy, body language, and how we show up.

So walk in knowing that you belong in that room. Walk in as a respectful equal who is there to create something powerful together.

Here's to you not just having a seat at the table ... but having a bigger, bolder, more influential voice at that table too.

If I can support you, your team, or your organization, please reach out to me directly at Sheryl@SherylKline.com.

I'm cheering you on, always!

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If you’ve ever ‘choked’ during an important conversation, it means that you’re human and that you care deeply about the outcome which is great! What’s not so great is that many times our inability to emotionally regulate robs us of our ability to influence, especially when the stakes are high.

Here’s a look at my recent closed session at SFVegas for the Rising Stars cohort at Women in Securitization. The focus was on Clarity, and what I'm about to share works any time of year, especially when you're facing pressure, uncertainty, or a high stakes moment.

We're exploring three Olympic-level strategies that rarely get the attention they deserve, yet they change everything when you use them with intention: Agency, Identity, and Rituals. And if you love having a sense of control (that’s me!), you're going to find these very effective:

1) Agency: You Have More Than You Think

The root cause for non-clinical anxiety is almost always the same, fixating on things we cannot control: how we'll be perceived by others, how the audience will react, whether you'll get the job, promotion, or the raise. Those are real concerns, but the outcome is not fully within our power to determine.

Agency is the antidote, because it draws your attention back to what we can actually control. It's knowing exactly what you DO have control over and shifting your attention to those one or two things. The simplest way to build agency quickly is to decide two things: What is my desired outcome?, and What steps are within my control to move toward it? You may not have agency over whether the promotion materializes, but you absolutely have agency over the people you talk to, the skills you build, the conversations you initiate, and the commitments you keep.

2) Identity: Be Your Future Leader Starting Now!

You've heard me say it before: new level, new devil. Any time you stretch into a bigger role or bigger visibility, that little voice may show up. "Who do you think you are? You're not ready."

Feeling like an imposter? Good! It means that you’ve raised your hand to dream bigger, be in the rooms that make you uncomfortable, and raise your hand for positions that challenge youRather than fight it, acknowledge it, validate it, and then choose your next-level identity anyway. Identity is not a title. It's an internal agreement. If you want to be a director, VP, or higher, start thinking and operating like you are in that role now. If you want to be in bigger rooms, start carrying yourself like you belong in them now. Your current identity will always pull your behavior back to what's familiar, but your next-level identity pulls your behavior forward and creates the conditions for others to see you at that level, too.

3) Rituals: The Missing Link Between Confidence and Consistency

There's often confusion between habits and rituals.. A habit is something you do consistently with flexibility. For example, I exercise every morning before work. Occasionally, I have an early meeting, so my exercise happens after my work day. A ritual happens at a specific time and does not change. For example, prior to all coaching sessions, I take three deep breaths and commit to being fully present. Rituals create stability inside uncertainty.

Read more and watch my video at: https://www.sherylkline.com/blog/agency-over-anxiety-the-three-levers-that-create-clarity-when-stakes-are-high

If I can support you, your team, or your organization, please reach out to me directly at Sheryl@SherylKline.com.

I'm cheering you on, always!
- Sheryl

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In honor of International Women’s Day 2026, I’m sharing a series of research backed and proven processes that truly moves the needle for women in leadership and the organizations that rely on them.

In the coming weeks, we’ll focus on promotion velocity, retention protection, deepening the leadership bench, and avoiding lost productivity and lost revenue during disruptive times.

Given these proven tools, repeatable processes, and pressure proofed frameworks, companies can gain measurable progress, especially when the stakes are high. Today’s focus is on two underestimated levers with outsized impact:

• emotional resilience
• strategic sponsorship

As a two-time best selling author, speaker, and certified high performance executive coach, I help women leaders and rising leaders build Olympic level confidence and FBI grade strategic influence that will help them successfully deepen and manage key relationships (internally and externally) as well remain highly performing during disruptive or during times of change.First, let’s talk about the many times, invisible roadblocks.

Emotional tax is alive and well. The research tells us that it gets more expensive at higher levels AND for women who are further marginalized within our gender.

That matters because as stakes rise, the cost of carrying too much without the right tools and strategic sponsorship rises too. If organizations want to retain executive and high potential women, accelerate promotion velocity, and deepen their leadership bench, emotional resilience cannot be left to chance.

Neither can strategic sponsorships.

What if female leaders have both?

Three things.

1. Productivity holds under pressure ... and profitability improves
   During disruption, leaders who can anchor down and keep moving protect performance. When women leaders have the tools to stay grounded, organizations avoid costly drops in execution, momentum, and outcomes. This is not just leadership development. It’s profitable.
2. Leaders stop getting pulled into ego driven dynamics
   Ego and narcissistic behaviors exist in many workplaces, internally and externally. Without tools, these dynamics drain bandwidth, derail confidence, and create unnecessary conflict. With the right tools and partnerships, women learn to distance themselves from those behaviors, maneuver around them, and in some cases, get those personalities on their side to support outcomes. That is emotionally protective and tactically smart.
3. Trust and loyalty deepen ... and relationships weather the storm
   AI matters. And if we hit disruption, what carries organizations through is not technology alone. It’s trust, loyalty, and relationships. Leaders who deepen trust and build stronger relationships create stability during instability. That is how companies stay productive and profitable when things get noisy.

What can organizations give?

First, give proven strategies to sharpen Clarity from the third person.

If you’ve been in my community for a bit, you’ve heard me say....

Read more at: https://www.sherylkline.com/blog/promotion-velocity-and-retention-protection-via-emotional-resilience-and-strategic-partnerships

If you would like to learn more about the Fearless Female Leadership enterprise digital framework, please click below. I’m glad to share more. And if I can support you or your organization through speaking, coaching, or peer advisory mastermind work, I’d love to partner to help you help the leaders in your organization. Let's chat!

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One of the questions I’m asked frequently, whether I’m leading a mastermind cohort, working one on one with clients, or speaking from a stage, is this:

“What is the successful sequence of making a ‘big ask’ and receiving buy-in?”

And this applies internally ... asking for new scope, a title, compensation, or resources.

It also applies externally ... asking a client to commit, expand, renew, or say yes to a bigger engagement.

Most people think the ask is the moment that matters most.

It’s not.

The ‘ask’ is the fourth step.

If you want buy-in, you need the right sequence ... because the sequence is what makes the ask feel like a solution, not a request for the other to give something up.

So, the next time you commit to making a big ask, consider the following:

Step 1: Build a Trust and Safety Runway

Before you ask for anything, it’s important to build a trust and safety runway.

Not trust that you can get something done or competence trust.

Explicit communication that demonstrates rust that you understand and care about the other person’s perspective/condition.

Trust that you are paying attention to what they’re carrying. This creates safety for them to lean into what you’re asking.

This is a need, not a bonus. In our hierarchy of needs, we need to feel safe and cared for. And this step is often overlooked.

So what does it look like?

It sounds like an explicit concern. Keep in mind, to sound like you care it’s imperative that you do!

• “It sounds like this quarter is carrying a lot of weight for you.”
• “It sounds like you’re being asked to hold a lot of priorities at once.”
• “It seems like this issue is incredibly important.”

And here’s the beautiful part:

It is okay if you are slightly off.

If you say, “It sounds like XYZ is the main concern,” and you’re not perfectly right, people will correct you ... and most people actually love to correct you.

That correction creates clarity. And clarity creates connection.

Step 2: Name Their Loss Pain ... and Truly Care About It

Next is loss pain.

Loss pain is a huge driver of motivation, even more so than potential benefits. Before making an ask, it’s important to understand what the other person is trying to avoid losing.

It’s not enough to state someone’s loss pain though.

Again, it’s vital to genuinely care about it ... and you have to communicate that care.

How?

Slow your speaking down a little. Lean in a little. Be present.

If you’re talking about lost revenue, lost traction, lost progress, or losing momentum in the quarter ... do not rush past it. Do not deliver it like a bullet point.

Let it land with weight.

Because how you deliver it is part of how you build trust.

And if you do this well, the other person will feel something important:

“This person understands AND cares what I’m carrying.”

Step 3: Let It Sit ... Then End on a Crescendo

This is where timing becomes everything.

When you take someone low emotionally, it’s memorable which is good! However, the “last impression is the lasting impression” as a mentor of mine says, so we don’t want to end a conversation there. It is okay if there’s a pause.

To read further and gain more in-depth perspective viewing my video, visit my blog at: https://www.sherylkline.com/blog/the-sequence-of-a-big-ask

I’m cheering you on always. If I can support you, your team, or your organization in any way, please reach out to me directly.

• Sheryl

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A business mentor of mine used to always say, “New level, new devil.”

And it’s true.

Whether you are a rising leader or a seasoned executive, there is always going to be a bigger room, a higher stakes conversation, or a moment that rocks your confidence ... even if you consider yourself to have unshakable confidence.

And if you’re thinking, “I’m not really that confident ... I’m working on it,” this is for you too.

Because high stakes moments do not just test what you know. They test how you manage your internal state while you’re communicating which in turn impacts (greatly) how you’re perceived.

Here are a couple strategies that will help you not choke when the conversation really matters.

Strategy 1: Stop Fighting Your Emotions ... They Will Always Win

The fastest way to spiral in a high stakes moment is to try to minimize your emotions.

If you try to shove them away, ignore them, or talk yourself out of them, they usually get louder and therefore more distracting.

Instead, acknowledge and validate the emotion ... without letting it drive the steering wheel.

Here’s one simple shift that is incredibly powerful:

Save “I am” statements for the positive.

A lot of people approach high stakes conversations saying things like:

• “I am nervous.”
• “I am scared.”
• “I am worried.”
• “I am concerned.”

Those “I am” statements are labels which, if said enough times, impact your belief system AND your actions. Let’s practice something different, what world-class performers and Olympians use to uplevel performance when under pressure.

Use “I notice” for the negative.

• “I notice I feel nervous going into the meeting with my CEO/manager.”
• “I notice I’m worried about presenting to the board.”
• “I notice my body is tense.”
• “I notice my mind is racing.”

This creates distance. It turns you into the observer instead of the judge.

You are now on the bank of the stream looking at the rushing water rather than jumping into the middle of it and then trying to figure out how to get across. You have NOT self labeled and have time decide what’s in your control that is most important to focus on.

Acknowledgement defuses an emotion while denial adds oxygen to the fire.

Strategy 2: Take Control of the Controllables

One of the biggest drivers of anxiety and worry is uncertainty ... and specifically, uncertainty about what you cannot control such as:

• How will this be received?
• What will they think?
• How will it land?
• Will I gain buy-in?

What you do control is what you do ... and how you choose to think.

So the second strategy is to take control of the controllables.

And there are two layers to this.

Layer 1: Control What You Can About the Other Person

If you are having a conversation with one or two people, one of the smartest things you can do is be mindful of their communication and negotiation style.

Ask yourself:

• Are they direct and curt?
• Are they analytical?
• Are they people driven and relationship driven?
• Do they want bullet points and bottom line first ... or do they want context?

This matters because a lot of leaders lose influence in high stakes moments by communicating in a style that is mismatched to the person in front of them.

Get more in-depth perspective at https://www.sherylkline.com/blog/how-to-stay-grounded-when-the-stakes-are-high

I’m cheering you on always. If I can help in any way, please do not hesitate to reach out.
- Sheryl

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If you consider the research, only about 7% of what we say is interpreted through our actual words.

Everything else is interpreted through our tone, our gestures, our body language, how we move, how we hold ourselves ... and even the cadence and tone of our voice.

So before I share three nonverbal cues that can quietly take away from your ability to influence, I want to start with something I know you’ve heard me say before:

Whatever you’re thinking comes out of your mouth.

In other words ... your mindset is the precursor to being able to influence successfully. Every time, it will impact how others will feel about what you have to say.

Get Your Head in the Game First

It’s very difficult for other people to be confident in us, trust us, and buy into what we’re saying when we are not confident in ourselves.

Let me give you a real example.

One of my clients, "Sue" (not her real name) is a rising female executive who is essentially creating a VP position for herself. She has been doing the role for a long time ... she just hasn’t had the title. And as you can imagine, that can create some wobble in salary and compensation conversations.

Do I negotiate like I’m new to being a VP ... or do I negotiate like the seasoned VP I already am?

The truth is: she has been doing the work for a year and believes she has the experience of a more seasoned VP. The problem: Her mindset did not match her reality. Initially, ‘Sue’ was uncertain about how her leadership viewed her experience. Would her leadership view her as a Sr. Director and therefore a new and incoming VP?

If she was uncertain, that feeling would show up and have an impact prior to her negotiation with her boss.

Instead, she shifted to: “I am a VP. I have been operating at this level. I am negotiating as a seasoned leader who will be able to have a more bold impact on the organization in this VP role..”

That clarity and confidence changes everything ... including how you show up, how you speak, and how others respond to you.

Once your mindset is ready to convey what you are asking for,, then you can fine tune the nonverbal cues that either strengthen or weaken your influence.

The Three Nonverbal Cues That Can Take Away From Your Influence

1) Closed Body Structure

A closed posture communicates uncertainty, discomfort, and a lack of safety ... even if that’s not what you intend.

Think about crossed arms. Hunched shoulders. A collapsed chest. Legs tightly crossed. A posture that says, “I’m protecting myself."

What we want instead is an open stance.

If you’re on Zoom, that means you want your shoulders open, your hands visible, and your body oriented toward the person you’re speaking to.

If you’re in person, it’s the same idea ... open stance, grounded feet, and a posture that communicates, “I belong here.”

2) Inconsistent or Avoiding Eye Contact

This one is tricky because many of us do it without realizing it. And yes ... I catch myself doing it too sometimes.

But here’s why it matters.

If you’re looking around, darting your eyes, getting distracted, or avoiding eye contact, the other person often experiences it as uncertainty. They can also experience it as a lack of honesty or commitment.

Now to be clear, we are not aiming for a stare. That’s not the goal.

What we want is steady, natural eye contact that communicates focus and presence. Nod to indicate engagement and engagement.

If you have a crucial conversation coming up, practice.

Practice with someone you trust. Practice on Zoom. Practice in a mirror if you need to.

Because you might have a habit you’ve never noticed ... and awareness is half the work.

3) Micro Signs of Self Soothing

This is t

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Have you ever walked into a meeting prepared, thoughtful, ready to contribute ... and then left feeling dismissed?

It is incredibly frustrating.

And, I want you to hear this clearly:

Your voice matters. It matters more now than ever.
And you deserve to be heard, valued, and respected in the rooms you are in.

The good news is this does not have to keep happening. There is a proven process to reduce those moments and increase your influence without needing to become louder, sharper, or someone you are not.

Here are two strategies you can start using immediately.

1) Get Clear on Your Message ... and the Meaning Behind It

Before we talk tactics, let's talk about mindset. Not in a vague motivational way ... in a practical, performance based way.

I want to share a simple parable that makes this point.

There are three people laying bricks.

Someone walks up to the first and asks, “What are you doing?”
She says, “I’m laying bricks.”

They ask the second person the same question.
She says, “I’m building a place of worship.”

Then they ask the third.
She says, “I’m building direct communication with God.”

This is not a religious statement. It’s a meaning statement.

Same work. Same bricks. Same room.

Different perceived purpose. Different power.

And when you are going into a room where you might be dismissed ... it is critical to decide ahead of time what your message means.

Are you walking in thinking, “This is just one more update”?

Or are you walking in knowing, “This point protects the team, improves the outcome, reduces risk, saves time, increases performance”?

Because when you assign real meaning to your message, you show up differently.

You speak with more certainty.
You take up appropriate space.
You stay grounded when tension shows up.

So before your next meeting, get clear on three things:

What exactly do I need to say?
Why does it matter to the team, the leader, or the business?
What will be lost if I do not express it?

When you do this, you’re not just “sharing an idea.” You’re advancing something that matters.

2) Use a Simple Interruption Script That Protects the Relationship and Reclaims the Floor

Now let’s talk about what happens when you get interrupted or spoken over.

This is common, especially for women. And research also shows it can happen even more for women who are further marginalized within our gender.

Let's change that.

It makes sense that you would feel frustrated or angry when interrupted. That reaction is human.

The problem is ... when emotions go up, performance goes down in us AND in the other person.

So here’s a strategy that helps you interrupt the interruption ... while staying composed.

It comes from Chris Voss, and it’s called an "Accusations Audit™."

The concept is simple: you say out loud what you think the other person might be thinking about you in that moment. When you name it, it often releases its power.

Here’s what it can sound like:

“You might think I’m being rude for interrupting, but would it be unreasonable if I finish what I was saying?”

Let’s break down why this works:

You acknowledge the social tension they might be feeling.
You show respect without shrinking.
You redirect the conversation back to you in a calm, confident way.
You make it easier for them to adjust without feeling attacked.

And yes ... many times people do not even realize they are doing it. That does not make it acceptable, but it does give you a way to respond strategically instead of emotionally.

The Real Goal ... Influence With Integrity

If being dismissed keeps happening, it's helpful to have a pro

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My young memories of the holidays were a little tricky and not always as joyous as I imagined they were for everyone else.

If that’s you during this holiday season, I’m sending big hugs and deep gratitude for being a part of the Fearless Female Leadership family.

If you’re relaxing and enjoying family and friends, I’m also sending the same to you, and I truly believe that time is the absolute best gift of all!

Without you, there would be no Fearless Female Leadership community. As we approach 10 years of this work (speaking from stages, coaching incredible female executives and their teams, and now leading peer advisory masterminds) I’m in awe of the compounded impact that you all have had!

Thank you for showing up.

Thank you for speaking up.

Thank you for leading with courage, heart, and impact… often in rooms that ask more of you than they should.

I also want to share a few milestones I’m celebrating with The Zone Lab. We’ve formed new partnerships with Women in Securitization, Women in Product, and we renewed our partnership with Athena Alliance. All are organizations deeply aligned with advancing women in leadership.

One highlight I’m especially excited about: I’ll be leading a Rising Stars peer advisory cohort with Women in Securitization. It’s a powerhouse group of 12 high-potential female leaders on the fast track to executive roles. We’ll be working together in a hybrid format… meeting in person at their conference in February, gathering virtually throughout the year, and culminating with an in-person mastermind celebration in New York City next December. I couldn’t be more energized by this work.

On a personal note, there have been some meaningful moments at home too. My son Dan just turned 30 (which feels impossible), and I couldn’t be prouder of him (or of his siblings, Ryan and Megan.) My husband Scott also had a big birthday (I’ll just say it’s double Dan’s 😉).

And while my heart is a little heavy, my daughter Megan is moving from San Diego back to San Francisco. Sad for me, exciting for her, and I know she’s where she’s meant to be. As of this writing, she’s deep in final rounds of interviews for Salesforce, Baseten, and a couple others. Fingers crossed!

As we head into the holidays, please know this: I am deeply grateful for you and for the leadership you bring into the world.

Wishing you and your family health, happiness, and joy this season.

Happiest Holidays and cheering you on always,
- Sheryl

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Have you ever felt like a peer was quietly (or not so quietly) blocking your influence with leadership?

If so, you’re definitely not alone. And when it happens, it’s not just frustrating… it’s costly. Costly to your confidence, your credibility, your career momentum, and the business itself.

What makes it even harder is that this behavior is often driven by fear-based leadership or narcissistic tendencies. When someone feels threatened, they may try to limit your visibility, exclude you from conversations, or position themselves as the gatekeeper to leadership.

It is not a reflection of your capability or value.

Why This Matters So MuchWhen a peer blocks your access to leadership:

• Your ideas don’t get heard
• Your impact gets diluted
• Key relationships don’t form
• The organization loses out on your expertise

The good news is there’s a proven process to address it.

Imagine for a moment if that same peer became someone who supported your ideas, amplified your voice, and saw your presence as a win for them (not a threat.)

That shift is possible.

Here’s How:

1. Develop Strategic Empathy (Your Mental Preparation)

Before engaging with a difficult peer, most people are already frustrated—and understandably so. But going into a conversation with that emotional charge puts you behind the starting line. Why? Because those emotions will likely come out in your tone, body language, and gestures.

Instead, I recommend developing what I call strategic empathy, rooted in an ECO Mindset:

• “E”mpathy – What pressures are they under? What might they be afraid of?
• “C”uriosity – What do they perceive as a win? What do they need to feel protected?
• “O”ptimism – How do you want this interaction to turn out?

This isn’t about excusing poor behavior or being naïve. It’s about showing up with confidence and compassion, rather than frustration… which rarely gets us where we want to go.

Your tone matters more than you think.

2. Practice Gratitude

This may sound counterintuitive, but stay with me.

Instead of resenting the challenge, try saying (even silently): “Thank you for the challenge to grow my influence.”

Gratitude brings perspective.

Perspective brings calm.

And calm leadership is incredibly persuasive.

If nothing else, it brings a little levity to a heavy situation, and that alone can change the energy of how you show up.

3. Learn, Then Plan (Especially If You’ve Been Excluded)
I’ve recently seen several clients purposefully excluded from meetings both in-person and virtual. And while that never feels good, it’s important not to judge the situation, but to observe and learn from it.

Ask yourself:

• Why was it important for me to be in that room?
• Why might they have chosen not to include me?
• What relationships or perceptions were at play?

From there, you create a plan (or what I often call a mini campaign) to ensure next time is different.

That might include:

• Proactively building the relationship with that peer
• Making your value to the meeting visible before it happens
• Helping them see that your presence actually benefits them

When someone believes it’s good for them that you’re in the room, the dynamic changes completely.

You Can Reclaim Your InfluenceIf a peer has ever caused you to lose visibility, impact, or influence with leadership, please know this:

• It’s a real challenge.
• And there is a proven process to move through it.
• Develop strategic empathy.
• Lead with confidence and compassion.

Learn from what happens and plan intentio

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If you’ve ever walked out of a meeting thinking, “That was a lost opportunity… I could’ve been more prepared,” please know you are not alone. It happens to even the most capable, high-performing leaders. And yet, those small windows of time (whether it’s a 15-minute 1:1 or a brief hallway conversation with a senior leader) are often the moments that matter most.

They’re the moments that shape your influence, your visibility, and the confidence others have in your leadership.

I’ve been there myself. It’s frustrating, and it can sting. But I want to make sure it doesn’t continue happening to you.

There is a proven way to walk into these interactions feeling grounded, clear, and ready. Both you and the person you’re meeting with can walk away feeling energized, aligned, and confident.

And it starts before you ever say a word.

Start by Putting on Their Goggles

When we prepare for an important meeting (especially one with an executive) we often feel pressure to talk fast, showcase our wins, and prove our value. That’s normal. But it’s not the most effective way to lead the conversation.

Before you jump into your updates, accomplishments, or ideas, you need to create what I call the runway.

That runway begins with the other person’s world, not yours.

Ask yourself:

What pressure are they under right now?
Who is putting expectations on them?
What’s keeping them up at night?
What might they be worried about as we head into this next quarter?

This is not about being perfect or reading their mind. The beautiful thing is, it’s okay if your assumption isn’t exactly right. What matters is that you are showing genuine awareness and care.

This immediately lowers defensiveness, increases trust, and sets the tone for a productive interaction.

How to Start the Conversation Strong

After the basic pleasantries, you might say something like:

“It seems like there’s a lot of pressure right now to accelerate growth in Q1, and I can imagine that’s creating a lot of urgency.”

That simple sentence does three powerful things:

It acknowledges their reality.
It validates the pressure they’re carrying.
It signals that you’re thinking beyond your own priorities.

From there, one of two things will happen:

1. You’re spot-on.

They’ll say, “Yes, exactly,” and then give you more context.

1. You’re slightly off.

They’ll say, “That’s important, but what’s really stressing me right now is…”

Either way you win, because you gain insight you didn’t have before. And insight is influence.

More importantly, you’ve already built trust in the very first moments of the conversation. And trust is the foundation of impact, visibility, and upward momentum in any organization.

This Is Just Step One

If you struggle to feel fully prepared for short but important meetings, this is your starting point: Lead with empathy. Lead with awareness. Lead with their world first.

Next time, we’ll talk about how to structure your message in a concise, clear, and influence-building way, so you get the biggest return on even the shortest interactions.

If I can support you or your team in any way, I’m here for you.

And if you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl.

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If you’ve ever walked out of a meeting thinking, “That was a lost opportunity… I could’ve been more prepared,” please know you are not alone. It happens to even the most capable, high-performing leaders. And yet, those small windows of time (whether it’s a 15-minute 1:1 or a brief hallway conversation with a senior leader) are often the moments that matter most.

They’re the moments that shape your influence, your visibility, and the confidence others have in your leadership.

I’ve been there myself. It’s frustrating, and it can sting. But I want to make sure it doesn’t continue happening to you.

There is a proven way to walk into these interactions feeling grounded, clear, and ready. Both you and the person you’re meeting with can walk away feeling energized, aligned, and confident.

And it starts before you ever say a word.

Start by Putting on Their Goggles

When we prepare for an important meeting (especially one with an executive) we often feel pressure to talk fast, showcase our wins, and prove our value. That’s normal. But it’s not the most effective way to lead the conversation.

Before you jump into your updates, accomplishments, or ideas, you need to create what I call the runway.

That runway begins with the other person’s world, not yours.

Ask yourself:

• What pressure are they under right now?
• Who is putting expectations on them?
• What’s keeping them up at night?
• What might they be worried about as we head into this next quarter?

This is not about being perfect or reading their mind. The beautiful thing is, it’s okay if your assumption isn’t exactly right. What matters is that you are showing genuine awareness and care.

This immediately lowers defensiveness, increases trust, and sets the tone for a productive interaction.

How to Start the Conversation Strong

After the basic pleasantries, you might say something like:

“It seems like there’s a lot of pressure right now to accelerate growth in Q1, and I can imagine that’s creating a lot of urgency.”

That simple sentence does three powerful things:

• It acknowledges their reality.
• It validates the pressure they’re carrying.
• It signals that you’re thinking beyond your own priorities.

From there, one of two things will happen:

1. You’re spot-on.

They’ll say, “Yes, exactly,” and then give you more context.

1. You’re slightly off.

They’ll say, “That’s important, but what’s really stressing me right now is…”

Either way you win, because you gain insight you didn’t have before. And insight is influence.

More importantly, you’ve already built trust in the very first moments of the conversation. And trust is the foundation of impact, visibility, and upward momentum in any organization.

This Is Just Step One

If you struggle to feel fully prepared for short but important meetings, this is your starting point: Lead with empathy. Lead with awareness. Lead with their world first.

Next time, we’ll talk about how to structure your message in a concise, clear, and influence-building way, so you get the biggest return on even the shortest interactions.

If I can support you or your team in any way, I’m here for you.

And if you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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I am deeply and genuinely grateful for you. Without you, there would be no Fearless Female Leader community, no cohorts showing up with courage, no 1:1 clients pushing boundaries in boardrooms and beyond, and no powerful voices rising on stages and in conversations that matter. You’ve made an impact this year (in big and small ways) and I want you to know how much I see you, appreciate you, and cheer you on.

This year hasn’t been easy. There have been challenges, change, and moments that asked for more courage than comfort. And still, you showed up. You spoke up. You shook up old patterns and stepped into rooms and roles that stretched you. If you felt imposter syndrome along the way, remember this: feeling this is a sign of bravery and courage! It means you raised your hand for something meaningful… something that required growth. That takes grit, heart, and leadership of the highest kind.

I hope you’ll pause to feel grateful not just for family, friends, food, and warmth… but also for yourself. We can be so hard on ourselves, especially as women. Please take a moment to honor all that you’ve accomplished so far and how you’ve showed up for others.

And from my family to yours, I wish you a happy and healthy Thanksgiving.

Cheering you on always.
- Sheryl

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In the latest Fearless Female Leadership interview, I had the honor of talking with Sarah Lloyd Favaro, Senior Solutions Director, Office of Responsible AI and Governance at HCLTech, about one of the most urgent and misunderstood leadership topics today: how leaders can mitigate AI bias for women.

Sarah’s career has always lived at the intersection of technology and learning. Long before generative AI swept into the mainstream, she was exploring how tech could enhance human capability (not replace it.) But with the rapid rise of AI tools, Sarah doubled down on understanding how these systems work, why bias appears, and how leaders can prepare their organizations for a future where AI is woven into every workflow.

What makes Sarah’s perspective so powerful is her blended expertise: she understands both the practical magic of AI and the very real risks. She believes strongly that if organizations benefit from AI’s productivity and innovation, they must also ensure equitable, responsible, human-centered usage.

She emphasizes the critical role leaders play in upskilling their workforce… especially women, who are statistically underrepresented in AI fields. According to Sarah, equitable access to education and tools is non-negotiable if companies want to avoid widening gender and societal gaps.

Sarah also demystifies what many call the AI “black box.” She explains that becoming confident with AI doesn’t require being an engineer. Instead, it requires learning how to communicate with AI systems, think critically about outputs, and understand where bias may creep in.

Her message is both empowering and practical: AI is here to stay. And with the right awareness, skills, and strategies, women and leaders can shape a future where AI is an equalizer (not a divider.)

🔑 10 Key Takeaways from the Interview with Sarah Lloyd Favaro:

• 0:01:18 – Sarah has always been drawn to the intersection of learning and technology; AI naturally became part of her professional evolution.
• 0:04:31 – AI tools often use biased data, meaning biased outcomes can disproportionately affect women and marginalized groups.
• 0:05:00 – Leaders play a critical role in equitable access: upskilling the entire workforce is essential as jobs rapidly change.
• 0:06:10 – Women remain underrepresented in AI; ensuring they don’t fall behind in adopting new tools is crucial.
• 0:07:29 – Mid-sized and smaller companies may lack AI resources, but they still need a point leader and a diverse AI decision-making team.
• 0:08:42 – One of the most important first steps in upskilling is learning how AI communicates, and how you communicate with it.
• 0:10:59 – Building a simple no-code chatbot can demystify AI and strip away fear of the “black box.”
• 0:12:30 – Communication is becoming one of the most valuable skills in AI-enabled work environments.
• 0:13:48 – Start by experimenting with accessible tools like ChatGPT, Claude, Gemini, Copilot, or Llama to build comfort and understanding.
• 0:16:04 – Always review AI outputs with a critical lens; AI can hallucinate, amplify bias, and generate inaccurate or stereotypical results (e.g., CEOs portrayed only as men).

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the honor of speaking with Melanie Moore, the Inclusion and Engagement Leader at Honeywell, about “Building Inclusive Cultures That Drive Global Impact.”

Melanie’s journey into leadership wasn’t planned... it was discovered. A marketing major by degree, she was “accidentally” placed into a human resources internship, and that unexpected detour sparked a 30-year passion for people. From recruiting talent to fostering belonging across continents, Melanie has built her career on one guiding principle: say yes, try new things, and see where they lead.

Now leading Honeywell’s global Inclusion and Engagement efforts, Melanie has been traveling the world (from the U.S. to India, China, and Europe) hosting regional inclusion summits designed to meet people where they are. Rather than a “one-size-fits-all” approach, each summit was uniquely tailored to the challenges and cultures of its region. The response? Overwhelming gratitude and renewed engagement.

Melanie believes that inclusion is not a “soft skill.” It’s a business imperative tied directly to innovation, productivity, and ROI. True inclusion extends beyond race and gender; it touches well-being, psychological safety, and human connection. When people feel seen, valued, and safe, they perform better, and organizations thrive.

Her advice for leaders and employees alike is simple but profound: start small, stay curious, get involved, and build bridges across differences. Whether joining employee networks, learning from others, or meeting one new person each week, inclusion begins with action.

Thank you Melanie for a summary of your whirlwind global inclusion tour that impacted so many at Honeywell!

🔑 Key Takeaways

0:01:03 – Melanie’s HR career began by accident, but curiosity and openness turned it into a 30-year passion.
0:03:44 – “Just go for it” is her mantra for anyone afraid to make a career pivot or try something new.
0:05:37 – Honeywell’s inclusion summits were held across four global regions, each customized to meet local needs.
0:08:25 – Simply showing up communicates “I care.” Global presence builds trust and connection before a word is spoken.
0:10:26 – Inclusion goes beyond gender and race as it includes well-being, psychological safety, and engagement.
0:12:47 – ROI can be seen in engagement surveys and productivity gains. When people feel safe, innovation flourishes.
0:14:14 – Start small; you don’t need to “boil the ocean” to make meaningful progress.
0:17:03 – Inclusion builds kinship where shared understanding strengthens teams and drives excellence.
0:22:06 – Employees can increase belonging immediately by joining networks (especially those different from themselves).
0:25:33 – “There’s always something to learn” Seek out people with different skills or perspectives and build relationships daily.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Thomas, Senior Vice President and Chief Human Resource Officer at OneAmerica Financial, about the power of fear and how leaning into discomfort has shaped her extraordinary leadership journey. Kim shared her personal story of growing up with instability at home, which inspired her from a very young age to take control of her future. That determination carried her through college, career uncertainty, leadership challenges, and even personal transitions such as divorce, always guided by her decision to choose courage over comfort.

Kim emphasized that real growth often happens at the edge of fear, and that by saying “yes” to opportunities—even those that seem intimidating—we develop the skills and confidence needed for long-term success. She also highlighted the importance of writing out a personal and professional vision, staying grounded in values, and taking consistent quiet time to reflect and recalibrate. Her journey illustrates how facing fear not only unlocks personal breakthroughs but also creates a ripple effect of inspiration and empowerment for others.

10 Key Takeaways from the Interview with Kim Thomas:

1. 0:01:37 – Childhood decision to create a different future: At age seven, Kim chose not to repeat her parents’ struggles and committed herself to education and self-reliance.
2. 0:03:29 – Building resilience through discomfort: She intentionally sought out challenging environments—new programs, internships, and diverse groups—to grow and adapt.
3. 0:05:44 – Choosing faith mindset over doubt: Despite financial barriers and subtle discouragement, she refused to internalize limiting beliefs, staying focused on her long-term goals.
4. 0:09:04 – Living at the edge of fear: Kim believes growth and transformation happen when we step into fear, whether personally or professionally.
5. 0:11:14 – Courage in leadership: Initially afraid of “ruining someone’s life” as a leader, she reframed fear into an opportunity to positively impact others—and discovered her passion for leadership.
6. 0:12:03 – Asking “why not?” instead of “no”: A mentor encouraged her to challenge instinctive refusals, opening doors to new experiences like hiking, zip-lining, and eventually learning to swim.
7. 0:14:33 – Ripple effect of courage: By facing her lifelong fear of swimming, Kim not only grew personally but also inspired others to learn and save lives.
8. 0:16:25 – Creating a personal and professional vision: Writing down how she wants to show up and add value keeps her intentional and aligned.
9. 0:18:24 – Saying yes with discernment: Opportunities should align with values and long-term vision—while also recognizing balance and timing matter.
10. 0:22:09 – Carving out quiet time: Even five minutes of daily reflection builds consistency, clarity, and sustainable high performance.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In Parts 1 and 2, we built trust with Strategic Empathy and Curiosity that Creates Trust. Now we complete the ECO Mindset Model with Optimism… not Pollyanna positivity, but a clear, credible future-cast that aligns what you want, what they need, and what the organization must achieve.

Why Optimism (and What It Is Not).

Optimism is the discipline of communicating a shared vision, better future, and the path to get there. It acknowledges real pressure and loss-pain, but refuses to leave anyone in that valley. Bring them up to a concrete “what good looks like” vision, so the conversation ends on a crescendo and forward motion.

Future-cast the Win (for Them, You, and the Business).

Once you’ve validated what’s at risk, ask: “If the end of Q4 were a 10/10, what would need to be true?” Then paint the joint outcome: what gets protected, what advances, what success metrics we’ll see. This shifts the room from defensiveness to determination.

Use “We/Us/Let’s” to Create Kinship.

Language shapes belonging. Replace “I/you” (which can create distance) with we/us/let’s to signal partnership and shared accountability. This builds what Dan Pink calls kinship… the sense that we’re on the same side, solving the same problem. For example, ‘We can absolutely get that done.’ or ‘Would it be out of the question if we spend 30-minutes reverse engineering how to make this happen?’

Put it All Together (E → C → O):

• Empathy (E): “It seems like growth and pipeline are vital, and there's real pressure to deliver.”
• Curiosity (C): “What would put those goals most at risk? What would make Q4 a 10/10 for you?”
• Optimism (O): “Let’s partner to hit a 10% lift by Q4. Would it be unreasonable to pilot with Teams A and B to reduce exposure, then scale. I’m confident we can make this happen together.”

One-page Structure You Can Use Today:

1. Acknowledge the pressure of the OTHER (1–2 sentences).
2. Name what’s at risk and what’s desired (what they fear losing + the 10/10 outcome).
3. Future-cast the joint win (metrics, milestones, protections).
4. Outline the path (pilot → measure → scale).
5. Invite partnership with we/us/let’s and a clear next step.

When you close with a credible, shared vision (and a plan to reach it) you’re no longer a threat. You’re the trusted partner who helps everyone shine: you, your leader, and the organization. Here’s to your best quarter yet.

Now It’s Your Turn.

What’s one outcome you can confidently future-cast this quarter… and how will you frame it with we/us/let’s so it feels like a joint win? I’d love to hear from you!

The ECO Mindset Model Checklist (FREE Download).

Stop struggling to be heard. Learn the proven framework that helps leaders have maximum impact while building trust and partnership with their managers.

Get your FREE comprehensive checklist... everything you need to start building influence today.

What's Inside:
✓ Strategic empathy questions to ask before every meeting
✓ Sample conversation starters and language to use
✓ Active listening techniques that build trust
✓ The future casting formula for creating shared vision
✓ Common pitfalls to avoid (and how to course-correct)
✓ 5-minute pre-meeting prep guide

📥 Download Your Free Checklist Today!https://www.sherylkline.com/build-influence-without-being-seen-as-a-threat

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In the latest Fearless Female Leadership interview, I had the distinct honor of sitting down with Kimberly Currier, Global Vice President of Talent Development at AECOM, about “The Importance of Vision During Disruptive Times.”

Kimberly’s story is one of grit, grace, and grounded vision. A former Division I softball player turned global executive, she learned early that success depends not only on skill, but on teamwork, resilience, and self-leadership. These lessons carried her from the softball field to the boardroom, where she now helps leaders navigate change and uncertainty with clarity and compassion.

Through career pivots (from 20 years at the American Cancer Society to corporate roles at Kimberly-Clark and AECOM) Kimberly has shown that growth doesn’t always mean “upward.” Sometimes it means stepping sideways or even slowing down to realign with your values and well-being. Her courage was tested in 2020, when the pandemic, organizational change, and serious health challenges converged at once. Her response? Patience, grace, and a renewed commitment to focusing on what she could control.

Kimberly believes vision acts as a compass during chaos… helping us filter out noise, stay aligned with our purpose, and focus energy where it matters most. Whether personal or organizational, vision keeps us grounded, intentional, and resilient (even in times of disruption.)

🔑 Key Takeaways

0:01:14 – Kimberly’s career in talent development began with her passion for human behavior and helping others grow. 0:02:36 – Team sports taught her lifelong lessons in collaboration, discipline, and the importance of every role on a team. 0:06:48 – Grit and practice build not only athletic success but also leadership resilience and consistency. 0:08:17 – True fulfillment comes from aligning your energy with what you love, not just what you “should” do. 0:12:09 – Growth isn’t always vertical. Sometimes it’s about pausing, pivoting, or redefining success on your own terms. 0:13:17 – Transitioning from the American Cancer Society to global corporate roles taught her that courage and self-awareness are key to thriving through change. 0:16:03 – In 2020, Kimberly faced professional restructuring and personal health battles, learning the power of patience, grace, and letting go of control. 0:20:54 – “Patience and grace” became her mantra… focusing on what she could influence while honoring her own pace and purpose. 0:23:46 – Vision provides stability during disruption. It filters priorities and helps quiet the noise of panic and fear. 0:29:05 – Without vision, organizations lose focus, clarity, and alignment. Vision restores shared direction and collective purpose.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In Part 1 of the "Build Influence Without Being Seen as a Threat" series, we focused on Strategic Empathy… leading with what matters most to your stakeholder. Now we’ll build on that foundation with Curiosity that Creates Trust: asking brave, compassionate questions that surface pressures, fears, and desires so your ideas land without triggering a threat response.

Why Curiosity (and Why It’s a Little Uncomfortable).

Research and real-world practice point to a hard truth: people are most motivated to act by loss pain… what they’re afraid of losing (visibility, budget, credibility, timeline, even their job). Until we understand that loss pain, and the pressures driving it (our recommendations can miss the mark and even worse, feel like a threat.) Curiosity requires courage because it asks us to name what may be unsaid and then truly listen.

Validate Without Agreeing.

Start by acknowledging their reality, clearly and respectfully. Validation isn’t capitulation… it’s connection. For example, “It seems like the board’s expectations this quarter are intense which can be incredibly stressful.”

Questions That Open the Door.

Use open, non-threatening prompts that open the door for both loss pain and desired outcomes:

• “What would be most at risk if this slips?”
• “Where are you feeling the heaviest pressure right now?”
• “If this quarter were a 10/10 for you, what would be true?”

Ask, and then be quiet. Let them elaborate. Your job is to listen like it matters, because it does.

The Curiosity → Trust → Influence Loop.

When leaders feel seen in their constraints and ambitions, trust builds. This isn’t trust that you can get the job done. It’s the trust that you are aware and care about their circumstances. With trust established, you can align your solution to protect what they fear losing and advance what they want to gain. That’s the bridge to influence without friction, and the setup for structuring recommendations they’ll appreciate and take to heart.

Try this before your next conversation...

1. Name the top pressure/loss pain (budget, headcount, credibility, timeline).
2. Name the top desire (growth, pipeline, quality, velocity).

Now it’s your turn: If you had to guess, what’s the single thing your key stakeholder is most afraid of losing right now… and what’s one compassionate question you could ask to explore it? I’d love to hear your approach.

Coming up next
Part 3: We’ll translate what you learn into a crisp structure so your recommendations are easy to champion.

If you’re a leader looking to negotiate your compensation ... or gain clarity on ‘what’s next’ ... or learn how to lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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If you’ve ever shared a strong idea and felt the room tense or held back because you "didn’t want to step on your boss’s toes," you’re not alone. Your voice matters A LOT, so let’s make sure it’s heard, valued, and respected. This series is doing just that while ensuring you are not held back or blocked by being perceived as a threat: Strategic Empathy.

Why “strategic empathy”?

Strategic Empathy isn’t just kindness, it’s preparation. It shows you understand and care what matters to the person (their priorities, pressures, and wins). When people feel seen and understood, they feel safe and therefore more open to your ideas, input, and requests. Strategic empathy is the runway to have your influence take off.

Plan as if you’re in their seat.

Before a key conversation, step into their role and ask:

What’s mission-critical for them this quarter?
What’s at risk (budget, headcount, credibility, timeline)?
What would make this quarter a 10+?

Shape your message to help them win. Leading with their world signals alignment, lowers defenses, and strengthens trust.

Mindset first, message second.

Science tells us that what we’re thinking comes out of our mouth. If you feel angry, frustrated, annoyed or guarded, that’s what you’ll communicate via your tone, body language, gestures, and cadence of your words. Your tone, timing, and word choice will follow.

What it sounds like:

Empathy: “It seems like hitting the Q4 milestone is mission-critical, and risk mitigation risk is top of mind.”
Bridge: “Let’s map how we can de-risk without adding scope or using more budget.”
Proposal: “If we pilot with Teams A and B, we reduce exposure by ~40% and still meet the board’s date.”

Try it this week.

Pick one conversation where influence matters. Do the reset, lead with their world, then present your solution. I’d love to hear how it goes!

Now it’s your turn: Think of one conversation this week where you’ve been holding back because you don’t want to be seen as a threat. If you stood in your stakeholder’s shoes, what are the top two priorities and one pressure they’re carrying… and how would you open the conversation to show you’re on their side? Share your two-sentence opener below; I’d love to hear your approach.

Coming up next:

Part 2: Curiosity that Creates Progress… the questions that surface constraints and unlock momentum.
Part 3: Structuring Your Message so recommendations are welcomed and acted on.

If you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Carrie Davis, Vice President of Employee and Patient Experience at Hanger, about her journey and her inspiring message on “Seeking Yourself Through Service.” Carrie shared her deeply personal story of being born with a congenital upper limb difference and how that shaped her resilience, leadership style, and passion for creating belonging.

From hiding her true self as a child to now proudly embracing her identity—even turning her prosthesis into a sparkling symbol of confidence—Carrie’s story is a masterclass in authenticity, courage, and servant leadership. She emphasizes that true leadership is not about titles or ego, but about intention, empathy, and lifting others up.

Carrie’s wisdom is a reminder that whether challenges are visible or invisible, we all have the ability to create ourselves, step into courage, and lead with compassion.

🔑 Key Takeaways from the Interview with Carrie Davis:

1. 0:01:05 – Carrie was born with a congenital limb difference, introducing her to prosthetics at just 9 months old and setting her on a lifelong path of resilience.
2. 0:02:10 – Feeling different as a child shaped her leadership philosophy around belonging, inclusion, and authenticity.
3. 0:03:54 – Her mother modeled servant leadership, creating spaces where Carrie felt accepted and included.
4. 0:05:00 – Self-doubt and imposter syndrome were obstacles, but adopting a servant mindset helped her rise above them.
5. 0:06:31 – “Seeking yourself through service” means putting ego aside and focusing on impact, intention, and helping others.
6. 0:08:23 – Leadership through service isn’t about volunteering—it’s about asking, “Where am I needed most?”
7. 0:10:00 – Her TED Talk was fueled by a desire to serve others through her message, not personal recognition.
8. 0:11:21 – Small steps, like showing her prosthesis in public, helped her build confidence and embrace authenticity.
9. 0:13:24 – Her message applies to both visible and invisible struggles—everyone can take small steps toward self-acceptance.
10. 0:16:49 – Servant leadership doesn’t require a title—anyone can inspire by leading with empathy, authenticity, and care..

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Beauvais, Executive Vice President of Human Resources and Business Operations at FOX Sports, about resilience, leadership, and the importance of owning your power.

Kim credits her early upbringing—where the word “can’t” wasn’t allowed in her household—as a foundation for her mindset. From her time as a Division I soccer player to becoming a senior executive in the male-dominated world of sports, Kim has embodied a “can do” philosophy that continues to shape her leadership.

Throughout the conversation, Kim emphasized resilience not as a fixed trait but as a practice—something strengthened over time, much like building physical endurance. She shared candid insights on handling self-doubt, failing forward, and the power of surrounding yourself with a trusted circle of peers who both challenge and uplift you.

Her advice resonates not only for women in media or sports but for all leaders striving to rise with confidence and clarity. She urges women to apply for opportunities even when they don’t feel 100% qualified, to embrace doubt as just a feeling—not a fact—and to remember that growth happens outside of comfort zones.

Above all, Kim’s story is one of joy, purpose, and resilience, reminding us that we are each the CEO of our own brand and life.

10 Key Takeaways from the Interview

1. 0:01:08 – Early inspiration: Kim’s mother instilled the belief that “can’t” was not allowed, shaping her lifelong “can do” mindset.
2. 0:04:32 – Team mantra: Her team at FOX Sports embraces the motto #CanDo, emphasizing problem-solving over roadblocks.
3. 0:06:41 – Resilience as a practice: Resilience isn’t innate—it’s built by repeatedly adapting, persevering, and reframing setbacks.
4. 0:08:15 – Emotions as fuel: Rather than suppressing emotions, Kim uses them as energy to propel forward.
5. 0:11:25 – Pressure perspective: High-pressure moments signal that you’re right where you want to be, much like elite athletes.
6. 0:13:34 – Self-doubt is normal: Women often hesitate unless they check every box; Kim encourages taking the leap anyway.
7. 0:17:25 – Timeboxing setbacks: Allow space to feel disappointment, but set a limit—then move forward with purpose.
8. 0:19:44 – Failing forward: Failure is not final but a chance to adjust, learn, and improve.
9. 0:21:33 – Build your circle: Surround yourself with trusted peers who give honest feedback and help straighten your crown.
10. 0:25:22 – Own your brand: Remember, you are the CEO of your own life—lead with joy, purpose, and resilience.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Laura Butler, Chief People Officer at TTEC, about the realities of leadership, balancing competing priorities, and the evolving role of HR in shaping organizational success.

Laura shared how her parents deeply influenced her path—her father, who instilled the importance of working in service of others, and her mother, who created memorable experiences while raising six children. These lessons inspired Laura’s unique approach of combining business impact with human connection.

Her career journey was far from linear. Laura once swore she’d never work in HR, yet she discovered that technology without people fails to deliver results. That realization sparked her passion for HR as an enabling, strategic function—one that aligns culture, trust, and leadership practices with business outcomes.

We also explored Laura’s concept of the “Struggle of the Juggle”—the constant pressure of managing work, family, and personal wellness in today’s world of endless inputs. She shared how tools like AI can act as thought partners to help leaders intentionally structure time, prioritize values, and create balance.

Ultimately, Laura reminded us that leadership isn’t just about getting the work done—it’s about how we do it, the trust we build, and the relationships we nurture along the way.

🔑 10 Key Takeaways from the Interview

1. 0:01:00 – Early influences: Laura’s father taught her the value of serving her team, while her mother emphasized creating great experiences.
2. 0:02:49 – Career beginnings: She started in events and experiences before moving into HR, blending both worlds.
3. 0:04:54 – Career pivots: Laura once said she’d never work in HR—proof that careers evolve in unexpected ways.
4. 0:06:34 – Culture eats strategy: Even the best technology fails without people and culture to support adoption.
5. 0:08:45 – Executive dynamics: Using tools like Insights Discovery helps leaders balance different styles and “dial up” compassion and collaboration.
6. 0:12:12 – Trust accelerates business: Internal trust is the fastest way to drive organizational effectiveness and customer impact.
7. 0:13:22 – The “Struggle of the Juggle”: Overwhelm from constant information and comparison requires intentional strategies to manage.
8. 0:14:20 – Practical advice: Never check email first thing in the morning; protect your time for what matters most.
9. 0:15:40 – AI as a time partner: Laura uses AI to design weekly schedules, scripts, and strategies for managing competing priorities.
10. 0:18:18 – Personalization matters: AI can be a thought partner that adapts to individual values, lifestyles, and relationships.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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What if your imposter feelings weren’t an enemy… but a friend and confidant?

Not just a cheerleader—but a wise, honest guide imparting wisdom.

Instead of resisting it, try this:
✔️ Acknowledge it: “I notice I’m feeling like an imposter—and that’s okay.”
✔️ Ask: “If this feeling were a trusted friend, what would it say?”

This exercise helps you defuse the shame, mine the wisdom, and access the emotional agility to lead with your full power and heart.

What if your inner critic was really your fiercest advocate in disguise? If that voice actually wanted to lift you up, what would it say? Comment below ... I would love to hear your perspective!

🎥 Watch the Part 3 video at https://www.sherylkline.com/blog/imposters-gift-part-3

If you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation. http://www.sherylkline.com/meeting

Cheering you on always!
– Sheryl

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World-class performers feel imposter syndrome too. The difference between them and everyone else?

They learn from the discomfort and get better because of it. They also perform with the end in mind.

Here’s how:
- Visualize yourself as the confident, worthy, successful version of you.
- Identify the “gap” between that version and where you are now.
- Take intentional action to bridge it.

When you honor the discomfort and reverse-engineer the path forward, imposter syndrome becomes clarity, courage, and yes—even confidence.

I’d love to hear your perspective. Who’s the future version of you that already owns the room? If you imagined yourself already there, what one shift would help close the gap?

🎥 Watch the Part 2 video and share your perspective. https://www.sherylkline.com/blog/mind-the-gap-and-move-through-it

This is a 4-part series, so be on the lookout for additional posts in the week to come.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the pleasure of speaking with Shanna Goodell, Senior Director of Enterprise Learning and Talent Development at Druva, about her inspiring career journey and her vision for “superhuman growth.”

Shanna’s path was shaped by mentors who believed in her potential and opened doors that might otherwise have stayed closed. From her best friend’s parents encouraging her to pursue college, to mentors who introduced her to organizational psychology, to leaders who gave her early opportunities, Shanna embodies the ripple effect of empowerment.

Her career reflects resilience and innovation—especially when she pioneered flexible work arrangements to balance motherhood with professional growth. At Druva, she now champions learning strategies that integrate cutting-edge AI with the human connection that truly drives growth. Shanna believes that curiosity, trust, and vision are the key ingredients for creating “superhuman teams” that achieve beyond individual performance.

She challenges leaders to ask not just what success looks like, but what it should feel like, and to create the white space needed for reflection, learning, and sustainable performance.
🔑 10 Key Takeaways from the Interview
0:01:10 – Mentors and advocates early in life can change the trajectory of a career.
0:02:50 – A passion for both people and business led Shanna to organizational psychology.
0:06:00 – Balancing career and motherhood required advocating for flexible, pioneering work models.
0:07:39 – Influence is about empathy, understanding others’ perspectives, and creating win-win outcomes.
0:10:15 – “Super human growth” blends AI tools with the irreplaceable power of human connection.
0:13:11 – Cohorts, discussion, and shared experiences create the connective tissue missing from AI-only learning.
0:16:56 – Curiosity and trust are foundational to building high-performing, resilient teams.
0:19:53 – Teams need a clear, compelling vision of the future to sustain effort and motivation.
0:21:47 – The mindset of “thriving despite” helps leaders and teams navigate uncertainty and challenges.
0:25:59 – Success is not linear—stay flexible, focus on how you want your career to feel, and adjust as needed.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the distinct honor of speaking with Ekta Vyas, Ph.D, Chief Human Resources Officer of Keck Medicine at USC, about her remarkable journey from navigating cultural transitions to becoming an influential leader in healthcare. We explored her philosophy on moving from the influence of power to the power of influence, and how clarity, resilience, and humility fuel true leadership.

Dr. Vyas shared her upbringing in India, her bold move to the U.S., and the challenges of rebuilding her career in a new country. An introvert at heart, she leaned on deep reflection, silent courage, and an unwavering commitment to doing what’s right. She emphasized that leadership is not about positional authority but about the enduring impact you leave through your influence, character, and values.

She also revealed how spirituality, self-awareness, and resilience anchor her power, especially during adversity. Her message for leaders everywhere: seek not just titles or recognition, but the opportunity to create positive, lasting influence.

🔑 10 Key Takeaways from the Interview

1. 0:03:14 – Early inspiration came from a balance of inner ambition and strong family support.
2. 0:03:56 – Silent courage and introversion fueled deep reflection, resilience, and fearless decision-making.
3. 0:08:15 – Her biggest challenges included standing firm as an independent thinker and feminist in male-dominated spaces.
4. 0:09:58 – Refusing to accept “no” led her to carve her own educational and professional pathways.
5. 0:12:55 – Clarity of direction and resolve became her mindset anchors in difficult times.
6. 0:15:39 – Her true source of power lies in spirituality, meditative practices, and a strong value system.
7. 0:19:47 – The journey from positional power to authentic influence is rooted in character and example-setting.
8. 0:23:23 – Influence outlasts titles—true leadership is measured by impact, not hierarchy.
9. 0:24:56 – Balancing power with humility defines leadership character and prevents corruption by authority.
10. 0:27:26 – Self-awareness and reflection are essential in transforming power into lasting influence.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence,let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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As if it’s not bad enough to feel judged by others, we can be our worst critics.

When self-criticism dominates our internal dialog, such as "I am not qualified" or "I don’t deserve/am not ready to be here". it’s our reality, and WE make it true.

What if instead of judging, we simply observed?

Try this shift:
👉 Replace “I am not qualified” with “I notice I’m feeling unqualified.”
👉 Then ask, “What’s my next best step?”

This small but powerful change from "I am..." to "I notice…" builds self-compassion, emotional agency, and momentum. It’s not about fixing yourself—it’s about meeting yourself with honesty and grace.

What’s your go-to self-talk when imposter syndrome creeps in? Have you tried reframing it with "I notice" instead of "I am"? Would love to hear how it works for you!

🎥 Watch the Part 1 video and share your perspective. This is a 4-part series, so be on the lookout for additional posts in the week to come.

Cheering you on, always!
--Sheryl

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Whether you’re an Olympian, executive, or rising leader, you’ve likely felt like an imposter. I know I have! It’s not only normal, it can mean that you are pushing yourself outside your comfort zone. That makes you extraordinary!

World-class performers are comfortable in this discomfort, knowing that the only way to their next level is through.

Imposter syndrome, imposter phenomenon, or whatever it’s currently being called has received a bad rap. By trying to diminish it or get rid of it, we are attempting to banish thousands of years of cultural, social, religious, cultural, and even generational indoctrinations.

Maybe it’s time to stop fighting this enormous battle and instead, with compassion, look for the wisdom in the feeling.

If you feel like you don’t belong in the room you’ve worked so hard to be in, don’t worry. You have an ally.

Here’s something that I’ve learned from researching and working with world-class athletes, Olympians, and some of the most prolific female executives in San Francisco, Silicon Valley, and across the world:

Feeling like an imposter is not a syndrome. It’s a gift.

Over the past two decades, I’ve developed a proven process to help high performers—especially women—turn imposter feelings into rocket fuel for what’s next.

I’d love to hear your perspective. Have you ever felt like an imposter and taken a big leap anyway? When did imposter syndrome show up most loudly for you, and what did you learn from it?

There is so much uncertainty, but you have more agency than you think. Your imposter foe may actually be your friend that catapults you into the power you were meant to have, the power that the world needs from you now more than ever.

🎥 Watch the intro video and share your perspective. This is a 4-part series, so be on the lookout for additional posts in the week to come.

Cheering you on, always! --Sheryl

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In the latest Fearless Female Leadership interview, I had the rare privilege of speaking with not one, but two inspiring women from TELUS International: Maricel Perez-Lovisolo, VP of Global Learning Excellence and Organizational Development, and Lucia Leal-Pensabene, Senior Learning and Enablement Manager. This unique conversation gave us a double lens—hearing both from an established executive leader and a rising star in the pipeline—on how to create environments where emerging female leaders can not only survive but truly thrive.

Maricel emphasized the power of accessibility, modeling open communication and psychological safety early on—even several levels down the org chart. For her, leadership means being approachable, available, and intentional about nurturing future talent, long before formal titles are earned.

Lucia spoke vulnerably and powerfully about the importance of seeing role models at the top. Early access to leaders like Maricel gave her not only feedback but also belief—belief that she belonged, that her leadership style was valid, and that she could succeed without mimicking outdated, aggressive norms. This belief became the foundation for her growth.

Their conversation illuminated a critical truth: retention and elevation of female talent requires both structural support from above and proactive clarity from within.
Key take-aways from the interview with Maricel and Lucia:

• 0:01:39 – Maricel shares the secret to retaining rising leaders: accessibility, open dialogue, and offering support before it’s requested.
• 0:03:35 – Lucia describes how early exposure to Maricel as a leader gave her the confidence to envision her own path to leadership.
• 0:04:56 – Maricel and Lucia highlight the power of role modeling and skip-level mentorship— leaders must look beyond their direct reports to spot and support rising talent early.
• 0:06:20 – One barrier to advancement: the confidence-competence gap. Maricel urges women to work on how they show up and own their voice.
• 0:09:40 – Lucia debunks the myth that leadership must be masculine—strong leadership comes in many authentic forms.
• 0:10:39 – Maricel champions coaching, mentorship, and custom development programs for women, while also acknowledging how our understanding has evolved over the last two decades.
• 0:12:29 – Lucia’s top tip: Learn to manage up. Understand your leader’s style, communicate clearly, and be explicit about your needs and goals.
• 0:16:06 – Maricel adds: Know what you want and market yourself accordingly. Career growth doesn’t happen in silence.
• 0:19:55 – Lucia reminds us that promotions are not the goal—becoming the person who’s ready for them is. Start learning now, no matter your role.
• 0:21:49 – Maricel encourages women to take an “energy inventory.” Promotions should align with the energy and impact you’re ready to give—not just a title.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Veena Joji, Chief Human Resource Officer of Apexon, about what it truly takes to stay relevant in today’s ever-evolving business climate. Veena brings a deeply thoughtful and people-first approach to leadership, grounded in inclusion, continuous learning, and courage.

Veena’s passion for inclusive leadership was sparked during her childhood, attending an international school where diversity was a lived experience, not a buzzword. That early exposure to belonging shaped her view that inclusion isn’t just a “nice to have”—it’s essential to business success and human transformation.

Now leading a global HR organization, Veena shared powerful, actionable strategies for emerging leaders, senior executives, and allies alike to remain not only visible but valuable in a fast-changing world. Her core message? Staying relevant is an intentional, ongoing practice of learning, connecting, and showing up fully.

Key take-aways from the interview:
0:01:22 – Veena’s experience growing up in an international school shaped her lifelong belief in inclusion as a way of being—not just an initiative.
0:04:28 – Relevance starts with cultivating a learning mindset and shifting from one-off training to personalized, on-demand development.
0:05:40 – Building executive presence and confidence—especially for women—must be intentional and supported by targeted development programs.
0:06:55 – Inclusion and purpose aren’t soft skills—they’re embedded in Apexon’s performance metrics and leadership values.
0:07:49 – Emerging leaders must believe in what they bring to the table and own their space in the room.
0:09:45 – A common mistake: heads down doing great work, but forgetting to look up and speak out—visibility matters.
0:14:02 – Allies must do more than open doors; they must actively speak up, sponsor, and help others earn their seat at the table.
0:20:35 – Veena’s top advice: Stay curious. Keep learning. Be vulnerable. Own your journey—and never stop asking for opportunities.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation. http://www.sherylkline.com/meeting

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the pleasure of speaking with Bridget Grimes, CFP, President and Founder of WealthChoice, about the critical importance of financial awareness—especially for women who are the primary or significant breadwinners. With a personal journey that spans Wall Street, single motherhood, and pastry school, Bridget’s mission is rooted in lived experience: to help women who are accomplished professionals but financially overwhelmed reclaim control and confidence in their financial futures.

Bridget founded WealthChoice nearly a decade ago to serve women like herself—high-achieving, time-strapped professionals who often neglect their own financial wellbeing. Her wake-up call came during a divorce when she discovered six figures in credit card debt she hadn’t been aware of. That moment sparked a powerful mindset shift: from financial avoidance to intentional engagement. She now empowers women to do the same—starting with awareness and moving toward action.

Throughout our conversation, Bridget shared that high-income earners often don’t know where their money goes, which puts their long-term goals, families, and futures at risk. Whether it’s supporting aging parents, launching adult children, or investing in themselves, breadwinner women face unique financial demands that require strategic, proactive planning.

Key takeaways from the interview:

0:00:48 – Bridget launched WealthChoice to help women like herself—smart, busy, and often financially overwhelmed—gain clarity and peace of mind.
0:03:54 – Her own financial wake-up call came during a divorce when she learned of $100K in hidden debt, which ignited her mission to become financially engaged.
0:05:14 – Breadwinner women must make the mindset shift from avoidance to intentional engagement to achieve financial security and peace.
0:06:34 – Even high earners often don’t know their financial standing, leading to unnecessary anxiety and missed opportunities.
0:07:51 – The first step is simple but powerful: know what you earn, what you spend, and what’s left over to allocate intentionally.
0:10:00 – Women are often "financially squeezed" by aging parents, adult children, and societal pressures—all without a clear plan.
0:12:28 – It’s common for women to sacrifice their own futures for others. Financial planning can help prevent this imbalance.
0:15:48 – Saving beyond the 401(k) is essential for women who want to maintain their lifestyle into retirement.
0:18:30 – Career planning is just as critical as budgeting—income is the fuel for your financial future, so plan and advocate accordingly.
0:20:12 – Life changes—like divorce, elder care, or job transitions—require constant recalibration. Financial accountability and guidance are key.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In this enlightening Fearless Female Leadership interview, I had the pleasure of speaking with Rehanne Allen, Senior Director of HR Technology & Operations at Epiq, about navigating technology and teams effectively in today's rapidly evolving workplace. Rehanne shared her inspiring journey as a woman in tech and her passion for creating positive change through strategic leadership.

Rehanne's leadership philosophy was forged through witnessing both exceptional and poor leadership examples throughout her career. She became particularly motivated by seeing how women in technology were often overlooked compared to their male counterparts, igniting her desire to become the leader she wished she had experienced. Her approach centers on problem-solving and finding solutions that genuinely improve people's daily work lives.

What drives Rehanne is her love for tackling challenges—whether complex or simple—and the immense satisfaction she finds in identifying issues and crafting effective solutions. She emphasized how remote work has enhanced her creativity and work-life balance, allowing her to be more flexible and strategic in her approach to leadership.

When discussing strategies for navigating technology and teams effectively, Rehanne highlighted the critical importance of embracing digital transformation, particularly AI integration. She stressed that leaders must be transparent about technological changes, helping teams understand that AI isn't about replacement but reimagining work to be more strategic and fulfilling.

Rehanne's key message to leaders facing technological challenges is simple: embrace AI and digital transformation as a team journey. She believes in leading with empathy, foresight, and dedication while empowering teams to harness technology's full potential. Her philosophy is not merely adapting to the future, but actively shaping it together.

Key takeaways from the interview:

01:09 – Witnessing gender disparities in tech ignited Rehanne's passion for change and becoming a voice for women in technology.

02:30 – Learning from both exceptional and poor leaders shaped her determination to lead by positive example.

04:04 – Problem-solving and finding solutions that improve people's daily work lives is the core driver of effective leadership.

05:45 – Remote work flexibility enhances creativity and reduces stress, leading to better strategic thinking.

07:45 – Digital transformation isn't just a buzzword—it's a necessity, with global spending expected to reach $3.9 trillion by 2027.

10:00 – Human interaction remains crucial; effective collaboration and communication bridge the technology gap.

11:45 – Investing in training and development keeps teams current with technology and boosts engagement.

12:34 – Optimizing workflows through automation can reduce processes by 80% and decrease errors by 70%.

15:00 – Technology adoption should follow a "crawl, walk, run" approach—taking time to implement correctly.

16:14 – Leaders must champion AI transformation with empathy and vision, empowering teams to shape the future together.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In this captivating Fearless Female Leadership interview, I sat down with Bernadette Berger, Director of Innovation at Alaska Airlines, to explore what it truly means to drive innovation in a time of massive change. From her early career rejections to becoming a leader shaping the future of air travel, Bernadette's story is a powerful reminder of the courage it takes to keep showing up—and the vision it takes to build what doesn’t exist yet.

Bernadette's path began in industrial design, not aviation, and after 29 job interview rejections, she finally broke through with Teague—Boeing’s premier aircraft design partner. There, she spent over a decade experimenting, learning new skills, and eventually helping design next-gen aircraft interiors and experiences. Her innovation philosophy? Don’t aim to fix everything at once—ask what would need to be true to solve the problem at hand.

Now at Alaska Airlines, Bernadette leads innovation across the organization, helping unify cross-functional teams around a shared future vision. Her approach combines emerging tech, customer empathy, and a commitment to making life better for both employees and travelers.

This conversation is packed with insight, heart, and actionable wisdom for anyone navigating change, leading teams, or simply trying to make things better.

Key takeaways from the interview:

• 0:01:05 – Bernadette’s career began in industrial design, where her passion for physical interaction led her to aviation design unexpectedly.
• 0:02:10 – After 29 rejections, she landed a role at Teague, working on Boeing jet interiors—proof that persistence pays off.
• 0:03:38 – Her early training in dance taught her to focus on effort over outcomes, a mindset that fuels her resilience.
• 0:05:36 – Every three years, she intentionally expanded her skill set—from lighting to audio to material design—to stay curious and relevant.
• 0:06:45 – Her favorite work centers on “future casting”: envisioning how we’ll travel years from now and reverse-engineering the steps.
• 0:07:50 – A brief stint outside aviation confirmed that her passion is people—and the journeys they take.
• 0:09:16 – Innovation at Alaska is guided by a 3–5 year horizon: close enough to test, far enough to transform.
• 0:10:45 – Innovation is distributed across teams, with shared goals and ownership—not siloed in one department.
• 0:12:57 – Empowered employees are key: Alaska’s values “Be Remarkable” and “Do the Right Thing” guide tech-enabled, human-centered service.
• 0:15:41 – Her favorite innovation prompt? “What would need to be true?”—a question that breaks down even the most complex challenges.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Kristyn Ramsey, Senior Director of Learning & Development at D.R. Horton, about the power of humility, resilience, and lifelong learning in shaping fearless leadership. Kristyn’s story is a reminder that authentic leadership starts with embracing rejection, choosing growth, and empowering others through trust and perspective.

Kristyn opened up about the early influence of her parents—her father’s goal-setting rituals and her mother’s example of managing both work and home life—that instilled a fierce work ethic and sense of vision. Her career was not without challenges. Twice rejected for roles she deeply wanted, she chose to learn and improve instead of stepping back. Her experience underscores a core truth: setbacks can shape the most powerful comebacks.

Leading with humility, Kristyn says, is not about shrinking—it’s about shifting focus from self to service. It’s a mindset that drives ROI through trust, engagement, and a culture of continuous growth. She emphasized that humility, psychological safety, and authenticity are critical to building high-performing, resilient teams in today’s evolving workplace.

Kristyn also shared her journey from comfort to courage—leaving a 24-year career to re-ignite her learning and leadership path. Now, more than ever, she believes, leaders must embrace learning, build ecosystems of trust, and use their voices to advocate for themselves and others.

Key takeaways from the interview:

0:01:03 – Kristyn’s dad taught her to set annual personal and academic goals, instilling a lifelong mindset of vision and accountability.

0:02:45 – Early rejections in her career shaped her resilience and clarity—she chose to grow through feedback rather than be discouraged.

0:05:21 – The turning point came when a mentor told her: “Do what’s right, not what’s popular”—a mantra she still lives by.

0:07:14 – Humility is a business driver, not a weakness—it directly impacts engagement, attrition, and innovation.

0:09:36 – Everyone brings a unique gift to the table; leaders should create space for those gifts to flourish.

0:12:58 – Psychological safety is foundational—people won’t be vulnerable or authentic if they don’t feel safe.

0:14:47 – Even aspiring leaders can create microcultures of trust and humility by initiating conversations and building strong peer ecosystems.

0:18:37 – Lifelong learning is essential to stay relevant, especially in a fast-changing world shaped by AI and shifting expectations.

0:23:54 – AI won’t replace humans—but those who know how to use it will have a major edge.

0:25:19 – Rejection is redirection; choose growth, surround yourself with trusted allies, and value every person’s spark.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the honor of speaking with Lisa Abbott, Executive Vice President and Chief Human Resource Officer at Boston Children’s Hospital, about the journey from “the knot” to Everest—both literal and metaphorical. Lisa’s story is an incredible example of how discomfort, determination, and asking for help can lead to powerful transformation.

Growing up in challenging circumstances, Lisa was influenced early on by teachers and mentors who saw her potential even before she did. That belief, along with her own courage and adaptability, helped her navigate a winding career path—starting in IT, moving into HR, and ultimately rising to the C-suite in healthcare despite not having a traditional background in the industry.

Lisa also shared a deeply personal metaphor from her childhood: the gym-class rope. As a child, she couldn’t climb past the knot. But years later, she not only found the strength to climb literal ropes, she also trekked to Everest Base Camp—proving how far we can go when we step into discomfort and persist. Her reflections on how to overcome inertia, build inner and outer support systems, and redefine one’s “Everest” offer rich insight for any leader in transition or growth.

Key takeaways from the interview:

• 0:01:16 – Lisa was inspired by teachers and mentors who believed in her during difficult family circumstances, setting a foundation of resilience and gratitude.
• 0:03:28 – If someone sees potential in you, trust their vision—especially when you don’t yet see it yourself.
• 0:05:04 – Own both your expertise and your limitations with confidence; people respect authenticity and clarity.
• 0:10:00 – Lisa’s career path was anything but linear—from IT to HR to healthcare—and she credits her growth to being open, curious, and patient during uncertain phases.
• 0:13:16 – The story of “the knot” is a powerful metaphor: what once felt like shame became a source of strength as she ultimately climbed to Everest Base Camp.
• 0:16:05 – Progress comes from breaking goals into small, manageable chunks. Don’t aim for the summit in one leap—focus on the next step.
• 0:17:12 – Seek out people who inspire you and actively network, even if it feels intimidating. Exposure leads to insight and opportunity.
• 0:20:00 – Reassess your inner circle. Sometimes, growth requires distancing from those who hold you back.
• 0:22:16 – Be intentional when reaching out to mentors. Bring gratitude, curiosity, and perhaps even insight of your own.
• 0:25:49 – Identify your “knot” moment—the early experience that shaped you—and ask yourself how it can be transformed into fuel for growth

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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From Seeking to Serving: The Mindset Shift That Transforms What’s NextIf you’re at a crossroads in your career—wondering what’s next, what your next big move could be, or how to make the leap into something more meaningful—you’re not alone. I’ve had the privilege of walking alongside several clients recently who were in that exact space. Each of them ultimately landed CXO or executive leadership roles, but their real transformation started long before they signed their offer letters.

It began with a mindset shift: from seeking to serving.

Flip the Script: You’re Not Just Looking—You’re OfferingWhen we’re in a “seeking” mindset, it can feel like we’re chasing something outside of ourselves—waiting for someone else to hand us the next opportunity. But the truth is, you have immense value to offer. You’ve got wisdom, experience, and heart. So instead of asking, “Who will hire me?” ask this instead:

• “Where can I serve at the highest level?”
• “What kind of organization would be lucky to have me?”
• “Where do my passion and expertise fill a real gap?”

When you lead with service, you unlock clarity. You begin to envision not just a company name, but the kind of organization that’s aligned with your values and where you can make the biggest impact.

Think about:

• What size company brings out your best work?
• What kind of leadership team energizes you?
• What stage of growth excites you—start-up? scale-up? legacy reinvention?
• Where in the world would you love to show up and serve?

Speak It Into RealityAnother powerful tool: language. Stop saying “I’m looking for…” and start saying “I’m in the process of…”

• “I’m in the process of finding a leadership role where I can build something meaningful.”
• “I’m in the process of aligning with a company that’s growing from X to Y and needs someone with my vision and drive.”
• “I’m in the process of launching something that lights me up and serves others in a big way.”

When you speak as if your next chapter is already unfolding, it will begin to unfold. Your clarity sharpens. Your confidence rises. And the right opportunities start showing up because you’re showing up differently.

Feel Into the FutureAnd here’s the most important question of all: How do you want to feel in what’s next?Your joy, your peace, your sense of contribution—these aren’t “nice to haves.” They’re essential. Raise the bar on what you’re willing to accept, not just in title or pay, but in how your next role makes you feel.

Own Your Power and Embrace the JourneyYou are not aimlessly searching. You are intentionally aligning.

You’re not asking for a seat at the table. You’re preparing to bring the meal.

And if you need a little encouragement along the way—I’m here for you. Drop a comment, send a note, share what’s bubbling up. I’m cheering you on, always.

If this resonates and you’re ready for support—I invite you to a confidential conversation. Let’s go find your “What’s Next.”

What are you waiting for?! :)
– Sheryl

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My last three clients that have now recently landed CXO and executive leadership positions came to me wondering, “What is next for me?”

Some of them exited voluntarily. Some of them were exited involuntarily. And they had to take a moment and get some help through “What do I want? What is next for me? What impact do I choose to have?” And then we spent the time together to refine that clarity, put a plan in place, then help them land that next role.

I wanted to share some of the tips, tools, and strategies that were really successful for them.

Step 1: Be the observer not the judge of your emotions
If you're feeling stuck, feeling frustrated, maybe there's fear or worry wrapped in there. It's totally understandable. But what I want you to know is that there is wisdom in those emotions. Do not beat yourself up about those that can be very easy to do, but be the observer of them, not the judge. And so ask yourself if you are worried, or if you feel fear about what's next, or if you feel confused, or something like that. Take a moment and ask yourself, if that emotion were to whisper in your ear, if it was very knowledgeable, what would it teach you? So in other words, if it's fear, like fear of not finding a role, what is valuable information (such as I’m afraid of not having the income or having that next role)? If it's doubt that you may not feel qualified or maybe you're overqualified.

Step 2: What’s my next best step?
A lot of times we get paralyzed when we're in that “what's next” mode because we're thinking of something really big. Maybe you're not just looking for another role. Maybe you're looking to pivot, and you don't know what's next. Fortunately there's a proven process to figure that out. So the first step is to really process that emotion and gain wisdom from that emotion, and then ask yourself, “What is my next best step that I have control over?” Just get yourself in that forward motion. It could be something as simple as talking to someone who seems really happy and doing something that you could be interested in doing. Or, talking to a board member… talk to another executive, or what have you. But just start taking some agency, and know that you get to decide what's next. It’s not about figuring everything out, but it's just what's my next best step.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

I look forward to hearing the action steps that you're taking!

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the honor of sitting down with Lisa Coulson, SVP and Chief Human Resources Officer at Principal Financial Group, to explore how HR can evolve with purpose—moving from policy to people-centered progress.

Lisa’s leadership journey began with values instilled by her parents—her father, an insurance executive and team sports enthusiast, and her mother, a homemaker who created warmth and community. These early influences shaped Lisa’s love for collaboration, tradition, and working toward shared goals.

Her career path was far from linear. From starting as an underwriter to moving into HR consulting and later rising through the ranks at Principal, Lisa emphasized the importance of raising your hand for opportunities, even when they seem outside your comfort zone. A pivotal moment came when she said yes to a compensation role that leveraged her love for math and opened doors to senior leadership.

Lisa believes evolving HR requires both technological fluency and a human touch. Whether integrating AI or redesigning talent strategies, the ultimate goal should be to improve how organizations serve their people. She emphasized that employees are “internal customers” and that HR strategy should be rooted in values, purpose, and ROI—even if it can’t always be neatly calculated.

At Principal, Lisa is leading initiatives focused on AI education, inclusion, and fostering cross-functional collaboration. Her guiding principle? Keep swimming—and bring others along with you.

Key takeaways from the interview:

0:01:07 – Lisa’s leadership foundation came from her parents: her father’s team-building spirit and her mother’s emphasis on tradition and community.

0:04:10 – Career growth isn’t always vertical—Lisa emphasized taking horizontal moves that solve business problems and build new skills.

0:06:45 – Saying “yes” to a stretch opportunity in compensation transformed her trajectory and led to key executive experiences.

0:10:12 – HR must evolve with purpose, balancing technological advances with people-centered strategy.

0:12:33 – AI is a powerful tool, not a threat—educating employees is key to reducing fear and embracing growth.

0:16:45 – Principal’s HR strategy is grounded in purpose and aligned to customer needs and company values.

0:19:33 – Employees are internal customers—HR design should reflect their voice as much as it reflects the external market.

0:21:13 – Lisa believes a sense of shared purpose creates better outcomes—and that the ROI of engaged employees is exponential.

0:25:14 – Principal’s top HR priorities include AI readiness, inclusion, and workforce planning for evolving talent needs.

0:27:21 – Lisa’s closing advice: “Just keep swimming” through discomfort—and always pay it forward by mentoring and lifting others.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation. http://www.sherylkline.com/meeting

Cheering you on always!
– Sheryl

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If you are in a position where you are wondering what's next for you, either what's next in your current role, if you're going to exit… or even if you're going to make a major pivot… it's important to do this first.

Create some white space and to do it consistently, because I'm here to tell you that the answers—you already know them.

I know it's frustrating when you're thinking about what's next. What happens is we (especially strivers) tend to keep ourselves very busy and really distract ourselves from the pain of not knowing. So the first thing to do, if you're pondering “what's next?” is to create consistent white space.

What does that mean?

Ideally, outside or in the morning, just open your windows. Listen to the birds. You know it can be walking… it could be sitting still… but just trying to keep your mind focused on the outside (the plants, the trees, the birds, what have you). Or, if you're sitting inside, it's just listening to the sounds of the outdoors with the windows open, and to just be still.

If you're thinking you are absolutely too busy for this, then do it for a couple of minutes. Do it for five minutes, if you have the time, go for a 30 minute walk or what have you. But the length of time is not important. What IS important is that you do it consistently, and then just focus on your breath and the sounds that you hear… and then the things that come up for you. Once you're done, after a couple minutes, write those things down.

So create some white space, and I would love to hear how it goes. You don’t need to figure everything out today—you just need to make space for your own wisdom to surface.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation. http://www.sherylkline.com/meeting

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the incredible opportunity to speak with Kimberly Evans, Executive Vice President, Head of Corporate Sustainability, Inclusion, and Social Impact at Northern Trust. Kimberly’s story is a powerful testament to the strength of purpose, the power of people-centered leadership, and the importance of seeking value over validation.

Rooted in humble beginnings, Kim shared how her mother’s example of selflessness and generosity shaped her entire approach to leadership. A defining childhood moment—watching her mother put groceries back at checkout—fueled her lifelong “why”: to succeed so her mom would never have to go without again. That clarity of purpose has guided Kimberly through the financial services industry, where she’s often been the only woman—and sometimes the only person of color—in the room.

Kimberly emphasized that success doesn’t require fitting a mold, but rather leveraging resilience, adaptive capacity, and emotional intelligence. She challenges leaders to mine for talent where others don’t look, build teams around transferable skills, and invest in people, not résumés. Her mindset of “let your why find the way” and her philosophy of seeking value versus validation are lessons for leaders at every level.

Key takeaways from the interview:

0:02:34 – Kim’s mother modeled selflessness and community care, even when resources were scarce—a lesson that shaped her leadership philosophy.
0:07:53 – At just six years old, Kim vowed to succeed so her mother would never have to put groceries back again—a promise that became her lifelong "why."
0:08:46 – Lacking a traditional finance background, Kim leaned on mindset, mentors, and resilience to thrive in a male-dominated industry.
0:13:54 – The current talent landscape demands adaptive capacity over rigid experience; success belongs to the curious, the coachable, and the resilient.
0:15:01 – Talent is everywhere—opportunity is not. Leaders must “mine for talent” in unexpected places and value lived experience as much as formal credentials.
0:17:35 – Focus on people who can “learn as they go and grow”—these are the leaders of the future in an AI-disrupted world.
0:21:09 – Kim’s personal framework: the 3+1 R’s—Readiness, Resilience, Relevance, and Relationships.
0:22:37 – Leaders should seek value, not validation; external approval is fleeting, but knowing your worth creates lasting confidence and clarity.
0:24:08 – You may not control the validation you receive—but you always control the value you deliver.
0:25:00 – True growth happens outside of comfort zones. Kim reminds us: stay in the game, trust your “why,” and lead with heart.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Lauren Dunn, Chief People Officer at Wiss, about building a people-first culture that drives real profitability. With an open heart and sharp business sense, Lauren shared how empathy, flexibility, and authentic leadership create not only happier teams—but stronger bottom lines.

Lauren’s leadership journey began in male-dominated industries like restaurants and real estate, but she never let that dim her voice. Inspired by her mother’s decades-long career as a teacher, Lauren brings a service mindset to leadership—believing the best leaders know their people, listen deeply, and act with kindness.

At Wiss, Lauren has cultivated a workplace where employees are encouraged to be themselves, speak up, and thrive. From wellness programs and mentorship to flexibility for working parents, she proves that doing right by your people is not a “nice to have”—it’s a business strategy.

Key takeaways from the interview:

0:01:16 – Growing up as the middle child in a male-dominated environment taught Lauren to speak up and trust her voice.
0:03:17 – “Don’t be afraid to break it.” Mistakes are learning moments; transparency and courage drive innovation.
0:05:11 – A people-first approach leads to profitability—because inspired employees generate the best ideas.
0:06:46 – Hybrid flexibility and culture-first office design helped WIS bounce back post-pandemic.
0:09:35 – Flexibility and authenticity top WIS’s list of priorities—especially for working parents and caregivers.
0:11:36 – Companies that ignore wellness and flexibility suffer higher turnover, less innovation, and employee burnout.
0:16:29 – Start small: even if only a handful join a wellness program at first, impact compounds over time.
0:21:21 – Highlighting real employees’ stories on social media grew engagement and recruiting reach.
0:24:09 – Anxiety clouds performance. Wellness initiatives protect employee health—and company outcomes.
0:35:55 – Leadership is service. Leading with kindness, empathy, and a growth mindset benefits everyone.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation. http://www.sherylkline.com/meeting

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the honor of speaking with Jen Kirkpatrick, VP Americas Networking Sales at Cisco, about creating a cohesive culture for larger organizations. At the core, it’s about finding your voice and leading with heart.

Jen’s leadership journey is rooted in early encouragement from her mother, who instilled a fearless “why not me?” mindset that’s stayed with her throughout her career. From being the only girl playing quarterback with the neighborhood boys to the only woman in executive tech rooms, Jen has built her career by stepping forward—even when she didn’t feel ready.

She shared how her mindset has evolved over time, from doubting her seat at the table to walking confidently into rooms and sitting squarely at the center. Jen emphasized the importance of speaking up, not apologizing for your voice, and realizing that leadership is a journey of continuous learning.

We also explored what it takes to build a cohesive culture in large organizations—something Jen has done masterfully at Cisco. She believes creating unity isn’t just a “nice to have”—it’s essential to business performance. Her approach focuses on transparency, listening, shared agendas, and infusing joy and celebration into everyday work.

Key takeaways from the interview:

0:01:22 – Jen’s mother encouraged limitless thinking early on, telling her she could be anything—even president.

0:03:25 – Sheryl Sandberg’s Lean In and Option B played a pivotal role in helping Jen find her voice and resilience in her early tech career.

0:05:00 – Growing up as the only girl among boys helped Jen feel comfortable being “the only” in male-dominated rooms.

0:08:32 – Jen remembers the moment she spoke up in a critical meeting—and realized the value of her voice and perspective.

0:09:43 – Over time, she stopped apologizing for being direct and began owning her seat and her power at the table.

0:12:39 – A cohesive culture starts with alignment toward a shared North Star—even if each person’s path there looks different.

0:13:41 – Culture transformation begins when everyone openly shares their agendas, history, and experiences—it breaks down walls and builds empathy.

0:15:00 – True cultural change requires both top-down support and bottom-up ownership—leaders and team members must meet in the middle.

0:20:00 – Culture isn’t just about execution—it’s about fun. Teams that enjoy working together are more productive and resilient.

0:21:05 – Celebrating wins, big or small, is vital to building a thriving, cohesive, and sustainable high-performance culture.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the absolute pleasure of sitting down with Erika Irby, the Director, GTM Small Medium and Corporate Business, Americas at Microsoft, to explore how embracing your personal story can fuel your professional impact. Erika's energy, authenticity, and strategic insight lit up the conversation as we discussed storytelling, visibility, and fearless leadership—especially as women in tech.

Erika’s leadership journey began early—at just 17, she chose to stay behind and start college while her military family moved overseas. That moment, powered by grit and independence, set the tone for her lifelong mantra: "I will figure it out." Erika’s resilience, her trust in the universe, and her ability to turn obstacles into growth moments have shaped an inspiring career across education, tech, and executive leadership.

We also dug into the challenges women face with visibility, self-advocacy, and storytelling—especially in corporate environments. Erika emphasized the power of proactively sharing wins, creating a “walking deck” of your professional narrative, and boldly reaching out to people who can open new doors. Her message? Stop waiting. Own your story. Be strategic. Be seen.

Key takeaways from the interview:

• 0:01:15 – Erika’s early independence—staying in the U.S. while her family moved abroad—instilled a lifelong sense of self-reliance and adaptability.
• 0:02:25 – Her two personal mantras: “The universe provides” and “I will figure it out.” These guide her through both triumphs and setbacks.
• 0:04:02 – Even when things fall apart—like losing a job or a relationship—there’s purpose in the pain. Stay open to the redirection.
• 0:07:01 – Erika’s career path from teacher to tech leader highlights the power of transferable skills and trusting your evolution.
• 0:09:23 – Confidence is built on owning your unique journey. Even a nontraditional background has tremendous value.
• 0:12:01 – Diversity in leadership (gender, race, and background) isn’t just fair—it’s essential for innovation and AI inclusivity.
• 0:14:33 – “Your work won’t speak for itself.” Erika recommends monthly impact recaps to leadership—even if it feels bold.
• 0:17:29 – Use AI tools like Copilot to amplify your voice—but remember, you are the pilot.
• 0:18:55 – Don’t just “like” on LinkedIn—add thoughtful context, tag mentors, and share your expertise to establish thought leadership.
• 0:21:11 – Be bold and reach out to people, even if they’re senior or don’t know you. 80% of the time, they’ll say yes.
• 0:24:15 – Always have a “walking deck”—a personal presentation that shares your career highlights, aspirations, and values.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Melissa DiMuro, the Chief People, Culture & Marketing Officer at Limbach, about leading with resilience during times of change and the importance of evolving alongside the businesses we serve.

Melissa’s journey started in a blue-collar household and was shaped by the strength and grit of her grandmother—a farmer’s daughter who raised twelve siblings and worked multiple jobs just to keep food on the table. That legacy of resilience deeply influenced Melissa’s leadership style and commitment to growth through discomfort.

Though her path wasn’t linear—initially aspiring to be a psychologist—Melissa leaned into her natural strengths and built a career across multiple male-dominated industries including printing, aviation, and construction. Her ability to navigate change and adapt through uncertainty positioned her as a transformational leader who prioritizes systems thinking, emotional intelligence, and authenticity.

Melissa emphasized that today’s leaders must lead with calm confidence, agility, and vision—even when the future is unclear. She urges emerging leaders to develop their emotional intelligence, stay informed, and most importantly, lead with intention no matter their title.

Key takeaways from the interview:

0:01:58 – Melissa’s hardworking grandmother served as a model for persistence, strength, and self-determination.
0:05:13 – Her career path wasn’t a straight line—she pivoted from psychology to HR, learning to embrace discomfort as a growth driver.
0:06:47 – Melissa chose to take on tough roles and switch industries, believing that growth happens when you lean into the uncomfortable.
0:09:57 – Evolving leadership means practicing systems thinking and being agile amidst constant change.
0:11:29 – Emotional intelligence and intentionality are essential for leading people through disruption.
0:13:21 – Great leaders manage fear by preparing their teams and working themselves out of a job—developing others is key.
0:15:13 – Change leadership is not just about strategy, but the how—transparency and empathy build trust.
0:18:13 – Melissa shares how Limbach is deepening customer relationships by leading with purpose and service—not just transactions.
0:21:18 – A leader’s long-term success depends on relationships, context, and empowering teams with shared vision.
0:26:11 – Her final advice: compete only with yourself. Be better than yesterday and seek inspiration—not comparison—from others.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation (http://www.sherylkline.com/meeting).

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the true pleasure of speaking with Sara Connell, bestselling author, TEDx speaker, coach, and Founder of Thought Leader Academy, about the transformative journey from corporate leader to thought leader. Sara’s story is one of resilience, reinvention, and the power of claiming your voice — and using it to create meaningful, lasting impact.

Sara’s career began in the corporate world at a top advertising agency, where she quickly realized that while the training was invaluable, the culture was toxic. It took a mental and physical health crisis for Sara to finally make the leap out of corporate life — a leap inspired by a chance encounter with a life-changing book she discovered in an airport bookstore. That single book inspired her to commit to writing the stories and messages she wished had existed for her, and ultimately to empower other leaders to do the same.

Throughout our conversation, Sara spoke candidly about the mindset shifts required to leave a traditional corporate path and build a thriving thought leadership business. She emphasized the importance of creating a clear “flag in the ground” — your core message or movement — and then choosing one meaningful platform to start sharing it, whether that’s a book, a talk, or a podcast.

Sara also shared her wisdom on managing imposter syndrome, embracing discomfort, and remembering that legacy-level impact rarely comes from comfort zones.

Key takeaways from the interview:

• 0:01:10 – Sara’s career pivot from corporate advertising was born out of both desperation and inspiration, sparked by a book she discovered during a personal crisis.
• 0:03:52 – The toxic myth that “if you leave, you’ll fail” keeps many leaders stuck — Sara debunks this through her own story.
• 0:06:24 – Mindset is 100% of the game; it either keeps you in the game or takes you out.
• 0:08:16 – Every thought leader faces self-doubt and imposter syndrome — even icons like Maya Angelou and Elizabeth Gilbert.
• 0:10:44 – Act “as if” when your confidence wavers. Pretend to believe in yourself until your actions prove you right.
• 0:12:14 – Start by identifying your “flag in the ground” — your signature message, idea, or movement you want to be known for.
• 0:14:57 – Choose one thought leadership platform to begin with — speaking, writing, podcasting — based on what lights you up.
• 0:18:26 – Find the intersection of your corporate expertise, your untapped passions, and the audience you most want to serve.
• 0:20:33 – Great marketing starts with listening; have real conversations with your ideal audience to learn what they need.
• 0:23:45 – Often our greatest superpowers feel invisible to us — fresh eyes and mentors can help uncover your unique brilliance.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Sandy Ball, Chief People Officer at Aspida, about navigating leadership in times of rapid change, standing firm in your values, and leading with authenticity. Sandy’s candor and warmth made this conversation feel like a masterclass in people-centered leadership.

Sandy’s leadership journey is rooted in her natural curiosity about people and what drives them. She credits her early experience working at Disney for shaping her people philosophy — recognizing that every individual, no matter their role, wants to feel seen, heard, and valued. This belief has guided her through a career spanning multiple industries and leadership transitions.

We talked about what it means to lead in today’s environment where uncertainty is constant, and the courage it takes to stay aligned with your values when navigating tough organizational dynamics. Sandy spoke openly about the importance of creating psychological safety, building cultures of accountability without fear, and knowing when to take the risk of speaking up.

Sandy also highlighted how, as women leaders, we often feel the pressure to prove ourselves in every room. Her advice? Prepare relentlessly, trust your instincts, and build genuine relationships — the kind where you can be both strong and vulnerable.

Key take-aways from the interview:

0:01:48 – Sandy’s early career at GE taught her the foundational importance of making people feel valued at every level of an organization.
0:05:54 – Leadership is about building trust and creating psychological safety so people can speak up, make mistakes, and learn.
0:09:09 – Leading through change requires relentless clarity about your values and a willingness to have difficult conversations.
0:12:57 – In moments of fear or doubt, preparation and surrounding yourself with trusted advisors are critical.
0:16:21 – Building accountability cultures isn’t about fear; it’s about clear expectations, consistency, and kindness.
0:19:34 – Navigating organizational politics with integrity means knowing when to stay quiet, when to push, and when to walk away.
0:22:53 – As a woman in executive leadership, you don’t have to over-prove yourself — show up prepared, be curious, and let your results speak.
0:27:26 – The best leaders create personal connections with their teams, seeing people as whole humans, not just job titles.
0:31:19 – Saying “I don’t know” as a leader is a strength, not a weakness; it models vulnerability and invites collaboration.
0:35:07 – Personal growth often comes from the moments you say yes to what scares you most.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence,let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the true pleasure of sitting down with Liz Almeida, Chief Human Resources Officer at Panasonic North America. Liz shared an inspiring story of resilience, curiosity, and leadership transformation — and a much-needed reminder that success rarely follows a straight line.

Liz’s career didn’t start in HR. She originally aspired to be a mechanical engineer at NASA, but a tough academic setback in college and the support of a powerful mentor helped her pivot, embrace curiosity, and lean into unexpected opportunities. That openness not only changed her career trajectory but shaped her leadership philosophy today.

Throughout our conversation, Liz reflected on the critical importance of culture transformation, psychological safety, and co-creation — especially during times of disruption. She believes the best cultures are intentionally built around clear values and inclusive leadership that invites vulnerability, innovation, and diverse perspectives.

Liz is a fierce advocate for mentorship, reverse mentoring, and creating organizations where people feel safe bringing their whole selves to work.

Key takeaways from the interview:

🔹 0:01:31 – Liz’s leadership journey began after a college setback and a mentor’s tough love, which sparked a lifelong commitment to curiosity and growth.

🔹 0:03:44 – Mentorship, both formal and informal, has been crucial to her success — and she now makes it a leadership responsibility to pay that forward.

🔹 0:05:42 – Liz’s career path felt more like a “jungle gym” than a ladder — driven by curiosity and opportunities for intellectual growth, not titles.

🔹 0:08:45 – The encouragement of her mother instilled a fearless mindset: if no one’s done it before, be the first.

🔹 0:11:03 – Psychological safety is the foundation for innovation and high performance — leaders must create spaces where people feel safe being themselves.

🔹 0:14:28 – Leaders should actively work to build cultures where even “crazy” ideas are welcomed — because those ideas often lead to breakthrough innovation.

🔹 0:17:06 – Reverse mentoring has been a valuable leadership tool for Liz, helping challenge her assumptions and stay sharp in a fast-changing world.

🔹 0:19:42 – Culture must be intentionally aligned to company values, with leaders modeling the way and being transparent about what those values look like in action.

🔹 0:21:32 – Listening with curiosity is one of the most underrated leadership skills — the best ideas and solutions often come from unexpected places.

🔹 0:23:11 – Co-creation is essential for engagement and performance; people support what they help build.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the absolute pleasure of speaking with Lori Borg, Vice President of Americas Go-To-Market Strategy for Global Partner Solutions at Microsoft. In this heartfelt conversation, Lori opened up about her leadership journey, the transformative power of organizational health, and why leading with vulnerability and transparency matters now more than ever.

Lori’s leadership story began with overcoming stereotypes. Growing up, she found herself boxed in by limiting labels, only to later reject them by leaning into her passion for business and performing. A pivotal moment came in high school when she shifted her focus from piano performance to business competitions, discovering her true love for leadership, influence, and growth.

She shared how embracing her unique strengths has helped shape her career—from founding successful businesses to now leading at Microsoft. Lori emphasized that organizational health is the secret sauce behind high-performing, resilient teams, especially during times of rapid change and uncertainty. Her practical wisdom on fostering trust, gathering honest feedback, and building strength-based cultures is advice every leader needs right now.

Key takeaways from my interview with Lori:

🔹 0:01:18 – Lori overcame early stereotypes and shifted her self-belief through a pivotal high school experience in business leadership.

🔹 0:04:31 – She credits understanding and leaning into her unique strengths as the foundation for scaling businesses and leading corporate teams.

🔹 0:06:57 – Organizational health is critical for sustainable success and breakthrough moments; it’s more than short-term wins.

🔹 0:07:52 – A strengths-based approach turns a diverse team into a high-functioning, cohesive unit where one plus one is greater than two.

🔹 0:10:13 – Feedback is a gift—but only if you create the psychological safety for people to give it honestly.

🔹 0:12:43 – Lori prioritizes vulnerability and transparency as the fastest way to build trust and credibility with new teams.

🔹 0:13:58 – Actioning feedback is non-negotiable. Listening without follow-through erodes trust faster than silence.

🔹 0:15:13 – Leaders must regularly check their own motivations: am I seeking truth, or seeking to look good?

🔹 0:17:08 – Know your strengths, own them, and seek opportunities that let you lead from those superpowers.

🔹 0:17:43 – Even when organizational trust feels shaky, being the light by voicing concerns and suggesting solutions can ignite change.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on “what’s next,” how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the absolute pleasure of speaking with Kim Dorsett, Chief Human Resources Officer for Capital Impact Partners and CDC Small Business Finance, both part of the Momentus Capital branded family of organizations. Kim and I spoke about what it really means to believe you're good enough to go for greatness. This episode was a powerful reminder that mindset, boundaries, and bold action are the cornerstones of breakthrough leadership.

Kim’s leadership journey is grounded in the lessons she learned from her mother, who always expected excellence and taught her to strive five times harder. That relentless commitment to personal growth has carried Kim from early career milestones to her current executive seat. With a nod to her children for encouraging her to share her story, Kim spoke openly about how structure, discipline, and saying no have been critical to her success.

She highlighted the importance of essentialism—focusing only on what truly matters—and of building a network that reflects a diversity of thought and experience. Perhaps most powerfully, Kim urged women to stop competing with each other and start uplifting one another, reminding us there is more than one seat at the table.

This conversation is for anyone who's ever looked at a list of job qualifications and hesitated—Kim's message is clear: You don’t have to check every box to go for greatness.Key takeaways from the interview:
0:01:18 – Kim credits her mother with instilling a mindset of excellence and perseverance from an early age.
0:02:40 – Discipline and essentialism have helped her avoid burnout and stay focused on what truly matters.
0:03:52 – Saying no and setting boundaries are crucial leadership skills—especially for women.
0:04:31 – You don’t have to meet 100% of job requirements to be qualified. Let others be the judge—just try.
0:05:26 – Women must stop competing with each other and instead build supportive networks.
0:06:07 – Confidence is built through action—even when it feels uncomfortable.
0:06:59 – Kim embraces the confidence-competence loop: the more you try, the more you grow.
0:07:30 – Failure is just feedback. Every experience, win or setback, teaches something valuable.
0:07:48 – Build a diverse network that challenges your thinking—not just people who agree with you.
0:08:53 – Lifelong learning is part of leadership. Kim recently completed a certificate at Wharton to continue evolving.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on “what’s next,” how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Johnita Due, the Executive Vice President of Integrity and Inclusion for CNN and TNT Sports. Johnita’s story is one of purpose, resilience, and deep conviction. She spoke about using her voice—and helping others find theirs—at the highest levels of media and corporate leadership.

Johnita’s foundation was shaped early by her parents, both civil rights leaders. Her mother led the first jail-in during the movement, and her father, a “freedom lawyer,” modeled activism through law. Inspired by their work, Johnita pursued law with a vision to create change—not just in courtrooms, but in boardrooms and newsrooms.

Her journey into media law allowed her to amplify underrepresented voices through journalism and storytelling. Now, as a leader overseeing both integrity and inclusion, Johnita helps CNN and TNT Sports foster cultures of trust, truth, and equity—internally and externally.

She offered candid reflections on being a “double only” in executive spaces, and shared her hard-won wisdom on owning your value, advocating for yourself, and never self-eliminating from opportunity.

Key takeaways from the interview:

0:01:01 – Johnita’s fierce drive to make a difference was shaped by her parents’ activism during the Civil Rights Movement.
0:03:10 – Her mother empowered her to pursue impact in boardrooms and classrooms—not just the courtroom.
0:05:05 – Media law became her unexpected but perfect path to support truth, access to information, and representation.
0:08:37 – Her journey was not linear; mentors and early exposure to diverse perspectives shaped her leadership rise.
0:14:26 – Giving voice means creating a safe space for employees to share ideas, feedback, and concerns.
0:15:54 – The shift from “giving voice to others” to “empowering others to use their own voice” was a powerful mindset change.
0:16:51 – Building a culture of voice and inclusion starts with a clearly stated, company-wide commitment—and accountability.
0:20:59 – Generational diversity brings critical insight; young professionals must be encouraged to speak up and share fresh ideas.
0:22:57 – Companies that deprioritize voice and inclusion risk disengagement, stagnation, and lost innovation.
0:25:15 – Her advice: don’t self-eliminate. Advocate for yourself, know your worth, and never let a third party define your value.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on "what’s next," how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the pleasure of speaking with Brenda Dysinger, Chief Human Resources Officer of Seneca Gaming Corporation, about the evolving landscape of leadership, the power of authenticity, and how HR can be a true strategic driver in an organization.

Brenda’s leadership journey is a testament to resilience and adaptability. She spoke about her early career, where she had to navigate male-dominated spaces and learn how to advocate for herself and others. Her approach to leadership is rooted in fostering trust, prioritizing culture, and leading with transparency.

She shared how HR has transformed from a compliance-focused function to a core driver of business success. In her role, Brenda ensures that employee engagement, leadership development, and inclusion are at the forefront of corporate strategy. She believes that when leaders invest in people, they create stronger businesses and better results.

Brenda also emphasized the importance of continuous learning. She encourages leaders to stay curious, challenge the status quo, and be open to change—even when it feels uncomfortable. Her advice to aspiring female leaders? Own your seat at the table, be confident in your abilities, and never underestimate the impact of showing up as your true self.

Key takeaways from the interview:0:02:15 – Leadership is about trust, transparency, and staying true to your values.
0:05:32 – HR is no longer just about policies; it’s a strategic function that drives business success.
0:08:21 – Creating a culture of inclusion starts with leadership setting the tone.
0:12:47 – Navigating male-dominated spaces requires confidence, preparation, and self-advocacy.
0:15:38 – The best leaders invest in their people—employee engagement is key to long-term success.
0:18:52 – Continuous learning and curiosity help leaders stay ahead in an evolving workplace.
0:21:09 – Leading through change requires agility and a willingness to embrace discomfort.
0:24:45 – Women in leadership should own their power and not be afraid to take up space.
0:27:33 – Culture isn’t just a buzzword—it’s the foundation of high-performing organizations.
0:30:10 – Authenticity is the secret to strong leadership—people follow leaders they trust.

If you’re interested in being featured on the Fearless Female Leadership podcast OR you’re a leader looking to gain clarity on ‘what’s next’, build cohesive, high-performing teams, or lead with greater confidence and influence, OR if your company would like to be a part of the 10-company book speaking roadshow for my new book, The Fearless Female Leader, let’s have a confidential conversation.Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership episode, I had the opportunity to speak with Deep Mahajan, Vice President of Talent Management at Juniper Networks, about the transformative power of empathy in the workplace—and how it’s anything but a “soft” skill. Deep shared her personal journey, the pivotal influence of her father, and how empathy is not only a moral imperative but a performance-driving force within high-achieving organizations.

Deep's leadership philosophy began taking shape in a small town in Rajasthan, India, where she watched her father—at the peak of his career as a surgeon—pivot to a life of service. His courageous example inspired her to choose a people-centered path, ultimately leading her to the world of talent development and performance strategy.

Throughout her career, Deep challenged conventional norms and followed a purpose-led approach, opting for authenticity and human-centric design over prestige or tradition. Her commitment to building empathetic systems has enabled her to scale high-performance cultures while still honoring each employee’s unique journey.

In our conversation, Deep breaks down how empathy is woven into every part of performance management: from setting collaborative goals to delivering meaningful feedback, and from personalized development to building a culture of trust and inclusion. Her message is clear—empathy isn’t optional, it’s essential.

Key takeaways from the interview:

0:00:57 – Deep’s father was her first role model in empathy, choosing community service over personal accolades at the height of his medical career.
0:03:27 – Her career path shifted from engineering and medicine to economics and ultimately HR, driven by her desire to help people grow.
0:04:41 – Empathy is a critical ingredient in performance management—it enhances goal setting, feedback, development, and recognition.
0:06:53 – Lack of empathy in leadership leads to broken systems, disengagement, and underperformance.
0:08:15 – Continuous, two-way conversations drive better outcomes than impersonal, once-a-year performance reviews.
0:09:12 – High-performance cultures depend on balancing bold expectations with genuine, consistent care for individuals.
0:10:00 – The future of work demands personalization, and empathetic systems are key to retaining and inspiring top talent.
0:11:08 – Empathy must be authentic—it can’t be faked. Caring must come from a place of real connection.
0:11:50 – Deep’s “5-second rule” helps leaders pause and respond with empathy in emotionally charged conversations.
0:12:21 – True empathy is about listening to understand, not to respond—especially when tensions are high.

If Deep’s insights resonated with you, I’d love to hear your story. Let’s connect and explore how you can bring strategic empathy into your own leadership journey.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

If you’re a leader looking to gain clarity on ‘what’s next’, build cohesive, high-performing teams, or lead with greater confidence and influence, let’s have a confidential conversation.

Also, if your company would like to be a part of the 10-company book speaking roadshow for my new book, The Fearless Female Leader, I’d love to discuss it with you!

Cheering you on always!
—Sheryl

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In the latest Fearless Female Leadership podcast interview, I had the privilege of speaking with Michelle Jewell, Global Head of Leadership Development at ThoughtWorks, about the power of empathy in leadership and why it’s far more than just a “soft skill.” Michelle shared incredible insights on how empathy drives influence, enhances team performance, and creates a lasting impact on workplace culture.

Michelle’s journey to leadership has been filled with unexpected twists, from starting her career in consulting to making bold leaps into roles that didn’t even exist yet. Through creative problem-solving and an unwavering commitment to understanding people, she has built a career rooted in leadership development and talent growth.

One of Michelle’s core messages is that empathy isn’t just about being kind—it’s a strategic advantage. She highlighted how leaders who deeply understand their teams can drive engagement, reduce turnover, and improve overall business outcomes. Whether you’re leading a team, influencing without authority, or looking to level up your leadership style, Michelle’s insights provide a powerful roadmap.

Key takeaways from the interview:

🔹 0:01:49 – How a childhood lesson in creative problem-solving shaped Michelle’s approach to leadership.
🔹 0:03:36 – The importance of recognizing burnout and making career moves that align with personal well-being.
🔹 0:05:15 – Embracing uncertainty—why taking leaps of faith into new roles can lead to unexpected growth.
🔹 0:05:58 – Empathy as a leadership superpower—how understanding others fuels influence and impact.
🔹 0:07:53 – The difference between empathy and sympathy, and why empathy is crucial for strong leadership.
🔹 0:08:33 – Radical candor: How leaders can balance empathy with direct, effective feedback.
🔹 0:11:42 – Navigating leaders with low emotional intelligence—what to do when empathy is lacking in your organization.
🔹 0:14:19 – The power of listening—why truly hearing people is the simplest yet most effective leadership tool.
🔹 0:16:35 – The high cost of low empathy—how a lack of emotional intelligence leads to disengagement and turnover.
🔹 0:17:12 – Empathy is not just a “nice to have”—it directly impacts productivity, profitability, and organizational success.

Watch the video of my interview with Michelle Jewell for a more in-depth perspective.

Michelle’s insights reinforce that empathy isn’t just about connection—it’s a game-changer for leadership effectiveness and business results. If her wisdom resonated with you, I’d love to hear your thoughts.

Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

If you’re a leader looking to build high-performing teams, gain clarity on ‘what’s next,’ or create a culture of belonging within your organization, let’s have a confidential conversation.

Also, if your company would like to be part of the 10-company book speaking roadshow for my new book, The Fearless Female Leader, I’d love to discuss it with you!

Cheering you on always!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Melissa Lewis, Senior Director of Talent Growth and Development at Facing History & Ourselves. We discussed the power of owning our worth and taking agency over our careers. Melissa shared powerful insights on stepping into leadership with confidence, navigating career pivots, and embracing the discomfort that often comes with growth.

Melissa’s journey has been anything but linear. From pursuing a PhD and rewriting entire chapters multiple times to making a bold shift from K-12 education to corporate learning and development, she has faced her share of setbacks. Yet, through persistence, courage, and an unwavering belief in her own value, she has continued to rise.

She emphasized that owning our worth isn’t just about recognizing our value—it’s about taking action. Too often, women wait for permission, hesitate to take risks, or allow external doubts to shape their career decisions. Melissa challenges that mindset, advocating for what she calls the “do it afraid” approach. Whether it’s applying for a higher-level role, reaching out to a mentor, or making a bold career move, taking action despite fear is what separates those who step into their power from those who remain stuck.

Key takeaways from the interview:

🔹 0:01:51 – The power of civic education and why Melissa transitioned from teaching to leadership in talent development.
🔹 0:03:40 – Success isn’t a straight path—embracing detours, setbacks, and U-turns is key to long-term growth.
🔹 0:05:51 – Happiness should be the guiding principle in career decisions—listening to your gut and intuition is essential.
🔹 0:09:12 – Owning your worth means recognizing your value, claiming authority over your career, and taking bold action.
🔹 0:10:24 – The importance of a strong support system—how to create your own “personal board of directors.”
🔹 0:12:57 – “Do it afraid”—why taking risks is necessary for breaking through career plateaus.
🔹 0:17:44 – Applying for roles above your current level is key—stop waiting for permission and start making bold moves.
🔹 0:22:23 – Persistence is the secret ingredient to career success—how to navigate rejection and keep moving forward.
🔹 0:25:49 – Reframing rejection: A “no” doesn’t mean you’re not good enough—it means there’s a better-aligned opportunity ahead.
🔹 0:30:07 – The power of resilience: Honor your disappointments, then decide to move forward stronger than before.

Melissa’s wisdom is a testament to the power of courage, action, and resilience in leadership. If her insights resonated with you, I’d love to hear your thoughts. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to take the first step toward fearless leadership. http://www.sherylkline.com/meeting

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

If you’re a leader looking to build high-performing teams, gain clarity on ‘what’s next,’ or create a culture of belonging within your organization, let’s have a confidential conversation.

Also, if your company would like to be part of the 10-company book speaking roadshow for my new book, The Fearless Female Leader, I’d love to discuss it with you!

Cheering you on always!!
– Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Angela Stopper, PhD, Chief Learning Officer & Director of People and Organization Development at UC Berkeley, about the power of confidence, courage, and human connection in leadership. Angela shared deeply personal stories about overcoming self-doubt, building a strong professional network, and creating environments where people feel valued—insights that are critical for leaders at every level..

Angela’s leadership journey was shaped by an early experience in high school gym class, where an unexpected act of inclusion taught her the impact of courage and community. This moment, still vivid 30 years later, influences how she leads today—prioritizing belonging, empathy, and ensuring others feel seen and supported.

Throughout our conversation, Angela emphasized the role of middle managers in employee retention and the importance of leaders fostering psychological safety. She shared how strategic empathy, gratitude, and meaningful one-on-one conversations can transform workplace cultures, ultimately halting the costly cycle of employee churn.

Key take-aways from the interview:

• 00:01:09 – The high school experience that shaped Angela’s leadership philosophy on confidence, inclusion, and courage.
• 00:09:49 – Rejection and setbacks can be defining moments—how Angela turned a career-altering rejection into an opportunity.
• 00:13:47 – The importance of building a professional network that supports and challenges you
• 00:17:38 – Employee retention is deeply tied to feeling valued—leaders must prioritize human connection.
• 00:22:27 – How leaders can foster engagement through consistent, meaningful conversations with their teams.
• 00:23:57 – One-on-one meetings should be a space for support, not just status updates—small shifts can create major impact.
• 00:27:45 – Strategic empathy: Why truly understanding employees’ challenges leads to stronger performance and retention.
• 00:29:35 – The power of gratitude and recognizing employees in ways that make them feel genuinely seen and valued.
• 00:32:31 – Expanding your network beyond your comfort zone is essential for personal growth and fearless leadership

Watch this impactful interview with Angela Stopper for more in-depth perspective: https://www.sherylkline.com/blog/halting-churnAngela’s wisdom is a testament to the impact of courageous leadership and the power of fostering a culture of care. If her insights resonated with you, I’d love to hear your thoughts. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

If you’re a leader looking to gain clarity on ‘what’s next’, build cohesive, high-performing teams or navigate challenges with greater confidence and/or influence, let’s have a confidential conversation.

Also, if your company would like to be a part of the 10 company book speaking roadshow for my new book, The Fearless Female Leader, I’d love to discuss it with you!

Cheering you on always!
- Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Tamesa Rogers, Chief People Officer, about her journey and the power of leaning into what scares you. This was Tamesa’s first podcast interview, and she shared incredible insights on overcoming fear, building resilience, and redefining success.

Tamesa’s leadership journey was shaped early on when she started kindergarten mid-year, feeling like an outsider. This experience instilled in her both determination and empathy, making her a leader who actively seeks to ensure others feel included and valued. She believes that fostering a sense of belonging translates directly to organizational success.

When asked about being one of the few women—or sometimes the only woman—in executive spaces, Tamesa credited her preparation and grit. She emphasized that confidence stems from knowing you are qualified and refusing to let fear dictate your actions. She encourages self-reflection, questioning negative thoughts, and ensuring that doubts are based on facts rather than insecurity.

Tamesa also discussed the importance of embracing uncertainty. After leaving her last role without a set plan, she took time to rest, travel, and reflect—something she believes many high-performing leaders overlook. This period of rest ultimately reignited her passion and helped her define what she truly wanted next.

Key takeaways from the interview:

• 0:01:22 – Tamesa’s early experience of feeling like an outsider in kindergarten helped shape her compassion and leadership approach.
• 0:05:09 – Confidence is built on preparation, determination, and refusing to let fear hold you back.
• 0:06:34 – Self-doubt should be examined and challenged—are your fears based on fact, or are they limiting beliefs?
• 0:08:02 – Taking time to rest and reset can be just as productive as action; clarity often comes from stillness.
• 0:14:23 – Networking and stepping outside of comfort zones can be daunting, but pushing through fear leads to unexpected opportunities.
• 0:17:39 – The key to overcoming fear is preparation, understanding the "rules of the game," and playing to win.

Tamesa is now looking for her next opportunity—one where she can drive meaningful change, build strong relationships, and solve complex problems.

If Tamesa’s story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

If you’re a leader looking to gain clarity on ‘what’s next’, build cohesive, high-performing teams or navigate challenges with greater confidence and/or influence, let’s have a confidential conversation.

Also, if your company would like to be a part of the 10 company book speaking roadshow for my new book, The Fearless Female Leader, I’d love to discuss it with you!

Cheering you on always!
—Sheryl

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Sophie Gelsthorpe, CHRO, Sitecore, about her journey and insights on intrinsic motivation. Sophie’s career in HR began by chance after university, influenced by her hardworking parents. She emphasizes the importance of intrinsic confidence, sharing her experience with confidence after becoming Chief People Officer at OpenTable and Kayak. Sophie advises reflecting on personal experiences, practicing self-validation, and preparing thoroughly for meetings. She highlights the need for women to fake it till they make it and suggests finding supportive peers to help build confidence.

Key take-aways from the interview:

• 0:02:32 Sophie’s early life and family background, including her parents’ divorce and their strong work ethic, inspired her ambition and drive.
• 0:04:43 Sophie fell into HR by chance during university, but found it to be a perfect fit for her interests and strengths.
• 0:07:15 Relocating for her husband’s job while pregnant was a significant challenge that impacted Sophie’s confidence, but she was able to find new opportunities.
• 0:11:48 Developing intrinsic confidence and self-love is crucial, not just relying on external validation.
• 0:15:36 Practices like writing a positive narrative about yourself can help build intrinsic confidence.
• 0:20:19 Thorough preparation and practice, including anticipating different scenarios, are key to projecting confidence in high-stakes meetings.
• 0:27:28 It’s important to be able to detach from the outcome and be okay if things don’t go exactly as planned.

If Sophie's story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

Cheering you on always!
- Sheryl

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I had the honor of interviewing Natasha Engan, Senior Vice President of Global Sales at Deltek, and we discussed leading high-performing teams through disruptive times. She emphasized the importance of controlling what you can, such as work ethic, attitude, and communication. Natasha highlighted the need for transparency, trust, and clear communication to build resilience among employees. She also stressed the significance of listening to customers and maintaining trust through honest feedback. Natasha advised leaders to set a positive tone, empower employees, and balance product launches with customer needs. She concluded by urging mindful communication to inspire and support teams effectively.

Key take-aways from the interview:

• 0:01:47 Focus on what you can control - your work ethic, attitude, and focus - during disruptive times, rather than worrying about external factors beyond your control.
• 0:02:36 Communicate frequently and transparently with your team to build trust, provide clarity on priorities, and keep them focused on the company's mission and vision.
• 0:04:27 Empower employees at all levels by pushing decision-making down and providing them with the necessary tools and training.
• 0:07:39 Balance product launches and innovation with listening to and addressing customer needs to maintain trust and satisfaction.
• 0:10:17 Tailor your communication to the audience, considering their experience levels, locations, and cultural differences to ensure inclusivity and avoid polarizing topics.
• 0:15:54 Encourage female leaders and marginalized voices to speak up by providing one-on-one support, building alliances, and creating safe spaces like employee resource groups.
• 0:17:24 Set a positive tone for your team by appreciating their efforts, asking questions, and focusing on how you can support them rather than interrogating them.

If Natasha's story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

Cheering you on always!
- Sheryl

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I had the great pleasure of interviewing Betty Thompson, former Chief People Officer at Booz Allen Hamilton and Chairwoman of the Board at SHRM, about her journey and insights on harnessing untapped talent. She emphasized the importance of skills over degrees, citing the rising cost of education and the need for diverse workforce strategies. Thompson highlighted the value of internal talent development, leveraging AI for skill identification, and creating pathways for non-traditional candidates. She stressed the necessity for organizations to plan three to five years ahead, invest in lifelong learning, and foster a culture of continuous improvement. Thompson encouraged individuals to seize opportunities rather than chase specific roles, advocating for resilience and adaptability in the evolving job market.

Key Takeaways from this Interview:

• 0:34:50 Individuals should chase opportunities that challenge them, as learning often comes from stepping outside one’s comfort zone.
• 0:10:04 Resilience and the ability to recover from setbacks, even when feeling vulnerable, can be critical to career success.
• 0:12:54 Eliminating college degree requirements for many roles can open up untapped talent pools and address workforce shortages.
• 0:19:14 Transparency about the impact of AI and upskilling opportunities can help mitigate employee fears and increase loyalty.
• 0:25:54 Companies that don’t adapt to skill-based hiring risk workforce shortages, burnout, lack of diversity, and losing top talent to competitors.
• 0:32:56 Organizations should plan 3-5 years ahead, stay informed on industry trends, and build relationships with thought leaders to anticipate future skills needs.
• 0:02:45 Betty’s aunt was a significant role model, balancing family, business, and education, which inspired Betty’s own career path.

If Betty's story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leadership podcast, please email me at info@sherylkline.com.

Cheering you on always!
- Sheryl

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I had the great pleasure of interviewing Rachel Tuller, Vice President Global Channel Sales at Autodesk. Rachel discusses her career journey, emphasizing the importance of mentorship and overcoming challenges. She highlights her non-linear career path, starting as a technical trainer and evolving through various roles. Rachel credits her success to leveraging transferable skills and the support of mentors like James Mundell. At Autodesk, she emphasizes the importance of understanding the company culture, building trust, and establishing executive relationships. Rachel advised new executives to create a stakeholder map, have a clear plan, and leverage available resources. She stresses the balance between collaboration and confidence in driving success.

Key takeaways from this interview:

• 0:01:15 Rachel's family history of professional women inspired her to be a "fearless female" and pursue impactful work that helps others.
• 0:02:40 Rachel's career path has been a "lattice, not a ladder" with many opportunistic moves, and she emphasizes the importance of transferable skills.
• 0:04:38 Rachel advises feeling the fear and taking action despite imposter syndrome, building quiet confidence in one's capabilities.
• 0:10:18 As a woman in technology, Rachel embraced being unique and owning her position, focusing on performance over gender.
• 0:16:09 In her new role at Autodesk, Rachel focused on building trust and credibility by aligning, adapting, and accelerating.
• 0:21:53 Rachel emphasizes the importance of balancing collaboration with confidence, being clear about expectations and owning her expertise.
• 0:25:28 Rachel's advice for new executives includes having a plan, working the plan, and leveraging resources like coaching and mentors.

If Rachel's story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leader podcast, please email me at info@sherylkline.com.

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The ROI of Kindness

In today’s episode, we’re diving into a powerful and often overlooked leadership strategy: kindness.

Kindness isn’t just about being “nice”—it’s a transformative tool that boosts team engagement, drives performance, and even builds customer loyalty. Research shows:
✨ Managers influence 70% of employee engagement (Gallup), and kindness creates workplaces where people want to stay.
✨ High-performing teams thrive in environments of trust and psychological safety—both fostered by kind leadership (Google’s Project Aristotle).
✨ Brands that prioritize kindness and fairness win long-term customer loyalty (Deloitte).

I’ll share stories of leaders who used kindness to turn around team morale, reduce turnover, and unlock extraordinary results. Plus, we’ll explore how kindness aligns with strategic empathy™—a game-changing concept from my upcoming book The Fearless Female Leader.

💡 Actionable takeaway: Start small. Today, check in with a team member, write a note of appreciation, or listen without distraction. These small acts can spark big change.

If you’re ready to embrace the ROI of kindness and lead with impact, tune in now. And don’t forget to join The Fearless Female Leader VIP pre-sale list for exclusive insights and goodies!

💬 Let’s start a movement of kind, fearless leaders—together. #1FFLMM

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In the latest Fearless Female Leadership interview, I had the privilege of speaking with Jen Fults, the Global Chief People Officer at Alvarez & Marsal. Jen shared her journey of rising through the ranks, driven by a passion for people and an unwavering commitment to creating cohesive, high-performing teams. Throughout our conversation, her wisdom and practical insights highlighted the importance of leadership grounded in humanity, accountability, and clear communication.

This interview is a must-listen for leaders striving to build strong, resilient teams, particularly as we close out the year and prepare for new challenges ahead. From fostering team cohesion to addressing burnout head-on, Jen’s approach offers actionable strategies for navigating complex people challenges with grace and impact.

Key Takeaways

The Power of Grit and Resourcefulness (00:05:44)
Jen credits her success to a deep sense of grit and resourcefulness, traits she honed during her early career and as an athlete. She emphasizes the importance of believing in your ability to figure things out, even when taking on roles you feel unprepared for.

Building Cohesive Teams Through Empathy and Connection (00:12:02)
One of Jen’s core philosophies is that leaders must genuinely care about their teams’ well-being. She highlighted the importance of checking in with team members, creating space for personal connection, and ensuring everyone feels supported during challenging times.

Clarity as the Foundation of High Performance (00:21:32)
Jen stressed the importance of clear expectations in fostering high-performing teams. Whether it’s providing direct instructions or giving space for creative problem-solving, clarity ensures alignment and minimizes misunderstandings.

Addressing Burnout with Transparency and Prioritization (00:27:23)
When team members are feeling overwhelmed or disconnected, Jen believes in taking a two-pronged approach: self-reflection and direct communication. She encourages leaders to first assess their role in the situation and then address challenges head-on with their teams.

Jen’s insights remind us that leadership is not just about achieving results but also about how we achieve them. By fostering empathy, maintaining clear communication, and prioritizing well-being, leaders can create environments where both people and performance thrive.

If you’re a leader looking to build cohesive, high-performing teams or navigate challenges with greater confidence, I’d love to hear your story. Let’s connect and explore how you can elevate your leadership journey.

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In the latest installment of my Fearless Female Leadership interview series, I had the privilege of sitting down with Kathie Johnson, the Chief Marketing Officer of Sitecore. Kathie has a proven track record of leading through complex challenges, and her first year at Sitecore was no exception. From navigating leadership and board changes to spearheading a monumental rebranding initiative, Kathie’s story is a masterclass in resilience, clarity, and focus.

Our conversation delved into what it takes to lead teams through Herculean change while managing the inevitable disruptions that come with it. Kathie shared invaluable lessons from her journey, emphasizing the importance of clarity, communication, and staying centered in one’s values. Whether you’re an individual contributor navigating organizational shifts or a leader managing teams through uncertainty, this interview offers practical advice to help you thrive.

Key Moments from the Interview

1. The Power of Persistence: Turning “No” into Opportunity (00:04:22)Kathie recounted a time early in her career when personal and professional setbacks collided. Instead of giving up, she found the courage to ask for what she needed.

2. Clarity, Communication, and Celebrating Wins: The Three C’s of Leadership (00:12:14)To navigate her team through significant organizational changes, Kathie relied on her “three C’s” framework:

   • Clarity: Clearly outlining the strategy and goals on one page to ensure everyone was aligned.
   • Communication: Providing consistent updates through roundtables and weekly notes to keep everyone informed and focused.
   • Celebration: Recognizing both big and small wins to sustain momentum and boost morale during challenging times.
   • Energy and Mood: The Ripple Effect of Leadership (00:13:18)Kathie highlighted the importance of maintaining a calm and positive demeanor as a leader. Teams take cues from their leaders’ energy, so staying composed and energized is crucial for inspiring confidence and focus during periods of disruption.
   • Focus on the “One Big Thing” (00:15:20)Whether you’re an individual contributor or a leader, staying focused on the most critical objective is key.
   • Aligning Career Choices with Core Values (00:22:01)Kathie closed with a powerful reminder: “This is your career, your life.” By staying true to your core values, you can make decisions that align with your long-term goals and lead a career filled with purpose and integrity.

Staying Grounded During Change

Kathie’s insights reinforce that leading through Herculean change requires a combination of personal resilience and thoughtful leadership. By staying centered in your values, maintaining clear communication, and celebrating progress, you can inspire your team to navigate even the most challenging circumstances with confidence and focus.

If Kathie’s story resonated with you, I’d love to hear yours. Let’s connect and explore how you can apply these principles to your leadership journey. Book a call with me today to share your story and take the first step toward fearless leadership.

If you’re interested in being featured on the Fearless Female Leader podcast, please email

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In this Fearless Female Leadership Interview, I had the pleasure of connecting with Connie White, Chief People Officer at Altos Labs, to discuss the art and science of unlocking bold potential. Connie’s journey, insights, and passion for empowering others offer a roadmap for leaders and emerging professionals alike to tap into their own potential and that of their teams.

We explored what it means to “unlock bold potential” and how that journey often starts with small, intentional actions. Connie's stories—from her formative years to her current leadership role—underscore the importance of staying curious, giving and receiving feedback, and taking bold, well-thought-out action.

Key Takeaways

~ The Value of Curiosity in Unlocking Potential (00:01:17)

Connie emphasizes that curiosity is a powerful, often underappreciated factor in both personal and team development. As a leader, being curious about team members and their strengths helps create opportunities for growth.

~ Drawing Inspiration from Early Life Experiences (00:04:21)

Connie reflects on how her disciplined upbringing instilled in her a sense of responsibility, resilience, and self-belief. She shared a story from her Little League days when she was asked to play catcher for the All-Stars, a role she hadn’t previously trained for.

~ Building Trust Through Honest, Ongoing Feedback (00:12:22)

Feedback can feel intimidating, but Connie describes it as a crucial element of professional growth. When leaders offer feedback with care and clear intention, it builds trust, reinforces bonds, and strengthens the team.

~ Taking Bold, Well-Thought-Out Action (00:22:55)

Connie has learned that unlocking bold potential often requires making bold, thoughtful decisions. She encourages leaders to trust their intuition and act on it before overthinking leads to inaction.

~ Communicate, Care, and Be Curious (00:35:36)

To unlock potential on a larger scale, Connie champions the “three C’s”: communicate, care, and be curious. Leaders should actively listen, show genuine care, and create space for open conversations that allow team members to express their aspirations and challenges.

Connie’s approach to leadership is deeply inspiring and highlights that bold potential isn’t unlocked overnight. It’s nurtured over time through consistent, thoughtful actions and a willingness to step out of comfort zones. Her insights offer valuable guidance for both established and emerging leaders on how to recognize and foster bold potential in themselves and others.

If you’re on a journey to unlock your bold potential or want to foster it within your team, I’d love to support you. Book a call with me to start the conversation. Let’s make bold potential a reality, together.

Cheering you on always,

Sheryl

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In this podcast episode, I had the privilege of speaking with Stephanie Royal, Chief People and Culture Officer at the Robin Hood Foundation. Stephanie’s journey and experiences provide a powerful reminder that leading with authenticity, resilience, and purpose is essential, especially in today’s ever-changing landscape. Together, we unpacked the importance of embracing our unique leadership journeys, navigating cultural and societal expectations, and finding strength in community and self-care.

Here are five key takeaways from our conversation:

1. Embrace Your Unique Journey (1:17)
   Stephanie’s journey to becoming a leader wasn’t linear. Inspired by strong female role models, she learned early on the importance of carving her own path. Despite societal and familial expectations, Stephanie emphasized that we must give ourselves permission to pursue the career and life paths that align with our values. "You do you," as we like to say, because it’s your life to live and your legacy to build.
2. Find Strength in Authenticity (9:14)
   Stephanie reminds us that being our authentic selves is crucial for effective leadership. She shared her own experience as a woman—and often the only woman of color—in executive spaces. Staying true to her identity allowed her to cultivate meaningful relationships and lead with confidence. Authenticity, she believes, is key to feeling settled, comfortable, and ultimately impactful in our leadership roles.
3. Trust is Essential in Times of Uncertainty (16:45)
   During uncertain times, having the trust of your team is paramount. Stephanie emphasizes that being a trusted leader makes it easier to guide teams through crises. By building relationships grounded in trust and transparency, leaders can inspire confidence and collaboration. In times of change, clear communication and a well-articulated plan can be a stabilizing force for the team.
4. Prioritize Self-Care and Reflection (24:12)
   One practical tool Stephanie introduced is embedding weekly reflection time into your schedule. This allows leaders to pause, review, and celebrate progress with their teams, helping everyone stay grounded and motivated. Whether it’s a dedicated hour or even just 10 minutes, reflection gives you the chance to recalibrate and focus on what’s working.
5. Build Your Support System (28:33)
   Stephanie’s final takeaway is about the importance of finding and nurturing a support system. Building connections, having trusted peers or mentors, and taking time for self-care are vital for long-term success and well-being. As she reminds us, “find your people” and invest in relationships that keep you grounded and resilient.

This episode was a powerful reminder that being intentional, authentic, and supported as leaders is essential for navigating today’s challenges. If you’re ready to strengthen your leadership journey, I’d love to connect. Book a discovery call with me to explore how high-level coaching can support your biggest goals and support your team.

Cheering you on always.

Sheryl

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https://www.sherylkline.com/blog/developing-resilience-when-it-s-time-to-rise-with-anne-pao

In this insightful episode, I had the pleasure of connecting with Anne Pao, CEO and founder of Ignite Consulting, to explore resilience and the critical role of self-care in leadership. Anne shares her journey from a challenging childhood to a successful corporate career, emphasizing the importance of taking pauses to recharge.

Anne dives into the necessity of integrating self-care routines, the power of sleep, and redefining productivity to include rest. Her experiences offer valuable lessons for female leaders on sustaining resilience and achieving long-term success by prioritizing well-being and trusting oneself.

Key Takeaways

Introduction to Resilience (00:00:01)

The importance of resilience, especially in Q4.

Running Away Decision (00:04:02)

At 12, Anne considers running away but chooses to focus on academics instead, demonstrating resilience.

Burnout and Recovery (00:10:36)

Anne shares her experience with burnout during the pandemic and the importance of taking a break for self-care.

Trusting Yourself (00:15:22)

Anne discusses the importance of self-trust in making decisions, especially regarding taking a pause.

Finding Your Reset (00:22:44)

Anne shares her personal reset activities, emphasizing the need for a routine to clear the mind.

The Importance of Sleep (00:24:43)

Highlighting sleep’s role in growth and mental capability, encouraging better sleep habits.

Adding Social Accountability (00:25:06)

Incorporating social accountability to enhance commitment to self-care routines is key.

If you’d like to connect to discuss how I can help you or your team with coaching, speaking, or about early access to my upcoming book due out just prior to IDW 2025, let’s talk soon!

To your next level of success and joy,

Sheryl

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https://www.sherylkline.com/blog/being-an-executive-and-being-happy-with-larissa-thomas

I had the absolute pleasure of speaking with Larissa Thomas, Vice President of Talent and Effectiveness at Electronic Arts.

We dive right into career fulfillment, emphasizing the importance of defining personal happiness and success.

Larissa shares her journey, highlighting struggles with confidence and societal pressures. She underscores the necessity of self-care and resetting to achieve mental clarity.

We also touch on cultivating happiness, setting realistic expectations, and focusing on personal growth.

I hope this episode inspires you, as a fearless female leader, to take charge of your career, prioritize well-being, and redefine success on your own terms.

Key Takeaways:

Defining Personal Success (00:03:28)

Larissa discusses the importance of defining her own version of success rather than following corporate norms.

Crafting a Career Change Plan (00:08:15)

Larissa details her process of planning a career change, focusing on strengths and desired work environments.

Controlling What You Can (00:15:34)

Larissa highlights the importance of focusing on controllable aspects of her career and reflecting on accomplishments.

Divorcing the Need for Validation (00:18:15)

Larissa shares her journey of breaking free from seeking validation in the corporate world, enhancing her self-worth.

Reframing Happiness (00:23:29)

She advises listeners to redefine happiness as an active pursuit rather than a passive state.

Visualization Techniques (00:26:05)

Larissa compares career visualization to Olympic training, highlighting its role in achieving clarity and success.

If you’d like to connect to discuss how I can help you or your team with coaching, speaking, or about early access to my upcoming book due out just prior to IDW 2025, let’s talk soon!

To your next level of success and joy,

Sheryl

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https://www.sherylkline.com/blog/competency-architecture-for-high-performing-teams-to-avoid-burnout-and-attrition

I am honored to share this conversation with you that I had with Chrissy Medeck, Senior Vice President at B.O.K Financial, about combating workplace burnout and attrition through competency architecture.

Chrissy shares her leadership journey and introduces competency architecture as a framework to help employees identify necessary skills, behaviors, and knowledge for success.

Emphasizing strengths-based development, Chrissy advocates for clear career pathways and recognizing transferable skills. Our discussion highlights the importance of integrating competency architecture into organizational culture to enhance employee well-being, engagement, and productivity, ultimately fostering a more resilient and successful workforce.

Key Takeaways

Addressing Imposter Syndrome (00:04:29)
Exploration of how awareness and support can help combat feelings of inadequacy, particularly in women.

Challenges of Burnout and Attrition (00:06:23)
The speakers discuss the widespread issue of burnout and attrition in the corporate environment.

Understanding Competency Architecture (00:08:34)
Chrissy explains the concept of competency architecture and its relevance for career development.

Benefits of Competency Architecture (00:09:58)
Discussion on how organizations can use competency architecture to clarify success pathways for employees.

Focus on Strengths (00:15:01)
The significance of strengths-based coaching and feedback in employee development and career growth.

Competency in Sustainable High Performance (00:21:07)
Discussion on the need for employees to develop competencies for sustainable work-life balance and well-being.

If you’d like to connect to discuss how I can help you or your team, let’s talk soon!

To your next level of success and joy,

Sheryl

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http://www.sherylkline.com/blog

When my daughter was a teenager, it seemed like every conversation ended in an argument. I could not say anything right! It was so frustrating for both of us.

Have you ever had an important conversation, either with family or with a colleague, and it just goes horribly wrong?

I have recently read Charles Duhigg's book, ‘Super Communicators’, and there are a few key take-aways that I found very interesting and incredibly important when preparing to have a crucial conversation.

One thing that jumped out at me was the importance of understanding others' needs before engaging in conversations, whether in professional settings or family dynamics.

Recognizing whether someone needs data, emotional support, or simply a listening ear can enhance communication whether this is in personal relationships, or at work.

Do they need a hug or empathy? Do they need an answer? Do they need data facts? Do they just need to be heard and listened to?

Approaching conversations with intentionality and empathy, fostering stronger connections and more productive interactions, and thinking about what others really need from us before we open our mouths to speak can make the difference between a successful conversation and one that doesn’t go so well.

If I can help you or your team with determining ‘what’s next’, sustainable high-performance habits, or how to become even more influential to gain buy-in or get paid what you’re worth, let’s connect!

Finally, if you would like to get on the pre-order list for my ‘Fearless Female Leadership book, be the first to know about the launch date, book tour, or inquire about an IDW 2025 speaking event, I’d love to partner with you! Let’s chat!

To your next level of success and joy,

Sheryl

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https://www.sherylkline.com/cohort

Join the Fearless Female Leadership Q4-2024 CohortThe purpose is to do some of the heavy-lifting to support emerging female leaders with world-class confidence and FBI-level influence to gain buy-in, so they feel equipped to be as productive, profitable, and happy as possible going into the end of the year and into 2025.

Cohort participants will:

• Feel supported and follow a proven process to determine ‘what’s next' for your level of leadership
• Build motivation and confidence
• Reduce burnout and attrition

Details:

• When: October 17, 2024 thru December 16, 2024
• Who: Women who are individual contributors on manager track, Managers, Directors
• Investment: $2,950.00 payment in full or 3 monthly payments of $1,050.00
• Size: Minimum 10, maximum 100

What's Included:

• Frequency: 3 months meeting 2x/week (dates and times to come)
• Duration: All cohort sessions are 60 minutes
• Exclusive Cohort bonuses:
  • One office hour/week
  • Fearless Female Leadership book excerpts/assignments
  • Access to the Fearless Female Leadership Enterprise Journey Edition (digital curriculum) included for one year
  • Fearless Female Leadership pre- and post-assessments
  • High Performance Habits Focal Points assessment (sustainable workflow/well-being indicators)

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https://www.sherylkline.com/blog/ai-unbiased-fearless-leadership-planning-for-2025-with-a-strategic-mindset-with-jo-tyrer

In this insightful episode, I had the pleasure of speaking to Jo Tyrer, Chief Revenue Officer at Kontent, to explore the pivotal role of artificial intelligence (AI) in business planning.

Jo shares her journey to leadership, emphasizing the importance of resilience and a growth mindset. The discussion highlights the necessity of unbiased AI and its alignment with company values and ethics, drawing parallels to historical examples where lack of representation led to dangerous outcomes.

Jo dives into how companies must prioritize fairness and inclusivity in their AI strategies to avoid perpetuating biases and inequalities.

We discuss the need for clear AI strategies, transparent communication, and ethical guidelines, while understanding the perspective that Gen Z brings to the table.

Jo's expertise offers valuable guidance for all leaders aiming to integrate AI thoughtfully and responsibly into their business practices.

Key Takeaways

Finding Balance (00:09:19)

Sheryl and Jo emphasize the necessity of taking pauses and practicing gratitude amid striving for success.

Mindset for Women in Tech (00:10:33)

Jo explains the importance of mental toughness and perspective in navigating challenges as a woman in technology.

The Role of Human Oversight (00:21:08)

Jo stresses that AI lacks common sense, highlighting the need for human judgment in decision-making.

Call to Action for Leaders (00:25:48)

Jo outlines key actions for leaders to ensure unbiased AI aligns with business strategy and transparency.

Mindfulness of Customer Data (00:28:19)

Stressing the importance of transparency regarding customer data usage and the option for customers to opt out.

If you’d like to connect to discuss how I can help you or your team, let’s talk soon!

To your next level of success and joy,

Sheryl

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https://www.sherylkline.com/blog/

I recently had the absolute pleasure of talking to Melissa Aarskaug, Vice President of Bulletproof, about the unique challenges faced by female leaders in male-dominated industries like technology and engineering.

We explore the importance of resilience, supportive relationships, and effective strategies for career navigation. Melissa shares her own experiences, emphasizing the value of open communication with leadership about workload and personal needs.

This conversation highlights the necessity of curiosity, proactive engagement, and fostering a supportive environment to empower female leaders to thrive and advance in their careers.

Key Moments:

Resilience Through Sports (00:03:32)

Melissa discusses her experience in sports and how her father helped her pivot after setbacks.

Navigating Setbacks (00:09:05)

Melissa talks about her constant setbacks and the importance of leaning into challenges.

Supporting Female Leaders (00:14:01)

The conversation shifts to how to help female leaders stay in their careers and succeed.

Retention Strategies for Emerging Leaders (00:19:34)

Melissa offers advice on finding support systems and having open conversations with leadership.

The Impact of Praise (00:28:43)

Sharing a personal story about the lack of appreciation leading to career changes.

Feeling Heard and Valued (00:29:11)

Discussing the psychological need for acknowledgment and respect in leadership roles.

I am so grateful to Melissa for sharing her journey, and I admire her strength, determination and openness.

If I can help you or your team in any way via coaching, speaking, training, or enterprise digital curriculum, let’s connect!

Cheering you on always,

Sheryl

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https://www.sherylkline.com/blog/the-importance-of-women-in-our-evolving-workplace-interview-with-katy-conway

I am so excited to share this Fearless Female Leadership Interview with Katy Conway, Chief of People Officer at RGP. It was such an engaging and compelling conversation.

Katy shares her inspiring journey to becoming a Chief People Officer, emphasizing the pivotal role of female leaders in the workplace. She reflects on the influence of her grandmother, who exemplified leadership without formal titles, and discusses the importance of resilience, curiosity, and user-centered design in her professional growth.

Katy also highlights the unique composition of RGP's leadership team, showcasing the company's commitment to diversity and its positive impact on business outcomes.

Key Takeaways

The grandmother's leadership (00:01:10)

Katy shares her grandmother's leadership qualities and resilience, emphasizing the impact of leadership beyond formal titles.

Curiosity and judgment (00:09:03)

The conversation delves into the value of curiosity over judgment, emphasizing the importance of learning from failures and recognizing successes within perceived failures.

Importance of female leaders (00:17:04)

The conversation explores the importance of female leaders in the evolving workplace, emphasizing the role of empathy and diversified thinking in leadership.

Advice for female leaders (00:21:05)

Katy offers advice to female professionals, encouraging them to focus on their strengths, take on challenges, and not let uncertainty about qualifications hinder their aspirations.

If I can help you or your team in any way via coaching, speaking, training, or enterprise digital curriculum, let’s connect!

Cheering you on always,

Sheryl

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https://www.sherylkline.com/blog/from-holding-back-to-flying-high

In this insightful Fearless Female Leader interview, I had the pleasure of speaking to Rachel Madorsky, a thought leader, clinical therapist, and coach, about her transformative journey and teachings.

Rachel shares her experiences of overcoming personal and professional obstacles, emphasizing the importance of self-love and small, actionable steps for growth. We discuss the concept of moving from a zone of excellence to a zone of genius, encouraging women to pursue their passions with joy.

Key Takeaways

Changing Direction by 2% (00:05:21)

The discussion focuses on the impact of small changes and mindset shifts on achieving excellent results and making progress.

Uncovering the Reasons for Holding Back (00:13:14)

Rachel explains how women hold themselves back due to the fear of risking love, safety, and belonging and the unconscious sabotage that follows.

Empowerment through Generosity (00:15:51)

The conversation centers around the idea that every door opened for oneself is also opened for countless other women, emphasizing the importance of generosity and empowerment.

Reevaluating Social Norms and Rules (00:21:00)

Rachel highlights the need to reevaluate social norms and rules, particularly regarding money and leadership, and the importance of shattering outdated beliefs.

Loving Yourself (00:25:41)

Rachel shares her experience of being advised to love herself and her journey to make it easy and practical.

If I can help you or your team in any way via coaching, speaking, training, or enterprise digital curriculum, let’s connect!

Cheering you on always,

• Sheryl

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http://www.sherylkline.com/blog

I had the pleasure of speaking with Lara Barnes, a seasoned customer success expert with a distinguished career at Microsoft, Facebook, and Oracle.

Lara shares her journey of building impactful customer success teams, emphasizing the importance of understanding the customer journey and key metrics for retention and growth in the SaaS industry.

We also explore Lara's personal development over the past six months, highlighting her newfound clarity and aspirations for senior leadership roles. This conversation provides valuable insights for female leaders aiming to enhance their focus and drive significant business outcomes through customer success strategies.

**Key Takeaways:

Importance of Customer Success (00:02:30)**
Discussion on understanding the customer journey and building value realization frameworks.

Consequences of Poor Customer Success (00:03:30)
Lara explains the risks of not guiding customers effectively, leading to churn.

Metrics for Success (00:04:43)
Focus on retention, growth, and key metrics like NPS and CSAT for customer success.

Transformation Over Six Months (00:06:34)
Lara reflects on her personal growth and clarity gained through her work with Sheryl.

Clarity and Confidence (00:09:17)
Lara discusses the importance of clarity in her career goals and the support she received.

Building Courage and Productivity (00:14:03)
Impact of coaching on Lara's courage and productivity in pursuing her career goals.

If I can help you or your team in any way via coaching, speaking, training, or enterprise digital curriculum,let’s connect!

Cheering you on always,
- Sheryl

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https://www.sherylkline.com/blog

You can be successful, and still feel like there is more. More for you to give and contribute, more impact to be made, and more joy to feel from your work.

Is it possible that it may be time to pivot?

There are many ways to successfully pivot, whether internally within your company or your current career, or an external pivot toward something entirely different. This is not typically easy and can require a great deal of personal influence.

Here’s how to get started with an influential mindset reset, coupled with setting healthy habits and boundaries:

**1. Believe in Yourself

Your ideas, your worth, and your contribution are valuable.** If you don’t believe you are worthy of influence in a new and often unfamiliar role, it’s unlikely you’ll be able to influence others. The voice that we should pay attention to the most is our own, even when it is a negative voice. So a great place to start is with strong positive daily affirmations. For example, "I take consistent action towards my next level of serving those who need me." or “I deliver consistently to my board and my opinions are valued”. Try it yourself. Write your affirmation down and stick it to your mirror or fridge, and say it out loud every morning. This practice can significantly boost your self-belief and readiness to influence others.

2. Set New BoundariesBoundaries are essential for maintaining a healthy work-life integration and ensuring you have the energy to lead effectively. Use the summer to reassess and strengthen your boundaries. Are you often working late into the night? Consider setting specific work hours and sticking to them. Ensure that your personal time remains sacred and undisturbed. This not only helps you recharge but also sets a positive example for your team, demonstrating that it's possible to achieve balance while being productive. This is a great way to ensure calm and clarity are present when making big decisions about how you might want to pivot.

3. Adopt Healthy HabitsWhether it’s nutrition, exercise, or continuous learning, summer is a great time to focus on healthy eating and regular exercise, as well as investing in your personal and professional development. Being prepared physically, as well as mentally for upcoming changes can make a pivot in your career a much easier transition. What’s one healthy habit you can adopt or uplevel, and how can you put an accountability structure in place to make it happen consistently?

4. Let Go of the OutcomeThose with an influential mindset are less concerned with the outcome and do not make up stories about what people might think or what might go wrong. Focus on taking consistent action and getting your message across clearly, succinctly, and with impact. Letting go of the outcome frees you from unnecessary stress and allows you to be more present and effective in your actions.

5. Be AccountableThe people we spend our time with shape who we are. If you are looking to build internal influence, find at least one friend, mentor, or coach that fiercely believes in you and your ideas. Make a conscious effort to spend time with them to get encouragement, be pushed beyond your comfort zone, and have consistent influential conversations. Accountability partners can provide the strict accountability needed to push the boundaries of what you initially thought was possible.

If you require accountability and someone to guide you into a space of clarity (because let’s face it, pivotal changes in your career can be stressful if not prepared) then let’s talk. Book a call with me here and we can have a simple conversation. http://www.sherylkline.com/getacquainted

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https://www.sherylkline.com/blog/retaining-top-female-talent-interview-with-kristin-crossman

In this episode, I am SO excited to speak with Kristin Crossman, a seasoned expert in human capital management.

Kristin shares her journey, inspired by her father’s career at IBM, and her experiences at K2, a company with a significant female workforce. We discuss the importance of retaining top female talent, emphasizing the visibility of female leaders and flexible policies.

Kristin highlights the value of investing in oneself and nurturing relationships, especially in challenging economic times.

One of the most compelling points Kristen made was the significance of visible female leadership within organizations. The concept of "if you can see her, you can be her" underscores the importance of having female leaders at the highest levels. This visibility not only inspires emerging female leaders but also demonstrates that it is possible to balance professional success with personal responsibilities.

Key Takeaways

Leadership and Gender Equality at K2 (00:00:59) The positive impact of gender diversity and the inclusive culture at K2.

The Power of Curiosity and Asking Questions (00:05:42) The importance of being curious and seeking guidance in unfamiliar situations.

Retaining Top Female Talent (00:13:28) The significance of diversity and the consequences of not retaining top female talent for the bottom line.

Adapting to a Changing Economy (00:15:38) The importance of adaptability and nurturing relationships in a disruptive economy.

Investing in Self-Growth (00:17:32) Encouraging women to invest in themselves and stay connected in their professional growth.

If I can help you or your team in any way via coaching, speaking, training, or enterprise digital curriculum, let’s connect!

Cheering you on always,

• Sheryl

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https://www.sherylkline.com/blog/making-your-second-act-your-main-event-interview-with-martha-delehanty

In this Fearless Female Leadership Interview, I am honored to have a profound and fun conversation with Martha Delahanty, Chief People Officer at Commvault. Join us and soak in the wisdom that she generously shares! Martha’s journey is nothing short of inspiring, her insights are invaluable for anyone looking to elevate their leadership impact, and her words are sure to empower you to be even bolder in your leadership.

Martha shares her inspiring journey, emphasizing the importance of overcoming personal challenges and loss, and even leveraging them for growth. She discusses the significance of setting ambitious goals, intentional time management, and the concept of a "time journal" to track and optimize daily activities.

Martha also highlights the value of surrounding oneself with a supportive team and prioritizing self-care.

Key Takeaways

The story of Martha Delahanty (00:00:24) Martha shares her upbringing, family challenges, and how she rose above it.

Learning from Experience (00:10:16) The value of learning from experiences, being discerning about one's inner circle, and the power of continuous learning.

Making Your Second Act the Main Event (00:20:54) The importance of embracing new opportunities, redefining one's main event, and seeking joy in lifting others while pursuing personal goals.

Listening to the right voices (00:32:08) Focusing on advice from those actively on the journey, not the critics in the "cheap seats."

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

To your next level of success and joy,

Sheryl

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https://www.sherylkline.com/blog/why-everyone-should-care-about-equality-and-what-we-can-do-now

In this insightful episode, I welcome Kristen Anderson, CEO of European Women on Boards, to discuss the critical importance of gender equality and inclusion in leadership roles.

Kristen, an American living in Italy with a global career spanning multiple countries, shares her journey from a math and chemistry enthusiast to a champion for diversity and inclusion.

She recounts her transformative experience at Barilla, where she shifted from R&D to become the Chief Diversity Officer, applying her engineering mindset to cultural change.

Kristen emphasizes the need for women to overcome self-doubt and imposter syndrome, encouraging them to seize opportunities even when they feel unprepared. We then explore the power of active listening, cultural awareness, and the significance of allies in fostering inclusive environments.

Key Takeaways

Inspiration and Global Journey (00:00:30)

Kristen's upbringing, love for travel, and career choices influenced by her parents and experiences.

Cultural Awareness and Inclusive Leadership (00:09:32)

Challenges faced in cross-cultural leadership and the importance of active listening and inclusivity.

Business Case for Diversity and Inclusion (00:16:17)

The correlation between diverse, inclusively managed teams and better business results, and the difficulty in quantifying diversity's impact.

Intersectionality and Inclusion (00:19:14)

Kristen discusses the challenges of intersectionality and the exponential impact on inclusion and diversity.

Taking Action and Speaking Up (00:25:53)

Kristen urges the audience to take action and speak up against non-inclusive behaviors, emphasizing the impact of silence on acceptance.

If you'd like to learn how female leaders can thrive during disruptive times and redefine how you and your team tackle change, be sure to register for my webinar on June 20, 2024 at 11:00 am PT / 2:00 pm ET.

Register here today!

Cheering you on always!

-Sheryl

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http://www.sherylkline.com/blog

I hope this message finds you excited to join me at this Thursday's webinar!

I wanted to share a quick but impactful video with you. It’s all about how female leaders can thrive during disruptive times, and it offers some practical tips you can start using today.

[Transform Fear into Your Ally] http://www.sherylkline.com/blog/transform-fear-into-your-ally

In the video, I cover:

• Managing Fear: Turning fear into a motivational tool.
• Goal Setting: The importance of setting short, intermediate, and long-term goals.
• Mindset Shifts: Moving from "what if" to "imagine if."

Why is this important?

Research from the American Psychological Association and the Peterson Institute for International Economics highlights that female leaders enhance productivity, collaboration, and profitability. However, many organizations struggle to retain this invaluable talent, but I have a proven framework to help female leaders stay motivated and feel in control, even in chaotic times.

Join my webinar: "Retaining and Motivating Your Top Female Leaders During Disruptive Times" Register today at: https://sepia-starling.webinarninja.com/live-webinars/10590338/register

Date: June 20, 2024
Time: 11:00 am PT / 2:00 pm ET
Where: Online Webinar

What You'll Learn:

• Creating a 90-Day Plan: Navigate uncertainty and achieve your goals.
  • I’ll be there doing it with you, so you know you will walk away with an ACTIONABLE plan.
• Focus Shifts: Transform challenges into opportunities.
  • Using fear as your ally, and understanding how to use it to your advantage
• Practical Steps: Setting actionable short-term, intermediate, and long-term goals.
  • Giving yourself the best possible chance of success.

Save Your Spot! Register today at: https://sepia-starling.webinarninja.com/live-webinars/10590338/register

This webinar will be hands-on. You'll walk away with a clear roadmap and actionable steps tailored to your needs.

I can’t wait to see you there and help you turn face change and challenges head on with confidence and clarity!

• Sheryl

P.S. Don't miss this chance to redefine how you and your team tackle change. See you on June 20th! Register today at: https://sepia-starling.webinarninja.com/live-webinars/10590338/register

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https://www.sherylkline.com/blog/mastering-cybersecurity-and-leadership-insights-from-christine-bartlett

In this fascinating Fearless Female Leader Interview, I sat down with Christine Bartlett, CMO of SonicWall, in an important discussion on the intersection of personal online protection and cybersecurity.

Christine shares her formative experiences, from altruistic childhood acts to valuable lessons in Americorps, shaping her leadership in the tech industry.

Christine shares the nuances of being a female executive, the significance of male allies, and the competitive dynamics among women leaders. She shares her personal anecdotes on job interview setbacks and then emerging to be an even more successful resilient leader.

Our conversation transitions to simple and actionable cybersecurity advice (a must-listen!), emphasizing multifactor authentication, device connectivity limitations, and data backup. This interview really highlights the importance of device inventory management and advocating for women's mentorship in cybersecurity, offering executive-level insights on safeguarding against digital threats while fostering female empowerment in a male-dominated field.

Key Takeaways

Navigating challenges in the workplace (00:08:28)

Christine discusses her experiences as a woman in marketing and technology, highlighting the importance of male allies and navigating challenges in working with female peers.

Supporting women in leadership (00:11:13)

The conversation shifts to the importance of supporting female peers and leaders in their career growth, emphasizing the need for women to uplift each other.

Cybersecurity protection (00:19:08)

The discussion focuses on the importance of cybersecurity awareness, including enabling multi factor authentication, minimizing device connections, and backing up data.

Cybersecurity Awareness (00:23:29)

Discussion on the importance of basic cybersecurity measures and personal experiences with data loss.

Supporting Women in Leadership (00:28:33)

Encouragement to lift each other up and support women in leadership roles for a more inclusive environment.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

To your next level of success and joy,
Sheryl

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http://www.sherylkline.com/blog

Change can be daunting, but it also offers tremendous opportunities for leaders and emerging leaders to rise, grow, and to become more visible.

In this podcast, I share strategies to help female leaders transform fear into a powerful ally and navigate times of change with confidence and optimism.

In the podcast I address:

• Fear and Insecurity:
  Understand how to manage and leverage fear to boost team performance.
• Olympic Level Goal Setting:
  Learn the importance of setting short, intermediate, and long-term goals to maintain motivation and productivity.
• FBI-like Mindset Shift:
  Move from fear-based thinking to opportunity-focused strategies

If you want to continue the conversation and get ahead for the next 90 days, set aside 60 minutes on June 20, 2024 for my FREE webinar and I will work on your 90-day plan WITH YOU.

• Webinar: "Retaining and Motivating Your Top Female Leaders During Disruptive Times."
• Date: June 20, 2024
• Time: 11:00am PT / 2:00pm ET

Register Today >>

Here's What We'll Work on Together:

• 90-Day Plan:
  Develop a roadmap to navigate uncertainty and achieve long-term goals.
• Focus Shift:
  Transform "what if" scenarios into "imagine if" opportunities.
• Success Through Goals:
  Use intermediate and short-term goals to stay on track during change.

This webinar is designed to empower you and your team with the tools and mindset needed to lead successfully through change. Change is inevitable. How you respond to it is the key.

Don’t miss this opportunity to enhance your leadership skills and connect with other inspiring female leaders.

Register Today >>

Let's turn challenges into triumphs, together!

P.S. Don't miss out on redefining how you and your team tackle change. Join us on June 20, 2024. Register today!

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If you or your team are experiencing change or disruption in your organization, here are a couple strategies to help with motivation, productivity, and sanity.

In this 3:00-minute video, I give you actionable steps you can take and start using right now to help you or your team in the ever-evolving landscape of organizational change.

What often disables us or our team's ability to do our best during times of disruption is fear. Fear of uncertainty. Fear that our basic needs may not be met (for example, If we lose our job, we will not have the money for our necessities). . Without the proper tools, fear in the workplace is costly, upwards of 500 Billion for US companies according to a recent Gallup study.

But what if I told you that fear doesn't have to be a foe? It doesn’t need to slow you or your team down. That's right, we're talking about flipping the script and making fear your ally.

Watch the video:
http://www.sherylkline.com/blog/what-disables-teams-during-change

If you want to know more and are ready to develop a 90 Day Strategy, here's a sneak peek of what you'll discover when you tune in on June 20th: https://bit.ly/sherylklinewebinar

• The Comfort of Control: Learn how take back some control to craft a 90-day roadmap that not only navigates through the fog of uncertainty but also helps you and your teams stay motivated and moving forward successfully and efficiently..
• Regain Focus and Motivation: I'll show you how to move from paralyzing "what if" scenarios to empowering "imagine if" possibilities that spark creativity and collaboration within your team.
• Reverse Engineer Success: Find out how beginning with the end in mind and setting intermediate and short-term goals can keep you and your team on track and in control, no matter what’s happening around them.

Save your place:
https://bit.ly/sherylklinewebinar

In this interactive webinar I’ll be your guide deeper into these world-class topics, and we’ll work together to create a blueprint for success. I can't wait to see you there on the 20th, ready to roll up your sleeves and co-create the future for you and for your organization.

Remember, change doesn't have to be a roadblock. With the right mindset and tools, it can be the very path to your and your team’s greatest achievements.

Stay tuned, stay inspired, and let's turn those challenges into triumphs!
- Sheryl

P.S. Don't miss out on this opportunity to redefine the way you and your team tackle change. Join me on June 20th! https://bit.ly/sherylklinewebinar

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I had the great fortune of speaking with Lindsay Jensen, Senior Director of Strategy and Growth at Impartner, on How to Build Authentic Trust and Boost Your Bottom Line.

In this insightful conversation, Lindsay shares her personal journey and professional insights on building authentic relationships in the technology industry.

Overcoming early life challenges, Lindsay learned the value of authenticity from her mother's example. She discusses the delicate balance between motherhood and career, the long-term approach to sales through trust and empathy, and the power of mentoring in empowering women in the workplace.

Her emphasis on strategic empathy, understanding client needs, and championing their success underscores the importance of genuine connections for sustainable business growth.

Lindsay's experiences offer valuable lessons for executive and leadership development, particularly for female leaders striving to build that authentic trust.

Key Takeaways:

Inspiration from Difficulties (00:00:40)
Lindsay shares how her challenging childhood experiences inspired her to strive for authenticity and resilience.

The Four Agreements (00:08:13)
Lindsay recommends the book "The Four Agreements" and explains its principles for maintaining authenticity and self-worth.

Building Authentic Trust (00:14:21)
Lindsay emphasizes the importance of authenticity in sales relationships and how it builds trust and long-term connections.

Empowering Others (00:22:36)
Lindsay highlights the importance of empowering and guiding younger professionals, especially women, to find their voice and value.

Building Authentic Relationships (00:26:36)
Lindsay discusses the importance of understanding and championing partners to build strong relationships.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

To your next level of success and joy,
- Sheryl

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In this Fearless Female Leader Interview, Sheryl dives into inspiration, influence and self-worth with Autum Grimm, Chief Revenue Officer at PartnerTap.

Autum shares her personal inspiration drawn from influential women in her life, emphasizing the power of representation and self-worth. She advocates for emotional intelligence and mental resilience through practices like meditation and journaling.

Autum was surrounded by females growing up who were entrepreneurs, sole proprietors, and leaders in their community.

One of those leaders was her Aunt, Dr Minga Guerrero who was the first Latina female chiropractor on the West Coast.

Autum witnessed a strong powerhouse show up not only in family gatherings, but in any professional setting that she saw her in. And not just be a part of the room (which was predominantly male, and white) but command and lead the room. Representation matters and seeing her aunt in this way allowed Autumn to think about the possibilities for her own future. It allowed her to dream big.

Key Takeaways

Inspiration and Representation
00:02:10 Autum discusses Inspiration from influential women in her life, particularly her aunt, Dr. Minga Guerrero, as a young person.

Self Worth from an Early Age
00:07:46 The importance of self-worth in business and career growth, and creating a supportive environment for women and the impact it had for Autum.

Evolving Business Landscapes
00:13:15 Autum dives into the consequences of not adapting to the evolving business landscape and the competitive advantage offered by PartnerTap.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

Cheering you on always,
- Sheryl

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I am thrilled to have had the opportunity to speak with Dr. Emily Barnes, Chief Digital Learning Officer, Lindenwood University, who discussed the critical issue of bias in artificial intelligence, particularly in academia,research, and tech.

Dr. Barnes shared her motivation for specializing in this field and explains the significance of mitigating AI bias to prevent adverse effects now and on future generations.

Real-world examples illustrate how biases in algorithms can disadvantage certain groups in ways that we may not have thought about.

Dr. Barnes also suggests strategies for companies to combat AI bias, such as creating diverse teams and demanding data transparency.

Key Takeaways:

The safety measures for bias and AI (00:00:01) Dr. Barnes shares the importance of safety measures for bias in AI and its impact on society.

Real-life example of bias in AI (00:06:37)

An example of Amazon's algorithm favoring male applicants due to biased historical data is discussed.

Actions for companies to address bias in AI (00:09:29)

Emily suggests steps for companies to address bias in AI, including forming task forces and ensuring diversity in IT departments.

The consequences of not addressing bias in AI (00:17:51)

The societal and business risks of not addressing bias in AI, emphasizing the need for proactive measures.

Taking personal responsibility for bias in AI (00:22:15)

Dr. Barnesencourages individuals to understand the impact of AI in their lives and demand transparency and ethical use of AI.

Safety Measures for Bias in AI (00:23:47)

Discussion on personal and corporate awareness of bias in AI and its potential future impact on revenue.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

Cheering you on, always.
- Sheryl

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I had the honor of speaking with Cathie Hall, Chief Customer Officer at IFS. We dove into her philosophy on leading with humility... including how recognizing strengths, and collaborating with others is crucial for success in leadership, especially for women in the tech industry. Cathie also emphasized how important it is to prioritize personal balance and challenge social conventions.

Key Takeaways:

• 00:00 Humility in leadership is crucial for success, as personal experiences and early inspiration can shape one’s perspective and choices.
• 04:55 Leading with humility involves recognizing strengths, listening to others, and collaborating with a team to deliver successful outcomes.
• 09:30 Leading with humility creates a safe environment for creativity, innovation, and success, especially in diverse global organizations, and female leaders need to find a balance in taking credit for their team’s success.
• 15:09 Leading with humility and celebrating success as a team is important, women need to increase visibility and joint ownership in projects, have a clear communication strategy, and mindset is crucial in overcoming setbacks and thriving in a tech career.
• 18:47 Leading with humility is important for navigating social and personal challenges, and involves understanding goals, breaking things down, and building resilience.
• 22:32 Women should prioritize personal balance, challenge social conventions, and spend quality time with children, while society needs to catch up with the modern global workplace.
• 26:18 Make decisions based on your strengths and moral compass, lead with humility, collaborate with colleagues, and focus on doing your current job well for natural career progression.
• 30:45 Leading with humility and focusing on strengths, rather than weaknesses, is key to coaching and mentoring others, seeking improvement, and advancing in one’s career. (edited)

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Sometimes we get that uncomfortable feeling, like it’s time to shift, make a pivot or uplevel, and we often ask ourselves, ‘What's next for me?’

It’s a bold question, often not an easy one, isn’t it?!

Do you ever get that feeling that you are being called to do more, or do something different?

I’ve had the honor of working with some of the most prolific and influential female leaders, here in San Francisco, Silicon Valley and across the country and their teams.

One thing they’ve said over the years is “I wish all the women in my organization could have the transformation that I'm having, so they can go from being possibly silenced, overlooked or disregarded to being and feeling heard, valued, respected. Like they're really an agent of change.”

And so last September, I said ‘yes!’ to a fantastic opportunity to partner with the software company and learning platform Rali to create and film the Fearless Female Leadership Enterprise Journey.

After almost six months of curriculum design, filming, and editing, it's now ready and out in the world. I’m so excited to share it with you!

The Fearless Female Leadership enterprise program is currently being placed with a couple of early adopters in a consumer goods company as well as a cybersecurity company, and the official launch will be in a couple of weeks.

The amount of time this took was scary. The amount of money that this took was scary. As a matter of fact, for my business, this level of investment did not make financial sense for me at the time.

But I have to share that every cell in my body was screaming yes!

I took a very serious look to see if I could make it work, and then I went for it.

Are you experiencing something similar? Are you asking yourself ‘what's next for me?’

It doesn't have to be something grand..

It could be…

‘What's next for me is that I speak up more?’

‘What's next for me is to get paid what I feel that I'm worth?’

But it could be a shift. It could be a pivot. It could be something big. It could be going from working in consumer goods to working in one industry or role to something completely different.

If you are at a place where that little voice keeps saying, ‘what's next?’, then maybe it is time to change, time to pivot, or time to up-level.

There are a couple of questions you can ask yourself when you feel like it's time to make a decision about what's next, but you're not exactly sure what it should be…

1 If you had a magic wand and could not fail, what would you take action on?

2 In one, two, three, or five years, if you were to look back on yourself today, what would you regret not doing or not trying?

The important thing to remember here is perspective.

I do not have the answers to ‘what's next’ for you. What I do have is the ability to help with shifting your perspective and helping you to understand that the answers are already within you.

And if you do have that uncomfortable feeling, it's my philosophy that you are being called for more or called to something different.

Will you accept the challenge that you’re being guided toward?

The next resource I want to share with you that should help is a worksheet called the "Get to Know Yourself Questionnaire."

Here is the worksheet which you can download today.Be sure to also have a look at this video, which is an overview of the Fearless Female Leadership Enterprise Journey (it’s 2:00-minutes long).

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It was such a joy to speak with Jessica Bacher, Chief People Officer at Prolink, who shares her personal journey of overcoming adversity in her teens and first-generation college graduate.

With the support of her parents, especially her mother's advocacy, Jessica navigated unfamiliar territory to pursue higher education. She reflects on her non-linear career path, emphasizing the value of lateral moves and project work over promotions.

Jessica also discusses Prolink's virtual-first approach, which prioritizes flexibility and work-life balance, allowing employees to work in various time zones and manage their schedules around personal commitments. This model supports the company's healthcare clients while avoiding an "always-on" culture, and it enables Prolink to tap into a broader talent pool beyond local geographies.

Key Takeaways:
-- The journey to leadership (00:00:00) Jessica shares her journey to becoming a first-generation college grad and a teenage mother.
-- A role model of advocacy (00:03:40) Jessica's mother's advocacy and support in her pursuit of college and motherhood.
-- Learning from setbacks (00:07:08) Jessica discusses the non-linear nature of her career journey and the value of learning from setbacks.
-- Prolink's virtual-first philosophy (00:10:33) Jessica explains Prolink's virtual-first approach and the principles behind it.
-- Embracing discomfort and showing up (00:15:12) Jessica's advice to embrace discomfort and always show up, drawing from her personal experiences and leadership journey.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

Cheering you on always,
- Sheryl

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In the last 5 years, my husband Scott and I have almost moved on several occasions, but then decided not to at the last minute.

This time was different. I could feel in my bones that it was time to take action and not look back. Our house is now going on the market this month, and I’ve been feeling a lot of emotions following the task of writing a love letter to my home, as requested by my realtor.

It made me realize how grateful and appreciative I am of this home. This home caught us when it was a challenging time for our family, healed us, provided a place for laughter, sometimes tears, birthday parties, dinner parties, and sitting in the hot tub in the backyard at night watching the clouds pass over the stars.

This is the home where I said ‘yes’ to my now husband and where I came up with the idea of how to scale the impact of my company.

For all of those things and many more, I am forever grateful to my home.

I’m excited to be selling our house with the same world-class Compass Real Estate agent, Dana Green of The Dana Green Team who sold my first home to me in Lafayette and who represented me as a buyer for my current home. So, this is our third transaction with Dana, and she and her team more than over-delivered over and over.

I decided to dig into Compass a little more to see why Dana decided to switch over to them a couple years ago. In that process, I discovered the book ‘No One Succeeds Alone’ by Robert Reffkin, CEO of Compass.

Some of Robert’s gold nuggets of wisdom touched me so much that I thought I’d share a couple with you.

In a previous post, I touched on how to make that ‘big ask’, because to Roberts point, no one succeeds alone.

Robert says ‘If you are not provided with something, it is not a barrier, you can create it’.

If you feel like you have a barrier or something is lacking that you feel you need in order to propel you ahead, then think of ways of how you can create it or who you can ask to help you

Early on, Reffkin did not have access to an influential network that could help him. He was involved in and benefited from many non-profits (because of his and his mother's research into those organizations) and began to build his own network within those influential people.

How does this apply to you and how can you build and strengthen your own network?

Reffkin has a 5 step process for success, and I’ll touch on it here:

-- The first is to dream big. Proceed as if success is inevitable. Dream big and envision something as if it has already happened.
-- The next is to sketch out your future. Filling in the lines with color helps you to take control and make your future more clear.
-- Reffkin’s next point is to try, and either succeed or fail quickly.
-- Learn from failures and successes. If something doesn’t work, you can learn from it and move forward. There are more lessons in failures than successes.
“Sometimes the ‘Secret to Success’ is a lot of Trying” ~Robert Reffkin
-- Lastly, dream up a new dream. Listen to your gut and your heart, take action, again.

“‘The right dream for you is the one that gives you the most energy.” ~Robert Reffkin

Truly, nothing is impossible.

If you’re looking for an entertaining story and an invaluable playbook of what it means to dream big and execute while lifting others up in the process, join me in reading No One Succeeds Alone by Robert Reffkin.

Please do not hesitate to reach out to me if I can support you, your team, or your organization in any way at info@sherylklkine.com.

Cheering you on always,
Sheryl

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I had the absolute pleasure of speaking with Mindi Cox, Chief Marketing and People Officer at OC Tanner, who shares her insights on fostering a high-performing culture within organizations.

We discussed the importance of prioritizing employee well-being, especially during economic uncertainty.

Mindi emphasizes the need for leaders to build strong relationships and provide support, which can lead to increased loyalty and productivity. She also touches on the shift from seeing roles as transactional to viewing them as responsibilities that bring joy and connection. Key Takeaways:

• Mindi's Journey (00:01:09) Mindi shares her journey to leadership, emphasizing the importance of perseverance and making promises to oneself.
• Importance of Relationships (00:12:30) Mindi emphasizes the significance of relationships and the impact on the organization's culture and long-term results.
• Work-Life Balance and Flexibility (00:16:21) Mindi shares her personal experience with work-life balance and the impact of company support on her ability to continue contributing to the organization.
• Leadership's Impact on Employee Morale (00:20:24) Mindi discusses the positive impact of leadership's support and flexibility on employee morale and the potential impact on the bottom line.
• Autonomy and Trust (00:23:29) Discussion on the importance of giving people autonomy and trust in their roles.
• Valuable Wisdom (00:26:40) Advice to be high performing in current roles and embrace new opportunities with confidence.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

Cheering you on always,
- Sheryl

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Growing up, I used to go with my dad to drop off and pick up the clothes at the neighborhood laundromat. Whenever he lost his ticket to claim his clothes, the laundromat owner would say: ‘No ticket, no wash.’ And she was not kidding!

When it comes to building visibility, impact, and the support from your leadership, if you don’t ask, you’re likely not going to get.

This is a double whammy because our male counterparts tend to be 4 times more likely to make an ask for a raise or a higher salary when initially hired according to Women Don't Ask by Linda Babcock and Sara Laschever.

If this sounds familiar, the good news is that you’re certainly not alone. The not so good news is that you could be losing out on $1,000,000.00 during the course of your career according to the recent UC Davis study, titled Women Don't Ask: Negotiation and the Great Gender Divide.

The ability to effectively make an ask is a valuable skill that can open doors, forge partnerships, and propel careers forward. For female leaders and emerging leaders alike, mastering the art of the ask can be a game-changer in navigating the complexities of the business world.

While we are waiting for the institution of corporate America to change, there are a few proven processes that you can do to master the art of the ask, and negotiate for what you want and deserve.

Here is a proven framework from my Fearless Female Leadership enterprise journey that will help you get started:

Adopt an ECO Mindset—by developing Empathy, Curiosity, and Optimism—

Empathy: The foundation of a successful ask begins with empathy. Before approaching someone with a request, take a moment to consider what it's like to be in their shoes. What challenges are they facing? What goals are they striving to achieve? By putting yourself in the other person's position, you can tailor your ask in a way that resonates with their needs and priorities. This demonstrates genuine care and understanding, laying the groundwork for a more receptive response.

Curiosity: Adopting a curious mindset can further enhance your ability to make a compelling ask. Shift your focus from your own desires to understanding the perspective of the person you're approaching. What motivates them? What are their aspirations? By asking thoughtful questions and actively listening to their responses, you can uncover valuable insights that inform your approach. This not only strengthens the connection between you and the other person but also allows you to tailor your ask in a way that aligns with their interests and values.

Optimism: Finally, approach the ask with a sense of optimism and positivity. Visualize the outcome you desire and focus on the potential for

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I had the honor of speaking with Tiffani Bova, a Wall Street Journal Bestselling Author, former Senior Vice President of Global Growth and Innovation Evangelist at Salesforce. We dove into her career journey and the powerful concepts from her book The Experience Mindset.

Tiffani shared her perspectives on personal growth, career agility, and the importance of customer and employee experiences. Her insights are particularly valuable for female leaders looking to navigate the complexities of modern business environments with confidence and skill.

**Key Takeaways:

Foundational Lessons from Sports (01:11):** Tiffani attributes early life lessons from sports as key to her success. The skills of grace in victory, resilience in defeat, and being a team player have greatly influenced her professional journey.

Career Progression and Risk-Taking (03:10): Bova’s career is marked by a mix of lateral, downward, and upward moves, emphasizing the importance of taking risks and believing in one’s ability to learn and grow in new roles.

The Role of Confidence (07:01): Tiffani highlights the need to build a ‘confidence muscle’, stressing that confidence, like any skill, needs to be developed and strengthened over time.

Importance of Employee Experience (14:21): In her book, “The Experience Mindset,” Tiffani underscores the critical link between employee satisfaction and customer experience, advocating for a balanced approach to both.

Actionable Strategies for Companies (17:31): Tiffani advises companies to align metrics for customer and employee experiences, journey map the employee processes underlying customer interactions, and action insights from employee surveys to foster a healthier workplace.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you, your team, or organization in any way.

Cheering you on, always!
--Sheryl

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Have you ever found yourself in a meeting, presentation, or other high pressure conversation, emotions are running high, and you’re thrown off your game? Whether you’re negotiating a raise, a new role, or to gain buy-in from your leadership, the ability to negotiate under pressure is a vital skill to have in your tool belt. Let’s explore some key strategies from the Fearless Female Leadership framework that can empower you to handle emotionally charged conversations and high-stakes negotiations and ensure that you are heard, valued, and respected in the moments that matter...

The Three Critical Steps: The Fearless Female Leadership Framework emphasizes clarity, confidence, and influence. These are foundational to any successful negotiation, especially ones that are or have the potential to be emotionally charged.

World-Class Preparation with the ABC Prep Sheet: Just like Olympians, leaders should prepare comprehensively for crucial conversations. The ABC Prep worksheet encourages thinking through various outcomes and ensures you’re never caught off guard.

Download the ABC Prep Sheet.

Understanding the Difference Between Worry and Preparation: It’s vital to distinguish between worrying about potential outcomes and preparing for them. Effective leaders focus on the latter, ensuring they are mentally and tactically ready for any negotiation scenario, good or potentially bad.

Prioritizing Mental Readiness Over Emotional Responses: The video stresses the importance of mental readiness over emotional reactions. Preparing for various negotiation outcomes ensures emotional agility, so you can access your best performance and outcome.

If I can help you or your team for a speaking event, one on one coaching, or if you’d like to know more about how your company can become an early adopter of the Fearless Female Leadership enterprise journey, please email info@sherylkline.com.

Cheering you on always and to your next level of impact and joy!
- Sheryl

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I had the pleasure of speaking with Jane Boulware, the Chief Marketing Officer and acting Chief Strategy Officer at The Gottman Institute, Chairman of the Board (or I should say Chairwoman) for the Boys and Girls Club, former top 150 Microsoft executive, and now author!. Jane recently shared her journey and valuable lessons from her life and from her book, ‘Worthy: From Cornfields to Corner Office of Microsoft’.

Her experiences, from overcoming poverty and self-doubt to achieving executive roles at Microsoft, offer powerful insights for female leaders and emerging leaders. Jane’s book, "Worthy," is not just about her ascent; it's a testament to overcoming personal and external limitations and embracing one's true potential.

Key Takeaways:
Inspiration Behind "Worthy" [00:01:12]: Jane discusses her motivation for writing her book, emphasizing overcoming external limitations and self-imposed barriers, and the importance of helping others ascend in their careers.

Advocating for Change [00:03:16]: She discusses the need for changing the representation in leadership roles and the responsibility of successful individuals to uplift others.

Overcoming Self-Doubt [00:04:19]: Jane reflects on her struggles with imposter syndrome and her journey to embracing her strengths and authenticity, encouraging readers to overcome their own internal limitations.

Vulnerability as Strength [7:00]: Jane shares the challenges she faced while writing the book, including questioning her own story's significance and deciding how openly to share her experiences.

Embracing Self-Worth [10:46]: Jane stresses the importance of recognizing one's worthiness and encourages listeners to pursue their aspirations without seeking external validation or permission.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even bigger voice and impact with your leadership, be sure to join our Fearless Female Leader community at www.sherylkline.com, or please email me directly at info@sherylkline.com if I can help you or your team in any way!

To your next level of impact and joy,
Sheryl.

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Last Fall, I had the honor of being interviewed by George Sifakis, the CEO of Ideagen, for their 2023 Global Acceleration Summit. The summit’s focus? Assessing the progress of the United Nations’ 17 Social Development Goals at the halfway mark to 2023.

It was a riveting experience, and I’m thrilled to share some key takeaways with you:

Key Takeaway 1: The Importance of Mental Toughness in Leadership
Think about one person who has inspired you. Chances are, they exhibited a level of mental toughness that drew you in. During the interview, we dove into the concept of mental toughness, especially for women in leadership. It’s not just about being resilient; it’s about being emotionally agile and prepared for any situation. I’ve even been studying FBI hostage negotiations to equip leaders with the skills to be heard, valued, and respected.

Key Takeaway 2: The Role of Personal Stories in Shaping Leadership
Personal stories aren’t just for memoirs; they’re the backbone of authentic leadership. I shared the story of my mother’s dream to save three species of owls, a mission that sadly ended with her passing and the extinction of those species. It’s a poignant reminder that we all have unique gifts and missions. Our stories shape us and can catalyze change in the world.

Key Takeaway 3: The Power of Big, Audacious Goals
Step outside of YOUR comfort zone and dream big. At the Zone Lab, we don’t work from SMART goals; we work from Big, Audacious, Crazy Goals. Whether you’re two to six years from an exit or just starting your leadership journey, it’s crucial to set goals that stretch your imagination and capabilities. Then, work backward to make them a reality.

Key Takeaway 4: The Need for Cross-Sector Collaboration for SDGs
The summit itself was a testament to the power of collective action. Organizations and individuals from across the globe came together to share initiatives and success stories in pursuit of the SDGs. It’s a reminder that no one can do it alone. Collaboration is not just a buzzword; it’s a necessity.

Let’s Take a Step Together
So, what’s your big, audacious goal? And how can you collaborate to make it a reality? As we assess the progress of the SDGs at this critical midpoint, let’s also take stock of our personal and collective goals. Let’s have a call or connect in other meaningful ways to discuss how we can accelerate not just global development but also our personal growth.

Cheering you on always!
-- Sheryl

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https://www.sherylkline.com/blog/building-your-authentic-brand-interview-with-cheryl-cook

In case you missed my interview with the incredible Cheryl Cook, Senior Vice President at Dell Technology, here are some key takeaways, or you can watch the entire interview above:

• Embracing Challenges and Risks: Moving across the country at 21, Cheryl’s career is a testament to the growth that comes from stepping out of one’s comfort zone and embracing new challenges.
• Navigating the Zigzag Path to Success: Her path to becoming a Senior Vice President was a series of opportunities and lessons, highlighting the importance of being open to new experiences.
• Courage Over Fear: A key element in Cheryl’s success has been recognizing fear and choosing to move forward regardless, a trait essential for effective leadership.
• Authenticity in Personal Branding: Cheryl stresses the importance of authenticity in building trust and credibility, crucial for establishing strong professional relationships.
• Trusting Your Instincts: Cheryl advises trusting your gut, especially when making critical decisions, as our instincts often guide us accurately.
• Leaning into Opportunities: In a constantly evolving industry, Cheryl encourages embracing change and taking calculated risks to uncover new growth opportunities.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence to have an even greater voice and impact, be sure to join our Fearless Female Leader community at www.sherylkline.com or click here to schedule a time and let's chat.

Cheering you on always,
- Sheryl

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Leadership journeys are often marked by crossroads demanding introspection and bold choices. I recently had the privilege of discussing this with Gavriella Schuster, a true trailblazer in female leadership.

Key Takeaways from our conversation:

• Feeling torn at career junctures is normal and part of growth.
• The value of having a roadmap, like the Fearless Female Leadership Journey, during major career transitions.
• The importance of clarity and confidence in navigating new paths.
• The role of a coach in guiding and supporting through these transitions.

Our chat was not just about sharing experiences but empowering women leaders facing similar paths. If you're at a career crossroad, know that you're not alone. The journey ahead, though filled with uncertainties, can be navigated with clarity and purpose.

Feel free to share your thoughts or reach out if you're contemplating what's next in your leadership journey. Let's embrace these crossroads together!

LeadershipDevelopment #WomenInLeadership #CareerTransition #EmpoweringWomen #FearlessFemaleLeadership

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Enjoy the podcast, or you can view my video here: https://www.sherylkline.com/blog/mental-preparation-prior-to-influencing-under-pressure

Navigating high-pressure situations in the corporate world demands more than just skill - it requires mastery in the art of influence. As leaders, especially women leaders, it's essential to communicate with clarity and impact.

Introducing the "ECO" Mindset Model – a transformative approach to influencing under pressure:

• "E"mpathy: Step into their shoes. Understand their pressures and motivations.
• "C"uriosity: Cultivate genuine interest in their perspective, wrapped in compassion.
• "O"ptimism: Envision the best outcome. Let positivity guide your decisions.

Interested in refining your influence skills or seeking guidance on your leadership journey? I’m here to support and guide you. Feel free to send me a message for insights on leadership and influence – let's elevate your leadership together.

LeadershipDevelopment #Influence #WomenInLeadership #EcoMindsetModel #CorporateLeadership #FearlessFemaleLeader

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If you have not met Michelle Ragusa-McBain, this will be your chance to get up close with a distinguished and influential female leader in the global technology channel, a relationship-builder extraordinaire, and an all-around fun and compassionate human being! Michelle's journey, marked by resilience and determination, has been nothing short of remarkable. From her family's immigration to the United States to her groundbreaking achievement as the first in her family to attend college and earn an MBA, her story is a testament to the power of unwavering commitment.

In this conversation, Michelle dives into the intricacies of her career path, being a mother, and emphasizing the importance of adaptability and the pursuit of purpose in the tech industry. Her wisdom transcends her own experiences, offering invaluable guidance for those seeking to leave their mark in the world of technology.

Here are the key takeaways from the interview:

• The Power of Resilience (00:01:31): Michele's upbringing, marked by her grandmother's mental health struggles and her mother's experience with domestic abuse, demonstrates how challenges can shape one's character and resilience.
• Finding Purpose in Technology (00:07:18): Michele's journey into the tech world was driven by her desire to make a positive impact on people, companies, and the world, highlighting the significance of aligning one's career with a sense of purpose.
• Embracing Change and Taking Risks (00:09:46): Michele emphasizes adaptability, courage, and the willingness to take risks, encouraging women not to fear the unknown and to give themselves grace in their career pursuits.
• Mentors, Champions, and Sponsors (00:16:18): Michelle distinguishes between mentors and sponsors and stresses the importance of having champions who can advocate for you when you're not present, underlining the value of a strong support network.
• Achieving Work-Life Integration (00:19:10): Michelle underscores the importance of investing in relationships, making tough choices, and seeking integration rather than a perfect balance between work and personal life for professional success and personal fulfillment.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence for even greater change, be sure to connect with me on LinkedIn and join our Fearless Female Leader community at www.sherylkline.com.

Finally, if I can help you or your team to decide and create a plan for ‘what’s next’, to gain FBI-level influence, or to learn a sustainable high-performing workflow, please email me directly at info@sherylkline.com.

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You've dreamed it, you've planned (or envisioned) it, and now it's time to just do it! Execution is where the rubber meets the road. It's the culmination of your vision and planning. But remember, achieving a dream is a marathon, not a spring. Consistency, discipline, and accountability are your best allies… And I’m here to help!

Here are 4 things to keep in mind when setting out to achieve your dream, your next level of impact, and your Olympics!

Metrics Matter: Track AND Celebrate Your Progress
I’m not a data girl, however, I’ve experienced the challenges of not doing this as well as the triumphs when I’m consistent. It's not enough to rely on gut feelings or anecdotal evidence. Utilize Key Performance Indicators (KPIs) that are directly aligned with your goals. This data-driven approach will not only keep you accountable but also offer actionable insights. It allows you to make informed decisions, optimizing your strategies for better outcomes.

Adapt and Overcome: The Power of Being Agile
Life is unpredictable, and even the most well-thought-out plans can face challenges. I’m all about routines and staying committed to a plan, but rigidity can cause undo stress and frustration. Being adaptable doesn't mean you're straying from your goals; it means you're agile enough to navigate unforeseen circumstances. When you encounter obstacles, view them as learning opportunities. Assess, adapt, and continue to move forward with renewed hope.

Celebrate the Milestones: Small Wins Lead to Big Victories
The path to achievement is filled with various milestones, each deserving of recognition. Celebrating these small victories does more than boost morale; it validates your strategy. It's a tangible sign that you're making progress, and it can serve as a motivational fuel to propel you toward your larger goals. If you’re like me, this is a work in progress, so be sure to have an accountability structure in place for this if you need it:).

The Journey Can Be Circuitous, But It Can Still Get You to Where You Want to Go
While the end goal is the achievement of your dream, the journey holds its own set of invaluable experiences. Each step you take informs you of new skills, broadens your network, and contributes to your personal growth. The journey shapes you, preparing you for bigger challenges and greater successes.

You are ALREADY doing a great job, and I’ll be cheering you on for what’s next in the New Year!

If I can help you or your team in any way via coaching, speaking, enterprise digital training, please reach out to me directly at info@sherylkline.com!

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As we prepare for the new year, it’s a great time for reflection and introspection. The year 2023 has been a remarkable journey, not just in terms of the challenges we faced but, more importantly, in the lessons we learned and the growth we experienced. This year has been a testament to our strength, adaptability, leadership, and resilience, particularly in the face of unprecedented challenges. It was a year that not only tested us but also highlighted our unique capabilities as women in leadership roles.

These insights have shaped our approach, honed our skills, and prepared us to lead with more conviction and impact. Here are the top five lessons that have been particularly resonant, each shaping our path toward a more empowered and influential future.

• Embrace the Power of Dreams and Vision: This year has underscored the importance of dreaming big and aligning those dreams with our values and vision. As female leaders, we’ve seen the power of visualization and ambition in turning aspirations into reality. It’s about stretching the imagination beyond current circumstances and daring to envision what could be, not just for ourselves but for those we lead and inspire.
• Transform Disappointments into Opportunities: One of the most valuable lessons learned is the art of resilience and adaptability. When faced with disappointments, like unexpected changes or setbacks, our ability to pivot and find new opportunities has been crucial. It’s not just about bouncing back; it’s about bouncing forward, using these experiences as stepping stones towards greater achievements.
• Leverage Collaboration and Partnerships: The transformative power of collaboration and partnerships cannot be overstated. This year has shown that by working together and combining our strengths, we can amplify our impact and achieve more than we could alone. Whether it’s in a professional setting or within our communities, the synergy created through collaboration has led to innovative solutions and expanded opportunities.
• Develop Influence in Challenging Situations: Gaining influence, especially in emotionally charged or high-stakes situations, has been a critical skill. From speaking up for ourselves to navigating complex negotiations, the ability to understand others’ perspectives, express empathy, and collaboratively find solutions has been instrumental in achieving successful outcomes.
• Cultivate Clarity During Uncertainty: In a year marked by change and uncertainty, finding clarity and moving forward with confidence has been essential. This involves understanding our core values, recognizing our strengths, and taking decisive steps towards our goals. It’s about creating space for reflection and being proactive in shaping our paths, even amidst uncertainty.

As we look ahead, these lessons form the foundation for continued growth and success. They remind us of our resilience, our capacity for collaboration, and our ability to influence and lead in times of change. Here’s to carrying these insights forward and building on them in the years to come.

Remember, you are limitless! Embrace these lessons, and let’s continue to rise together, making a lasting impact in our cultures, companies, and beyond.

I’m cheering you on always, and I’m here to help you, your team, or organization for your most impactful year yet! Please email me directly at info@sherylkline.com and let's have a chat.

Enjoy the holidays and have a very Happy New Year!
--Sheryl

P.s. Join our Fearless Female Leader community at www.sherylkline.com.

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It was such an honor to spend time with Laura Guio, a powerful and influential leader with a 30-year career at IBM. Laura joined us from Copenhagen, Denmark to share her journey, filled with invaluable lessons, challenges, and the wisdom she gained along the way.

Laura dives into the nuances of building a successful career, the importance of adaptability, and the art of maintaining a strong personal brand. Her insights are not just reflections of her professional journey but also serve as guiding principles for anyone looking to make their mark in their career.

KEY TAKEAWAYS FROM THE INTERVIEW:

Embrace Continuous Learning and Role Versatility (02:15): Success often comes from the willingness to learn and adapt. Taking on various roles to understand different aspects of a business can be more beneficial than excelling in just one area. Being versatile and competent across multiple domains often outweighs being a specialist in a single field.

Cultivate a Strong Personal Brand (05:04): Knowing what you want to be known for and protecting your brand is crucial. This involves being conscious of how you treat people, your decisions, and how you’re perceived, which collectively contribute to your professional identity.

Value Direct and Honest Communication (07:29): Effective communication, especially in challenging environments, requires being straightforward yet respectful. This approach helps in navigating complex professional landscapes and contributes to long-term success.

Importance of Self-Awareness and Inner Voice (8:38): Understanding one’s strengths, weaknesses, and personal values is crucial for making informed career decisions and maintaining authenticity. Listening to your inner voice and being self-aware can guide you through your career journey.

Treating Everyone with Respect and Kindness (22:01): As Laura Guio learned from her father, treating everyone from the janitor to the CEO with the same level of respect and kindness is essential. This approach not only fosters a positive work environment but also reinforces a leader’s integrity and humanity.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence for real change, be sure to connect with me on LinkedIn, AND to learn more about how to build the mindset and influence for real change, join our Fearless Female Leader community at www.sherylkline.com.

Finally, if I can help you or your team to decide and create a plan for ‘what’s next’, to gain FBI-level influence , or to learn a sustainable high-performing workflow, please email me directly at info@sherylkline.com.

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Lynne Thornton, SVP Channel Acceleration at JSG, is a seasoned professional known for her insights into career growth and networking strategies. In this conversation, she shares valuable advice on building meaningful connections and amazing wisdom on how to advance your career. Lynne emphasizes the power of networking with a giving approach, the influence of suggestion, and the importance of leaning into your adaptable skills.

KEY TAKEAWAYS

Networking with a Giving Approach (03:22):
Lynne Thornton emphasizes the significance of networking, highlighting that the act of giving within professional circles can lead to unexpected opportunities and collaborations.

Power of Suggestion (06:43):
Explore the “power of suggestion” as a valuable tool, encouraging individuals to clearly communicate their career goals and intentions to create opportunities.

Skills are Transferable (11:19):
Recognize that skills are transferable across different roles and industries, promoting opportunities to explore new career paths.

Visibility Through Giving (14:51):
Lynne underscores the importance of becoming more visible through giving, suggesting that offering assistance within one’s team or organization can positively impact one’s reputation.

Flexibility and Openness (17:24):
Embrace flexibility and openness to new opportunities, even if they deviate from your original career plan, as they can lead to fulfilling and unexpected career outcomes.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence for real change, be sure to connect with me on LinkedIn, AND to learn more about how to build the mindset and influence for real change, join our community at www.sherylkline.com.

Finally, if I can help you or your team to decide and create a plan for ‘what’s next’, to become more influential with leadership, or to learn a sustainable high-performing workflow, please email me directly at info@sherylkline.com.

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As we navigate Q4 of 2023, often we’re focused on ‘hitting the number’ or making a big decision. While important, it can be a great time to take a step back and focus on the first pivotal step to achieving ‘what’s next’: Dreaming.

Dreams as Drivers: Your gut and your heart are very wise, but we’re often too busy, anxious, or distracted to hear the wisdom of our internal compass. It may be time to slow down before you can speed up.

No Limits: Aim high and boldly; stretch your imagination beyond your current circumstances. The world is in desperate need of courageous heart-centered leaders who are ready to feel what’s next and go all in.

Personalized Dreams: Your dreams are uniquely yours, reflecting your values, priorities, and vision. Take the time to slow down and right the ship if you feel a bit off course or if your pace is not sustainable.

Dynamic Nature of Dreams: Keep your dreams active and dynamic, updating them to align with your growth and with your highest sense of integrity.

Dreaming about ‘what’s next’ (rather than planning:) can be the spark that ignites progress and innovation. So, as we wrap up this year and look forward to the possibilities in 2024, I invite you to dream big, dream bold, and dream in full, vivid color.

Stay tuned for the next part of the series where we’ll delve into the ‘Plan’ phase. Here’s to gaining clarity on what’s most important for the remainder of the year and beyond!

If you have any questions or if I can help you or your team in any way, please reach out directly to info@sherylkline.com.

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Christine Kiefer, Senior Vice President at Experis/Manpower Group, embodies the qualities of adaptability, inclusive leadership, and dedication to excellence.

In this interview, Christine dives into the challenges she has encountered, the transformative moments that have shaped her remarkable career, and the profound importance of fostering diversity within organizations.

**KEY TAKEAWAYS

KPIs Don’t Always Reflect Satisfaction:** KPIs (Key Performance Indicators) may show success on paper, but they don’t necessarily reflect client or employee satisfaction. Sometimes, despite meeting KPIs, clients may not feel they are receiving the expected value. (Timestamp: 16:05)

Importance of Sponsorship for Women: Sponsorship, which actively supports and promotes individuals, is crucial for women’s career advancement. Having a mentor is not the same as having a sponsor, and many women feel they lack sponsorship opportunities. (Timestamp: 19:07)

Benefits of Diverse Leadership: Companies with diverse executive teams, including women in leadership roles, are 21% more likely to be profitable. Diverse leadership brings a variety of perspectives and ideas that contribute to better decision-making and profitability. (Timestamp: 26:01)

Listening to Employee Needs: Listening to what employees, including women and women of color, want and need is essential. Providing flexibility, such as hybrid or remote work options, can help attract and retain diverse talent. It’s crucial not to roll back the clock on management styles. (Timestamp: 29:35)

Mismatch Between KPIs and Employee Sentiment: Companies should look beyond KPIs and conduct listening sessions or employee surveys to understand the potential mismatch between metrics and how employees feel. This feedback can help adapt interactions with the workforce and leverage the diverse talent within the organization. (Timestamp: 33:56)

Listen to Sheryl's interview with Christine Kiefer above... or download the transcript.

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Have you ever prepared impeccably for a big moment, and then something out of your control goes horribly wrong?

Just a few weeks ago, I had the honor of being a Mega Session speaker at the 2023 CREW Network (women in construction) Convention in Atlanta, Georgia. The room of 500 was packed, super engaged audience. Amazing!

But what happened next was nothing short of terrifying AND magical. The audio, crucial for the interactive finale of my talk, failed. The A/V team came up, but could not fix it.

Should I start singing Alicia Keys, ‘This Girl is On Fire’. Bad idea, considering my vocal ability. I decided to do the finale, an interactive visualization activity, without music. Not ideal, but the show must go on.

Then, an attendee in the session came to the stage and handed me her phone, and said, ‘HOLD THIS TO YOUR MIC!’. She had pulled up ‘This Girl is On Fire’ on Spotify.

Everyone clapped and stood up as I led them through the visualization finale with a phone held to my lavalier!

Honestly, this speaking event could not have turned out better. It was impactful, entertaining, and exemplified the topic that I covered ‘How to Defuse Emotionally Charged Situations and Remain Highly Influential’.

I am forever grateful for the opportunity to partner with the CREW Network for their national conference, and of course to the quick thinking woman in the front row who handed me her phone!

Whether a speaking event, a meeting, interview, or any other unexpected turn of events, there will be obstacles. If you can be open to the unexpected and stay emotionally agile, the outcome may be even better than you expected.

Here are a few strategies that may help you do just that:

Embrace the Unexpected

We've all been there, right? The moment when something goes awry, and we're tempted to throw in the towel. But let's take a step back and think about the courage and resilience we've tapped into throughout our lives. The unexpected can be a gift, a chance to create something even more memorable. In my case, the absence of audio turned into an unforgettable, room-energizing experience.

Leverage the Power of Community

When the woman in the front row pulled up the missing Alicia Keys song on her phone and suggested I hold it to the mic on my shirt, I thought, "Why not!" and went for it. The room erupted with energy, transforming a potential hiccup into a highlight. It's a testament to the collective strength we often overlook. Your team, your community, they're not just spectators; they're potential problem-solvers and contributors.

Stay Committed to Your Vision

It would have been easy to apologize and end the session, but I knew the value of that final segment. I had a vision, and I was committed to seeing it through. When you're clear about what you want to achieve, minor setbacks won't derail you. They become mere bumps on the road to your destination.

Adapt and Overcome: Mental toughness is about resilience and ingenuity, qualities every leader needs. It’s not about being perfect, it’s about how you adapt to adversity. Rather than worry about something going wrong, use that energy to practice and prepare. When you’ve done your best preparation, learn to lean into any imperfections that may arise and commit to crossing the finish line with your best performance.

So, the next time you find yourself in a less-than-ideal situation, remember these lessons. You're more resilient and resourceful than you give yourself credit for. And if you ever doubt it, just think back to this story. Take control of your narrative and tap into the best version of you.

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In case you missed my LIVE interview with the phenomenal Brenda Hudson (Senior Vice President Commercial Sales, Sales Enablement, Learning and Development at Insight), here are a few of the wisdom gems she shared:

• Tuck away all the behaviors you’ve experienced that will not exhibit.
• Have grace, honesty, clarity, and compassion.
• Be sure to share ‘why’ you’re sharing the feedback you are.
• Exhibit gratitude for the recipient of the conversation.
• An inability to build trust will restrict your elevation in your career and in life.
• Listen, be authentic, and align your actions with your words to build that trust.
• Don’t be afraid to speak up and go against the grain when it’s a win/win/win for the other person, you, and your company.

To be notified for future interviews, be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com.

limitlessleader​​ #womenwholead​​ #sherylkline​​ #insight

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Many times, to have an even greater impact in our roles, we need to partner with others, especially with our leadership. Having a bigger voice and gaining buy-in from your leadership, especially when there are many competing interests can be tough.

Today, I want to share an exciting sneak peek in my journey—one that shares the transformative power of collaboration and partnerships. It's a story about how I came to join forces with Rali, a remarkable software company that shares my passion for fostering positive change. Through this experience, I have learned the profound importance of collaboration and the potential they hold to unlock limitless possibilities. Join me as I recount the steps that led me to this decision which just may help you as well!

But first, I wanted to share that the Fearless Female Leadership journey was initiated because of some not so easy to swallow constructive criticism. So, the next time you receive constructive criticism (from someone who has your best interest at heart), focus on the lessons learned rather than the initial sting of what you hear :)

A little over a year ago, I was honored to lead a live virtual event for Insight Enterprise’s ‘Women with Insight’ ERG. It was a smash hit with record breaking attendance and engagement. So much so that the organizers at Insight were interested in possibly white labeling my digital content.

After they carefully reviewed it, there was one major problem. It was the quality of the platform and how interactive it was (or was not I should say). ‘We love your Limitless Leader program, but it’s not in alignment with the quality of our current offerings' (aka: The quality was not enterprise level.)

Many hours of thought, research, and redesigning later, the Fearless Female Leadership digital journey is about to be born. This collaboration with the software company, Rali is a leap of faith, terrifying, exciting, and exhilarating all wrapped up in one, and your questions, struggles, and triumphs have shaped the curriculum along the way.

We, the Fearless Female Leader community, are on track to empower over 10,000 female leaders and emerging leaders to be even greater heard, valued, and respected agents of change.

Since you are part of the FFL community, you’ll be receiving sneak peeks along the way including behind the scenes photos from my filming day.

For now, I’d like to share a bit about the transformative power of collaboration, partnerships, and how it can help us overcome self-doubt, and amplify our impact. Whether creating enterprise partnerships or partnerships with individuals, here are a few strategies that have helped me amplify my voice which can also help amplify yours:

1. Leveraging Complementary Strengths
Collaboration allows us to leverage our complementary strengths. Just as Rali and I combined our expertise, think about the strengths you can bring to a partnership and the strengths others can bring to you. By combining these strengths, we create a synergy that fuels innovation, fosters growth, and delivers exceptional results for our clients. Collaboration is about recognizing the unique value that each party brings to the table and leveraging these diverse skills and experiences to create something greater than the sum of its parts. It's about creating a powerful blend of skills and perspectives that can drive us towards our shared goals.

2. Expanding Boundaries and Opening New Doors
Partnerships have the power to push boundaries and open new doors of opportunity. Through collaboration, we can venture into unexplored territories and reach industries and individuals we might not have been able to reach alone.
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Aleta Jeffress, Senior Vice President at CGI, is a seasoned professional with a diverse array of experiences who embodies the principles of continual learning, discipline, and the power of a positive mindset. From her emphasis on the importance of professional growth to her insights into building and nurturing successful teams, Aleta's journey stands as an amazing example for those aiming to succeed in our new work climate.

In this insightful interview, Aleta dives deep, offering a fresh perspective on leadership, mindset shifts, and the art of team-building. As you listen, you'll find Aleta's wisdom not just enlightening but also a compelling call to action.

TIMESTAMP:

[7:40] Continual learning and professional growth
[11:43] The importance of discipline and consistency
[12:41] Shifting from a lack mindset to an abundance mindset
[16:04] Building and nurturing a successful team
[24:20] Focusing on your wins

KEY TAKEAWAYS

Continual Learning and Professional Growth: It's crucial to commit to lifelong learning and consistently update yourself with the latest industry trends. This not only ensures you remain competitive but also enhances your marketability in an ever-evolving professional landscape.

The Importance of Discipline and Consistency: Discipline and consistency are not just buzzwords; they're foundational to your success. By maintaining a steady focus and persisting even when faced with obstacles, you set yourself up to achieve your goals and navigate challenges more effectively.

Shifting from a Lack Mindset to an Abundance Mindset: Transitioning to an abundance mindset can be transformative for you. Instead of seeing limitations, this mindset encourages you to see a world filled with opportunities, fostering a more positive outlook and paving the way for personal and professional growth.

Building and Nurturing a Successful Team: Building a successful team goes beyond just hiring the right people. It's about understanding and valuing each member's unique strengths and aspirations. By genuinely caring and supporting your team members, you create an environment where everyone thrives.

Focusing on Your Wins: As a woman, you might often be overly critical of yourself. This is a conscious work in progress for me too! However, it's essential to recognize and celebrate your achievements. Regularly documenting and reflecting on your successes can boost your confidence and provide a clearer perspective on your journey.

To stay up-to-date with future interviews and gain valuable resources on building a mindset and influence for real change, be sure to connect with me on LinkedIn, AND to learn more about how to build the mindset and influence for real change, join our community at www.sherylkline.com

Finally, if I can help you or your team, please email me directly at info@sherylkline.com

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As we move forward in this dynamic year, full of twists, turns, opportunities, and challenges, it's not uncommon to find ourselves in the thick of things. We're so often swept into the whirlwind of our immediate tasks and short-term goals that we might lose sight of our broader objectives.

As the year feels like it’s zipping by, you can slow time and take back control to create the triumphs you’d like to see AND how you’d like to feel.

This is the moment to get crystal clear on how you want to wrap up the year, how you want your leadership story to unfold, and what milestones you want to achieve.

There’s a powerful and proven tool that can help you take back control of the remaining weeks in the year and reach your desired destination: Clarity.

Here are 3 key insights from my new enterprise digital journey, Fearless Female Leadership which will be released later in the year. Clarity is where your journey starts, and these should help you to plan a successful year-end and beyond.

Insight #1: Begin with the end in mind

Decide how you want the year to wrap up, placing control firmly in your hands over the things that truly matter for your career, family, relationships, and of course for your wellness/how you want to feel.

Insight #2: Harness your Integrity

Part of clarity is knowing your highest sense of integrity, your 'North Star' keeping you grounded and authentic. This involves being honest with yourself about your values, strengths, and areas for growth, and honoring these truths in all your decisions and interactions.

Reflect on your aspirations. What do you want to achieve? What impact do you want to make? And importantly, what values do you want to uphold? Make these tangible, write them down, these are your guiding lights.

Insight #3: Turn your Aspirations into Actions

Now, let's make those high-level aspirations concrete. What specific steps can you take to steer towards your end-year goals? These might be key projects to initiate, relationships to nurture, or personal milestones to meet.

Remember, it's not always about giant leaps, often it's the small, consistent steps that lead to transformative change. Celebrate each victory along the way, as each one brings you closer to your goal.

Insight #4: Share your Vision

With your newfound clarity, let your team, friends, or family in on your vision. Their understanding and support will be pivotal in your journey, and in turn, they may find their own clarity.

To sum it all up, clarity provides us the control to steer through chaos and uncertainty. It sharpens our focus on what truly matters, enabling us to proactively shape our year-end triumphs. So let's chart our course together.

As always, I'm here for you. If you're finding it tough to gain clarity or outline your year-end strategy, I got you! You can schedule a time here.

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Coletta Vigh, former head of Head of Worldwide Channel Strategy and Growth Initiatives for Check Point Software Technologies, is a testament to the power of adaptability, cultural immersion, and relentless pursuit of excellence. From her early days in the hospitality sector in Japan to her pivotal role in shaping global channel strategies, she has consistently demonstrated the importance of a positive mindset and the value of diverse experiences.

In our discussion, Coletta dives deep into the challenges she faced, the pivotal moments that shaped her amazing career, and the significance of fostering diverse teams. Whether you're an emerging professional or a seasoned expert, Coletta's insights will undoubtedly inspire and provide valuable lessons for all.

TIMESTAMPS:

6:27: Comfort zone: The conversation shifts to the importance of stepping out of one's comfort zone

8:48: Positive mindset- Coletta emphasizes her positive and persistent approach to challenges.

11:57: Hire smart - Coletta speaks on the significance of diverse teams and creating safe environments.

16:08 - Management: Coletta shares her approach to managing potential disruptions in meetings.

17:47: Set the stage - The discussion turns to setting the stage for meetings and ensuring inclusivity.

KEY TAKEAWAYS:

• Positive mindset is key. Understand your goals and drive towards your goals with a positive mindset.
• Positive as well as persistent. Keep striving towards your goals, even when you hear the word ‘no’. If you do something that’s not correct then ask the right questions: so how do I do that?
• You can’t do everything yourself, so hire smart. Your idea that starts as a seed can grow and flourish with the right people supporting you and contributing.
• Set the stage: Let the team know your intentions for a meeting and what you are looking to achieve. Prep new hires on what meetings are for and how they work. Create safe spaces for your team to come together.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence for real change, be sure to connect with me on LinkedIn, AND to learn more about how to build the mindset and influence for real change, join our community at www.sherylkline.com.

Finally, if I can help you or your team, please email me at info@sherylkline.com

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If you find yourself worried about how to motivate your team you're in good company. This challenge has been on the minds of many lately, and it's a topic I've repeatedly addressed with my clients. In fact, I recently sent out a message sharing strategies to take on these very concerns.

Since this subject is so vital, I wanted to share these transformative tips that have made a real difference for the teams I've been working with.

Based on the last 30 years of high performance research, here are a few strategies to help teams stay motivated and navigate through these uncertain times.

1. Acknowledge and Validate the Struggle (With a little levity if possible!)Acknowledge and validate your team’s challenges. Having a little well placed humor can help as well. If a target looks crazy, say it! Lean into the discomfort. Embracing the struggle together creates an environment where it's okay to acknowledge that things are tough. It humanizes the experience and sets a positive tone for what lies ahead.

2. Focus on Process GoalsWhen the overall goals seem unreachable, it's easy for despair to set in. Shift the focus from unreachable revenue targets to process goals, those everyday tasks that are within your team's control. Concentrate on actions such as the number of calls made, the initiatives pushed forward, or the strategies devised. By focusing on achievable and measurable process goals, you inject a sense of control and empowerment back into your team's mindset, enabling them to engage and move forward with confidence.

3. Celebrate Process Goals and Encourage AccountabilityCelebrating big wins is a given, but what about the small steps that lead to those wins? Emphasize the importance of process goals and the celebration of these achievements. Create an environment where team members can openly share their commitments, accomplishments, and even failures. Encourage accountability partnerships and foster a space where honest conversations can lead to course corrections or accelerated successes. The celebration of these "small wins" instills a sense of progress and maintains momentum.

4. Make Teams Feel Cared ForPeople want to feel seen, heard, and cared for. During disruptive times, it becomes crucial. Asking questions that make your team feel cared for can help. Here are a few examples:

"What do you need from me?" or "How can the company support you better?"Validate their feelings, acknowledge their efforts, and offer tangible support. Communicate your belief in them and their abilities. |

If you have any questions or if I can help you or your team in any way, please reach out directly to info@sherylkline.com.

Cheering you on always!
-- Sheryl

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So many times, whether in a professional setting or personal life, having influence or getting through to someone that you're in disagreement with can seem like an uphill battle. I know I've wrestled with it, and from my recent message to my client about these very challenges, it's clear many others do too. But since this is such an important topic, I didn't want to stop there. I wanted to share these insights with you as well.

When emotions are running high, conversations can quickly escalate into conflict, leaving both parties feeling frustrated and misunderstood. But it doesn't have to be that way. There are strategies we can all learn to communicate more effectively, even in the most emotionally charged situations. These strategies are not about manipulation but about understanding, empathy, and collaboration.

Whether you're trying to negotiate at work, talk to a family member about a sensitive topic, or have any crucial conversation that's potentially emotionally charged, these steps can help you connect and have a more successful dialogue. Here are a few key takeaways that can help.

1. Get Out of Your Head and Into Theirs
Understanding the other person is the cornerstone of effective communication. This means stepping out of your mindset and attempting to view the situation through their eyes. What pressures or fears might they be experiencing? By actively thinking through their potential stress or pain, you're developing what's called strategic empathy. It's not merely imagining what it's like to be them but thinking as if you are them. This shift in perspective can lead to more compassionate and effective communication.

2. Express Gratitude and Connect
Starting a conversation, especially a challenging one, on a positive note can pave the way for successful dialogue. Whether thanking them for their time in a professional setting or expressing love or care in a personal one, this initial connection builds rapport and trust. It's not just about saying the words; it's about genuinely appreciating the opportunity to engage and connect.

3. Acknowledge and Validate Their Perspective
Recognition goes beyond mere understanding. It's about validating the other person's feelings or viewpoints with empathy. By using a "seems like" statement, such as "It seems like this issue is incredibly important to you," you're acknowledging their feelings without judgment. This step can foster a feeling of respect and mutual understanding, making the conversation more constructive.

4. Share Your Perspective and Ask a No-Oriented Question
Sharing your perspective and making your request is a critical step in the conversation, and how you approach it can make all the difference. Start by expressing your thoughts and needs clearly, then frame a "no-oriented question." This is a key teaching of Chris Voss, former FBI hostage negotiator. A ‘no oriented question' such as "Would it be unreasonable if...?" or "Would it be completely out of the question if...?" allows the other person to feel in control and opens the door for collaboration. It’s a strategic nudge to where you want him/her to go.

The Result: Collaborate on a Solution
After implementing the four key takeaways, the stage is set for collaboration. This phase isn't about winning or losing; it's about working together towards a shared goal. By actively involving the other person in the problem-solving process, you foster cooperation and trust.

The outcome goes beyond resolving the issue at hand; it's about enhancing communication, building connections, and paving the way for successful future interactions. Empathy and respect cultivated through the preceding steps, make it more likely you’ll be heard and gain buy-in.

If you have any questions or want further guidance. I'm here to help!

Cheering you o

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If you missed my live interview on building innovative and profitable teams with Susan O'Sullivan, a seasoned executive and VP US Diversity, Equity, and Inclusion at IngramMicro, here are a few of the main takeaways. With a wealth of experience and a passion for empowering teams, Susan offers invaluable insights and practical strategies for aspiring leaders who strive to create impactful and high-performing teams.

During our interview, we discussed the essential elements that contribute to team success. Whether you're a budding leader or a seasoned professional, Susan's wisdom will inspire you to cultivate an environment of collaboration, courage, and continuous growth.

Time Stamp:

(4:40) - Foster a culture of transparency and frankness within teams to encourage genuine discussions, innovative solutions, and a shared sense of purpose.

(5:20) - Surround yourself with supportive and forward-thinking individuals who challenge and inspire you, as they play a vital role in your personal and professional growth.

(15:45) - Explore strategies to build innovative and profitable teams during disruptive times, including the significance of selecting team members who complement your weaknesses and challenge your ideas.

(19:12) - Recognize the value of diversity and inclusion in teams, encompassing not only gender and race but also diverse experiences, perspectives, ages, and cultures.

(24:56) - Advice for fostering inclusivity and making individuals from marginalized groups feel valued, such as actively engaging with their cultures, traditions, and showing genuine interest.

Key Takeaways:

Differentiate yourself: Stand out by showcasing what makes you unique when pursuing a job opportunity.

Don't compromise your ambitions: Refuse to diminish your goals to accommodate others' comfort levels.

Foster belonging: Create an environment where everyone feels they truly belong, enabling them to bring their authentic selves and ideas to the table.

Seek emerging leaders' insights: Engage with individuals beyond your immediate team, encouraging a diverse range of perspectives and identifying future leaders.

Recognize exceptional contributions: Reward and acknowledge outstanding performance to reinforce positive behaviors.

To stay up-to-date with future interviews and gain valuable resources on building mindset and influence for real change, be sure to connect with me on LinkedIn, AND to learn more about how to build the mindset and influence for real change, join our community at www.sherylkline.com

Finally, if I can help you or your team, please email me at info@sherylkline.com

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Today, I want to share an exciting update with you that speaks to the power of taking risks and knowing when the time is right to go bigger.

As you may know, I have been offering the Limitless Leader Launchpad Digital Course, a step-by-step coaching system designed specifically for ambitious, heart-centered female leaders, emerging leaders, and male allies. It has been an incredible journey witnessing the transformation and growth of those who have embraced this course.

But recently, an opportunity knocked on my door that made my heart skip a beat. I was approached by Rali, an exciting and innovative platform that specializes in connecting teams, fostering community-based learning, and driving engagement to facilitate effective organizational change for critical initiatives. Their belief in the science of change, behavior-centered design, and the power of people truly resonated with me.

Rali offered me the chance to turn my digital course into an enterprise-level program for corporations to help amplify the voice of the female leaders and emerging leaders. This was a significant leap of faith, as it required a substantial investment on my part. However, deep down, I knew it was the right time for me to take this bold step forward.

Reflecting on my journey thus far as well as the journey of the hundreds of leaders I’ve been blessed to work with, I realized that growth rarely occurs within the confines of familiarity. It's when we challenge ourselves to embrace the unknown, pushing beyond our comfort zones, that true transformation takes place. Rali's offer embodied precisely that kind of opportunity—a chance to expand my reach, impact more lives, and elevate the limitless leadership potential within organizations.

As I weighed the pros and cons, I recognized that this venture aligned perfectly with my vision, values, and long-term aspirations of inspiring and supporting 10,000 with new tools and a proven process. By partnering with Rali, I could tap into their innovative platform, which beautifully encompassed the science of change, behavior-centered design, and the belief that people are the catalysts for genuine cultural transformation.

However, committing to this endeavor meant stepping into uncharted territory and taking on risks. It required a leap of faith in my abilities, the value of my coaching system, and the impact it could have on a larger scale. But, deep within me, there was an unshakable belief—a knowing that this was the right moment to go bigger, to share my framework, research, and process with organizations seeking transformative change.

And so, with determination and a touch of nervous excitement, I embraced Rali's offer. I made the decision to invest my time, energy, and resources into turning my course into an enterprise-level program that would empower and uplift entire teams within corporations. This was a powerful commitment—an embodiment of my dedication to creating a world where ambitious individuals can be heard, supported, and recognized as impactful leaders.

While the framework and content are similar to my Limitless Leader program , it will be brought current with my last two years of research and study with FBI negotiation training.

The name of my new ‘journey’ with Rali is ‘Fearless Female Leadership’, and it will be available for placement in January, 2024.

Now, armed with this newfound partnership, I'm excited to share the four key takeaways I gleaned from this experience—insights that can help you recognize your own moments to go bigger, trust your instincts, and unleash your limitless leadership potential.

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In a world where assertiveness in women, especially women who are further marginalized within our gender, is often misconstrued as aggression, speaking up for ourselves can be a daunting task.

Back in 2017, I decided (remember the meaning of de-cide? ‘Death of’ any other option) that an important stepping stone in my speaking career would be to speak on the main stage at Microsoft’s Women in Cloud conference.

I submitted an application to speak.

It got rejected.

My next question?

‘Do you need a volunteer?’

I finally got a ‘yes’!

I showed up with a smile and offered to do whatever the program director needed. I was essentially checking in the speakers and making sure they were taken care of. I was also meeting the 10 people on my ‘Do not leave this conference until you have a meaningful conversation’ list

In 2018, I asked again and got my next ‘yes’.

That was a goal I set in 2017 as a way of helping more women and girls to have their voices heard, valued, and respected.

If I don’t get asked, I’ll do one of two things. I’ll first ask. If the answer is no, I’ll find out how I can improve, so I can have a better shot next year.

Why?

Because YOU along with the Limitless Leader community are starting a movement for women to have more leadership roles and to have a bigger voice in those roles.

So, is there something in your gut or in your heart that needs to express more or with more influence? Do you need help or buy-in from someone in power? Are you speaking up enough?

Let’s take a step together. Think about one person who you’d like to ask for help or ask for buy-in. Who is it?

Here are a couple of questions to ask yourself that may be helpful prior to having that conversation:

1. What’s my desired outcome or how do I want it to turn out?
2. What’s important to the other person and what obstacles he/she may be up against?
3. What’s my best first step?

If I can help YOU personally or your team in any way to gain clarity on your roadmap, have greater confidence, or learn how to have greater strategic influence, let's have a walking call or a Zoom meeting.

Currently, I’m also offering a small handful of private VIP strategy days where we can roll our sleeves up, put a plan together, and chart a path to your next level of impact, together. Did I mention you’ll have fun, too? Stay tuned for upcoming dates, or you can schedule a time here to see if it’s a good fit for you!

Cheering you on always,

Sheryl

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In case you missed my LIVE interview with the extraordinary Gavriella Schuster (DE&I Advocate, Global Business Executive, Board Director, Strategic Advisor and Former Corporate Vice President at Microsoft), here are a few of the wisdom gems she shared:

• 00:00:02 - The Importance of Allyship in Creating a Culture of Inclusion
• 00:03:31 - The Importance of Inclusion in Times of Economic Uncertainty
• 00:06:27 - Being an Intentional Ally in the Workplace
• 00:09:36 - Taking Action as an Ally Through the A.L.L.I.E.S. Acronym -- Six Actions That You Can Take When You Recognize That Somebody May be Excluded
• 00:12:35 - Speaking up in the Moment to Create Change
• 00:15:40 - Becoming an Ally in High-Level Meetings
• 00:18:50 - Lifting Up Others: Practical Ways to Be an Ally at Work
• 00:21:46 - Gavriella Schuster’s A.L.L.I.E.S. Training Course Explanation

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #gavriellaschuster #allies

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In case you missed my LIVE interview with the remarkable Monica Nyiraguhabwa (Executive Director at Girl Up Initiative Uganda), here are a few of the wisdom gems she shared:

• 1
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• 6

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #girlupinitiativeuganda

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Have you ever wondered what it’s like to negotiate when lives are on the line, in deadly hostage stand-offs, with ISIS, or with an armed man with sniper weapons on the National Mall in Washington DC? Sounds terrifying, highly emotional, and exhausting, right?

Grant it that negotiations with your leadership and/or board may not be life or death, but they can be no less exhausting or frustrating when you’re not heard, valued, and respected for your ideas and initiatives.

I’ll be joining FBI and NYPD International Hostage Negotiator Chris Voss again (the first training was in October 2022 in NYC), so I can help you stand in your power even more for yourself, your company, and those leaders coming after you.

As we know all too well when women are not heard or don’t have a big enough voice at the table, it’s costly.

Consider that productivity has taken its biggest dip since 1947, and it’s costing U.S. companies north of 600 billion dollars a year, according to a very recent article in Forbes Magazine.

What does this have to do with influence? A lot!

The 2022 McKenzie Report stated that female executives are the ones pushing through equity and inclusivity efforts as well as programs and coaching to support their workforce’s well-being.

When our leaders and emerging leaders, especially those who are further marginalized within our gender, do not have to manage the stress and emotional/physical overwhelm that comes along with an unjust and/or unsustainable work environment, they are better equipped to be productive and innovative.

Procrastination in our teams is not due to ‘laziness’, it’s a (costly) protectionary mechanism for stress and overwhelm.

This movement, to be productive and profitable in disruptive times while having a culture that is just and sustainable is one that will either be taken head-on by leadership, or there will be a price to pay in Q3/Q4 when it’s too late.

This shift is going to happen from the top down, and your voice needs to be heard now more than ever.

Here are three key takeaways from Voss’s work that can help you to have a bigger voice at the table:

1. Use “mirroring” to build rapport and establish trust:
   Mirroring is a technique in which you repeat back what the other person has said, using their own words. This can help you to build rapport and establish trust with the other person, as it shows that you are actively listening and trying to understand their perspective. For example, if your boss says ’The answer is ‘no’. There is no budget.’ You might say, ‘No?’ ‘No budget?’ Keep in mind that your tone here is very important, so please be sure to listen to the video for those subtleties.
2. Practice active listening:
   Active listening is a key component of effective communication, as it allows you to fully understand the other person’s point of view. Ask open-ended questions and to truly listen to the responses, rather than simply waiting for your turn to speak. For example ‘What about this request doesn’t make sense?’
3. Use “labeling” to defuse emotional situations:
   Labeling involves acknowledging and naming the other person’s emotions, which can help to defuse tension and create a more collaborative atmosphere. For example, if a board member is expressing frustration, your client might say something like, “It sounds like you’re feeling really frustrated with the current situation. Can you tell me more about what’s going on?” Remember this is all about information gathering, and your counterpart’s response is valuable, even if you mislabel!

If I can help you, your team, or your organization in any way, simply schedule a time to chat with me 1:1 here!

Happy International Women’s Day (3.8.23) and Women’s History Month throughout March. Cheering you on always,

Sheryl

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“It’s the Nature of Babies to Be in Bliss.”- Deepak Chopra

Life was pretty simple as a baby. We did not have expectations, responsibilities, comparisons, or judgments placed upon by ourselves or by others, and it was our nature to be curious, have our basic needs met, and follow our bliss or what made us happy. We didn’t overthink, worry about what others think, or get stuck because of some past trauma (that we were possibly unaware of.)

Somewhere along the line, we were influenced by our parents, friends, siblings, society, media, colleagues, partners etc. So, when we’re feeling uncomfortable or like it’s time to shift, it can be challenging to truly determine with utmost clarity and confidence what’s next or when to pull the trigger.

Whether you’re an executive thinking about leaving your corporate career, or you are a twenty-something about to wrap up college and trying to figure out what’s next like my amazing daughter Megan, or somewhere in between, maybe it’s time to channel our inner baby! In other words, reconnect with what’s most important to you.

Here are 4 strategies in a proven process that should help:

Understand your highest sense of integrity
(What’s most important to you based on YOUR values and needs/wants?)

Know who’s your who(Who are you fighting for? Who/what do you care about?)

Discover your bliss:(What makes you happy, where your passion meets your expertise/what makes your soul sing?)

Decide your best first step(We often think that we need to have a perfect plan before embarking on ‘what’s next’. However, it’s often the momentum of action that helps us to see the forest through the trees. So, do the research, make the phone call, take the person out to coffee, put a pen to paper…)Some of us (I’ve been guilty too!) try to force these questions with a furrowed brow. The SECRET I’ve found is to slow time and create the space and calm and allow the answers to come to you. That will require some discipline on your part, to put the world on hold and take time to just be. Is this at the beach, in the mountains, in the forest, in your favorite chair at home looking out on your garden, or somewhere else?

According to the Twelve Hour Walk (the amazing Colin O'Brady), it may take a while and you should consider doing it while moving, totally unplugged, and alone.

Maybe your walk is shorter or some other version of this, but I’d love to know when you’ll do it and what comes to you while you’re unplugged, calm, and allowing your bliss to guide you. What pops into your head? What signs do you observe?

It all starts with creating the space and allowing your answers to come to you.

I’d recommend thinking about the above strategies first and then trying a silent, unplugged, and uninterrupted ‘vision quest walk’ for 30-60 minutes. At the end, write down any thoughts, physical objects you see that seem meaningful, animals, people, clouds, anything you observe.

Once you’re done, revisit your four prompts above, and see what you come up with. Please do share! I’d love to hear about it.

Watch my video to learn more about the 4 strategies:

Here’s to your and/or your team becoming crystal clear on what’s next, and having a profitable, productive, and fun year!

Cheering you on always,
--Sheryl

P.s. If you’d like to gain clarity on ‘what’s next’ and get a plan in place, build confidence and emotional agility to see it through, or become more influential in gaining buy-in, I’d love to help! Schedule your get acquainted call, here.

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Here’s a 4-step process and acronym to de-escalate a conversation with an egoic personality type that becomes emotional.

When you feel like clobbering a counterpart on the head, you can!:) That is, you can with your mindset and your words. Here’s how to BAMM!

Be empathetic.
Have compassion for your counterpart and be empathetic to why he/she may feel/be acting a certain way. This is NOT for him/her per se. It’s so your tone communicates that you care and that he/she is heard. It also checks the box for one of the most important hierarchy of needs, safety. Before creating safety and visibility for your emotional counterpart, the conversation has nowhere to go but south.

Ask about the emotion or frustration.
Seems counterintuitive, right? Who wants to unleash more emotion?! You should, and here’s why. We make assumptions and judgments about why others get emotional or upset when in fact we really don’t know. Influence is about gathering information that you can then use later. Even if you’re wrong, you’ll likely learn something valuable. So, once you acknowledge what you think they might be thinking/feeling (for example, ‘It seems like not having the resources to complete your request is frustrating.’) and they start talking, you can say ‘I’m sorry this is upsetting. Can you tell me more?’ They should eventually run out of steam, realize what they are saying is unfounded, or give you an important piece of information. Either way, they’ll likely begin to de-escalate the conversation on their own.

Move to the next best step of integrity.
These personality types love to be in control. Sound familiar? The next best step is to make them feel as if they are in control. Before you can do this effectively, be sure to know what your ideal outcome is, and what’s important to them. Now you can craft a question to get the conversation moving forward in the direction you want while they think it’s their idea. Why does this work? According to Harvard brain scientist Dr. Jill Bolte Taylor, it takes about ninety seconds for anger to dissipate. Make an inquiry and let ’er rip!

For example, a colleague is making unreasonable demands on you/your team and threatens to go above your head to get his way. You want to fulfill what you can with excellence and deal directly with this colleague without him/her going to your boss. You might say: ‘It seems like it’s frustrating that we do not have the headcount/resources to fulfill what you’re asking for.’ They’ll likely elaborate and give you valuable information that you were not aware of.

Motivate by making them feel good about progress.
It’s not just self-centered egoic types that like to feel good about a decision or a concession. In order to encourage even more progress and keep the crescendo of emotions going in the right direction, be sure to acknowledge ‘their idea’ and encourage them with a ‘what else’ question. For example, ‘You’re absolutely right that with hard deadlines for deliverables and not involving (boss) prematurely is a solid plan because we’ll be seen as autonomous and free him/her up to focus on xxx.’ ‘You’ll also get what you need on time for phase one.’ ‘What else could keep us autonomous while pushing this project forward?’

BAMM! Hopefully you will not find yourself in this type of situation with this type of counterpart or leader very often. When you do you’ll be ready!

P.s. If you’d like to gain clarity on ‘what’s next’ and get a plan in place, build confidence and emotional agility to see it through, or become more influential in gaining buy-in, I’d love to help! Schedule your get acquainted call, here.

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“When the pressure is on, you don’t rise to the occasion—you fall to your highest level of preparation.”

- Chris Voss

I recently spent time with Chris Voss and a few of his Black Swan NYPD and FBI hostage negotiators in New York City. It was slightly terrifying (I’m half joking), but the quote above sums up why most emotionally charged conversations escalate and ultimately fail to be productive.

Lack of preparation.

Most of us catastrophize about a potentially emotionally charged conversation which is understandable. Who wants to have uncomfortable conversations? But, if the conversations are potentially emotional, they are likely important and need to be had.

The first step to defuse an emotionally charged conversation is to make sure you are prepared for potential outcomes, so you are not triggered and can remain calm. Think them through in a way that is neutral and without judgment or emotion. You’re merely observing what could be, and visualizing your best response.

Some would argue not to think about what could go wrong. Based on the research, we love novelty (surprises) when they are positive, but not so much when they are negative or we are caught off guard. To be clear, I’d remain optimistic but be prepared for any outcome..

I call this 360 preparation the ABC Prep which is part of my Limitless Leader digital course. You can have a look at the worksheet here. (hotlink/landing page to the worksheet)

Think through and visualize your responses, and you’ll have taken the first step to being prepared to defuse a potentially emotionally charged conversation:

1.How would you like the conversation to turn out, and how would you  like the both of you (or all of you) to feel.

2.Plan A: Buy-In

If you gain when you’re expecting push-back, know how to make your counterpart feel confident with his/her decision. For example, if you made a big purchase such as a new car, you may have buyers remorse. What if the salesperson said: ‘Not only are you saving the environment, you’ll save money on gas, and the resale of this vehicle is extremely high.’ Feeling better about the purchase? In potentially emotionally charged conversations, it’s important to acknowledge to be ready to be surprised with good news.

3.Plan B: On the Fence

If you receive partial buy-in or if there are split decisions in the room, how will you respond? For example, in a board meeting you have buy-in from some and push back from others or if your boss acknowledges your perspective but does not commit to a decision.

4.Plan C: Push Back

If you get a hard ‘no’ such as ‘no budget for your initiative’ or ‘no to another headcount’. How will you prepare to either move the conversation forward or decide when it’s better to revisit another day or take a brief recess?

These are the first steps to get you prepared to defuse your next potentially emotionally charged conversation. Stay tuned for more strategies to prepare your best for those moments that matter most!

Cheering you on,

Sheryl

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Happy New Year!

I am incredibly optimistic about the opportunities that lie ahead for women in leadership for 2023. With all the uncertainty with in economy, lay-offs, weather (as I watch the 20 waves in here in California), there is tremendous opportunity to rise while others speculate or are fearful of the ‘what ifs’.

You are limitless, remember?:) Despite everything going on around you.

For some, it’s been a very difficult time, and it’s with incredible respect and gratitude that I have for you to keep showing up and inching forward towards a better day. Take comfort in knowing that there is a proven process to help.

For others, opportunity has knocked, and you’ve opened the door wide open! You’ve raised your hand, and the universe has answered in a big way!

Here are a few facts that I know and many that I didn’t know until I went to my husband’s dear friend, @Tiffany Shlain's opening exhibit at @Shack15 in San Francisco. Women have been in power since the beginning of time (at least since 50,000 BCE when goddesses were worshipped), suffered unthinkable setbacks, persevered, and kept going despite challenges.

Yes, the experience has been and can be much different for those further marginalized within our gender. The thing is, we’ll need the support of our leadership, so they can make changes from the top down and provide an environment for everyBODY to feel safe, seen, and valued therefore being as innovative and productive as possible.

In the last dozen years, here’s what I’ve witnessed that helps make this happen:

1. Becoming crystal clear on what’s next for your legacy
2. .Developing emotional agility under pressure
3. Learning FBI negotiation strategies to gain buy-in from leadership
4. Managing the Mindset and Habits of team/self during disruptive times to sustain motivation and productivity

The above topics are meant to support a philosophy that I have… that it’s time for women to return to power, to become even greater agents of change for the greater good of our cultures, companies, and ultimately the world.

Do you or your team want to step into power in 2023 even more?

If so, there is nothing more that would bring me joy than to be your guide, so you or your team can be the heroes this year.

The fantastic news is that the Limitless Leader coaching team is growing, so there are more ways we can help.

It is with excitement and tremendous gratitude I share that Stephanie Barros is joining my coaching team! She has over 25 years of experience and specializes in working with emerging leaders. You can read more about Stephanie’s amazing experience and impactful work here.

If we can share a proven process via 1:1 coaching, a one-day intensive, team training, off-site, or speaking, we’d love to be your guide, so you and your teams can be their best in 2023 at a time when your leadership has never been needed more.

If so, you can schedule a time with me, and we’ll map out a plan, together.

Cheering you on always,

Sheryl

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Have you ever had that brief yet vitally important window of time to speak with your leadership or board only to let your emotions get the best of you and feel disappointed at the outcome?

Whether negotiating an offer for a new title, a monetary raise, promotion, or buy-in on an idea, it’s vital to prepare your mindset AND that of your counterpart.

Here are a few tips to make sure you feel in control of your next crucial conversation:

1. Have an ECO Mindset prior to entering into any high-stakes conversation. (Have "E"mpathy for the other, "C"uriosity for what he/she might feel/be experiencing, and "O"ptimism for how you’d like the conversation to turn out). If you’re not feeling the love, postpone the conversation. Anger and frustration, while 100% understandable, will likely come out in your tone/gesture which will not be helpful to your cause.
2. Begin with acknowledging the other’s perspective. Be as detailed as possible, usually beginning with ‘seems/sounds like…’. For example, ‘It seems like giving me this title could cause you some problems in terms of xyz.’
3. Go directly at the worst thing they may be thinking about you or your request. This will diffuse their pushback. For example, ‘I am going to ask for something that is completely unreasonable.’
4. Stop being nice. According to Chris Voss, Former FBI International Kidnapping negotiator, it’s more important to get to ‘no’ prior to getting to yes mainly because it gives the other person a feeling of safety and control. This is vital prior to making an ask. For example, ‘Do you feel that if things stay the way they are we’ll have the impact we could?’ Let them explain and be heard, and then make the ask in terms of what matters to them.

If I can help you or your team via 1:1 coaching, group cohorts, or speaking events/series, let's chat!

Cheering you on always,
xx
--Sheryl

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In case you missed my LIVE interview with the amazing Shane Woods (Executive Director at Girlstart), here are a few of the wisdom gems she shared:

• Don’t be afraid to speak up for yourself
• Be resilient and choose your day one to start moving forward
• Don’t let perfectionism stop you from taking on something challenging
• It is important to feed the souls of girls in elementary and middle school so that they know what is available to them out in the world

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylkli...) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #girlstart

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In case you missed my LIVE interview with the phenomenal Karuana Gatimu (Principle Manager, Customer Advocacy Group, Microsoft Teams Engineering), here are a few of the wisdom gems she shared:

• You don’t have to know what you want to do. A path of interest, curiosity and opportunity can lead you to an unexpected career
• Be willing to pivot and be scrappy as you can learn a lot from painful experiences
• Free yourself from the tethers of other people’s opinions
• Your uniqueness is an asset, not a limitation
• Be constantly curious with a purpose. Read a lot and don’t be afraid of constructive criticism as you will learn and improve from it

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylkli...) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #microsoft

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In case you missed my LIVE interview with the remarkable Gretchen O'Hara (Channel Chief, Vice President Worldwide Channels & Alliances at Splunk), here are a few of the wisdom gems she shared:

-- You don’t have to have everything figured out, just a vision and the first step.
-- Start talking about what you want. Put it out into the universe consistently, and see who emerges to help you!
-- Learn from the ‘no’s’, dust off, and keep going.
-- When considering a big leap, be careful about whose opinion you accept to listen to.
-- Don’t be afraid of putting yourself out there and taking on new challenges.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylkli...) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #splunk

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In case you missed my LIVE interview with the amazing Christine Kiefer (Senior Vice President at Experis), here are a few of the wisdom gems she shared:

-- If you’d like to try something new, ask ‘What do I love, and what are my transferable skills?'
-- Be courageous and take the leap! You can learn what you don’t know.
-- Communicate with peers and management your accomplishments and what you are passionate about, so you’ll be considered and mentioned when you’re not in the room.
-- As leaders, our teams are our accomplishments, so speak up for yourself while praising your team.
-- Be proactive about illuminating the accomplishments of your team and peers while encouraging others to do the same.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylkli...) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #experis

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In case you missed my LIVE interview with the phenomenal Maggie Chan Jones (CEO and Founder at Tenshey), here are a few of the wisdom gems she shared:  

• Women can do anything they want, as long as they put their mind and efforts into it
  It’s really important to seize the opportunity
• [Paraphrasing Richard Branson] If somebody offers you an amazing opportunity, but you're not sure whether you can do it, just say yes, then learn how to do it later
• World-class performers have fear and they push forward
• Coming into a boardroom from a different generation actually gives me a very different perspective
• If we start from the end goal of where we want to be, then work backward on what needs to change, that's going to give you a lot more... a lot more ways to get people to be your allies... and build that partnership to drive change
• Really taking the time for yourself to be creative... innovations are about new ideas
• Create more room for the leaders that are rising as well as give them more responsibility

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #tenshey

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 In case you missed my LIVE interview with the amazing Michelle Chianera (Chief Marketing Officer at Alludo), here are a few of the wisdom gems she shared:  

• Don’t invest in someone else if you’re not going to invest in you
• Why you don’t have to know every single thing to be successful
• When you have fear, you have to overcome it
• How she knew she wanted to be a CMO at Cisco
• What can drive success in tech?
• Why networking and relationship building is critical to move with agility
• Nurturing female leaders from a leadership perspective
• Helping women see themselves for what they can be
• If you just keep going with things that you're comfortable with, it’s going to be better

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #alludo

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In case you missed my LIVE interview with the remarkable Natasha Engan (Senior Vice President of Global Sales at Deltek), here are a few of the wisdom gems she shared:  

• Experiences growing up in a small town of 10,000 people
• The importance of mentorship in your life
• Don’t be afraid to ask for help
• Executive presence is about how you show up
• When you take care of yourself, you show up better
• It’s OK to make some crazy decisions (if you learn from them)
• It matters who you marry if you get married
• All emerging leaders DO deserve an opportunity

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #deltek

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In case you missed my LIVE interview with the fabulous Barbara Holzapfel (Former Vice President of Microsoft Education and Board Member), here are a few of the wisdom gems she shared:  

• Be bold in your ambition
• Be authentic and know what matters to you
• Lean into tough feedback, learn from it, and keep going! (edited)
• Be clear on your values
• Have a world-class personal advisory board who will push you outside your comfort zone

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #microsoft

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In case you missed my LIVE interview with the amazing Gina Tesla (Vice President, Sustainability and Social Impact, Coupa Software ), here are a few of the wisdom gems she shared:

• It is through times of loss or struggle, where you grow the most
• Visualize yourself doing really well... visualize what’s going to happen.... visualize at the end how happy you feel or how proud others might feel of you, or how you feel like you really did a good job
• Anything that you can do to take a little thing off of somebody’s plate is very beneficial
• Take the time for yourself, take a breath, get your body in more of a receptive state, and say to yourself, "I can really see myself in this role, whether it’s a promotion, whether it’s presenting in a meeting" ... the first part is to really give yourself that permission to pause and visualize it
• If you’re not comfortable talking to someone, write it in a journal
• You really need to speak up for yourself, and that takes a lot of courage
• Be honest with yourself about what your purpose is, and believe in it
• If you are doing something that you’re truly passionate about, and you’re living your purpose, the financial aspects of it will come along

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #coupasoftware

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In case you missed my LIVE interview with the remarkable Deanna Ransom (President and Executive Director of Women in Revenue), here are a few of the wisdom gems she shared:  

• If you take action, how to do it can come to you as you're in motion.
• Do not allow a setback to become the final piece of your story.
• Reach out for help sooner rather than later.
• If you support a woman, you support the world.
• Don't fear failure. It's part of the learning process.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #womeninrevenue

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In case you missed my LIVE interview with the amazing Susan Poser (Vice President of Culture and Engagement at Oracle), here are a few of the wisdom gems she shared:  

• See setbacks as opportunities instead of something to get discouraged about.
• You need to be your best advocate.
• If you’re passionate about something, go for it, even if you don’t have the education or experience. You can learn!
• Look for jobs that bring you joy.
• Always be looking for opportunities to build your skill set.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #oracle

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In case you missed my LIVE interview with the remarkable Nathalie Gauthier (Vice President, Talent Marketplace and DE&I Advocate at State Street), here are a few of the wisdom gems she shared:  

• One of the key points in using change to your advantage is having the willingness to accept it and learn from it.
• Take the moment to get clarity and drive towards it.
• Connect with folks, unveil the truth, and then share that light.
• Take the time to envision your next steps.
• Emotionally connect with people so you can unveil truths and share some light to grow and be impactful.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #statestreet #diversityequityandinclusion

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The world seems to be in a precarious place, and I believe wholeheartedly that the course correction that we need to see right now will be led by women (and fueled by some incredible allies). Do you agree?

As part of the Limitless Leader community, you’re undoubtedly committed to being a heard, valued, respected, and energized agent of change, with your family, peers, subordinates, and with your leadership while empowering others to do the same.

In addition to being lit up by what’s possible, sometimes leaning into our highest sense of contribution, can sometimes be challenging, frustrating, and downright exhausting!

Believe me, I hear you 100%.

Where our passion meets our expertise is our Olympics, our legacy, and what the world so desperately needs to see right now.

Like the work put in by Olympians, the thousands of hours and days leading up to competition, sometimes in solitude, and with no fanfare or recognition, we keep going.

Just as Olympians dream of gold, we dream of equality in the workplace where women have not just a seat at the table, but a voice at the table that is heard, valued and respected. We proceed every day as if success is inevitable.

Often a new level of influence for next-level change requires a new set of tools.

In honor of YOUR work and ability to shift cultures and companies even more for the greater good, let’s continue to commit to doing what it takes to keep leading from compassion, love, confidence, and hope.

Special Announcement:

To help get this done and bring the Limitless Leader community to life, I’ll be opening a Limitless Leader Fall Cohort!

This will be a small (max 20), for learning, legacy planning, real-time execution, community building, and compounded change for the greater good. You’ll learn, feel seen, and get the coaching, community, and support required for your next level of impact (and joy!)

This cohort is geared for women who are aspiring to be C-level female leaders in the next 1 to 5 years. If this is not you, do not worry! I’ll keep showing and supporting you right here, and I’ll be super excited to hear from you when the timing is right!

Share What's Most Important to You:

In an effort to make this cohort as kick @ss and impactful as possible, please take 90-seconds to complete this questionnaire and share what's most important to you.
Cheering you on always and super excited about the impact we’ll have, together!
-- Sheryl

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In case you missed my LIVE interview with the amazing Mary Dale (CHRO at Convivial Brands), here are a few of the wisdom gems she shared:  

• You could be anything that you set your mind to, work hard for, and be willing to learn and grow in that.
• Take a leap of faith and believe in yourself.
• In life, everything happens for a reason.
• Be the leader that your people feel comfortable talking to.
• A key area of how to emotionally connect with people is to pay attention to details that matter to them.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #convivial

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In case you missed my LIVE interview with the phenomenal Zarina Stanford (Chief Marketing Officer at BazaarVoice), here are a few of the wisdom gems she shared:

• Having diversity, difference of thinking, and opinions brings the best out of us
• Bring your best self and your whole self to work
• Be open to opportunities and do not self-prescribe too quickly
• Be empathetic and understanding of what other's needs are and how others think
• Continue to be curious, always
• Your instinct is closest to your own soul, and who you are. Listen to it
• Find someone whom you respect, and listen to him/her. In my case, it was my mother, and I wish I would have listened to her even more

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #bazaarvoice

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In case you missed my LIVE interview with the remarkable Kimberly Bryant (Founder and CEO of Black Girls Code), here are a few of the wisdom gems she shared:  

• Understand what your core values are, and align yourself and all facets of life with folks that share those values.
• Being a good student will allow you to be exposed to opportunities.
• Women are valuable and worthy of exploring their pathways and dreams.
• Continue on the pathway of growing internally.
• Understand that the world is changing at a very rapid pace.
• If we don’t evolve as leaders in a way to keep up with that rapid change of growth, we won’t be very effective.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #blackgirlscode #equality

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In case you missed my LIVE interview with the amazing Rachel Hutchisson (Vice President of Global Social Responsibility at Blackbaud), here are a few of the wisdom gems she shared:

• Realize where you are in your journey; today doesn't mean that it's the direct route (of your life).
• In life, all that matters is the next step. Just take that next step and your journey will unfold.
• Sometimes the worries you spend the energy worrying about are the things that maybe you shouldn't be.
• What makes the world so wonderful is that we're all different. We have different skills and different views. The lived experience is deeply important.
• Worry less but also to take more risks.
• Don't ever stop learning. Have confidence that you can figure something out. Go to the people around you to help figure something out if you don't have that specific knowledge. And those two things work together.
• Relationships are really important. They are the foundation.
• Push back from your computer, shut the lid, go out, meet somebody, try to do something in person, spend some time getting to know people. You'll be reminded that that's one of the huge joys of life.

To be notified for future interviews be sure to connect with me here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #blackbaud #buildingbelonging

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In case you missed my LIVE interview with the remarkable Gavriella Schuster (DE&I Advocate, Global Business Executive, Board Director, Strategic Advisor, and Former Corporate Vice President at Microsoft), here are a few of the wisdom gems she shared:

• In your career growth, the first thing that you do doesn’t have to be the thing that defines you. You are going to change things up multiple times throughout your life. The important thing is that you’re learning and getting experience
• Every decision in life doesn’t have to determine the pathway you take in your career or entire life. You will always have the opportunity to adjust and change as you learn more
• Always learn new things and be a continuous learner
• Always self-reflect. “If I don’t want to do what I’m doing. What is it ‘I do want to do?’ And how am I going to define my own success doing that?”
• The importance of pay transparency is knowing your worth in the work that you do, how much you make, and believing in yourself
• It’s important to know who to talk to when you feel like you are not compensated fairly
• Do some research and gain facts

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #gavriellaschuster #paytransparency

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Have you ever felt like (or had the facts) another colleague is being paid more for an equal or lesser role?

The good news is that you’re not alone. The bad news is that it can be very unfair, disrespectful, demotivating, and bad for business.

You may be thinking that this shouldn’t even be an issue, and that there should not be a discrepancy. Agreed 100%.

It may be time to speak up! If you already have, a few new tools could make all the difference for round 2.

However, until we get further down this road, we’ll need to get comfortable (or I should say, confident and influential) about asking for what we are worth.

There is progress being made for pay transparency and fairness, partially in thanks to pay transparency advocate and former Corporate VP, One Commercial Partner at Microsoft, Gavriella Schuster. If you’d like to hear more about this very topic, what’s being done, and what each of us can do, be sure to connect with me on LinkedIn and tune in to my interview with Gavriella at 2:30 p.m. PST on Wednesday, March 23, 2022!

Here are the top 4 things that many overlook when asking for what they are worth, which can sabotage their efforts. Dial these in, and you’ll have a better shot at getting what you want and deserve.

1. Lack of Preparation
   Plan key points/asks/needs/outcomes. Think through how you want the interaction to turn out (not how you think it will turn out), and how you want to feel once it’s over. Remember, what you think comes out your mouth. If you are optimistic and positive, it will land better than being pessimistic and bitter. Make the conversation as vivid and visceral as possible, then visualize it until you believe it’s possible. In addition, do your tactical homework. What are industry standards or benchmarks in your company? What tangible data supports your ask?

2. Lack of EmpathyWhen it comes to asking for better compensation, it’s common for emotions to run high. Lack of empathy can make you sound nervous, doubtful, angry, or frustrated. This can likely close off others to what you have to say. If you want to be heard, prepare by taking a 360 look at what it’s like to be the person you are trying to influence. Then, your tone will shift as will your likelihood of being heard. Come from a place of compassion even if you feel like you’ve been treated unfairly.

BTW... I’m not saying you don’t deserve to be angry or frustrated, BUT lacking empathy for the other and having a negative mindset will come through in your tone and gestures and will likely not yield the results you’re hoping for. According to ex-FBI hostage negotiator and author of Never Split the Difference, Chris Voss, the 7-38-55 rule applies which relates to the importance of words, tone, and body language, in that order. So, you could say ‘I love you’ for example and get yelled at by your significant other IF your tone and body language are off. It’s vital to prepare our mindset and stay calm and optimistic, or the conversation could do more harm than good.

1. A Proposal Without a First Date
   It’s a human drive to feel acknowledged and validated, so make sure you do so even with those whom you strongly disagree including when you feel like you are not being paid what you feel you are worth. This is NOT agreeing, simply letting him or her know that...

... read more at: https://www.sherylkline.com/blog/4-things-to-avoid-when-asking-for-what-youre-worth

If you’d like more in-depth coaching for yourself or your team on this topic or HOW to control your emotions during crucial conversations, let’s chat!

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In case you missed my LIVE interview with the phenomenal Dena Jones (Vice President, Office of the CIO at Fannie Mae), here are a few of the wisdom gems she shared:  

• You don’t need to check all the boxes, a couple of the boxes are fine, and you need to go for it
• Take more risks
• Realize you don't have to do it on your own
• Build a network of people around you that can support you and guide you. Have mentors and sponsors
• Always seek to learn more and grow. That never stops. It’s not like you get to a place and say "okay, I’m here and I don’t need to learn anymore"
• Listen to each other. Listen to different perspectives
• Do something transformational
• Verbalize what you’re good at
• If you feel too comfortable, it’s time to reassess what you're doing
• Always articulate what you want

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #sherylkline #womenwholead #fanniemae

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In case you missed my LIVE interview with the amazing Lauren Larson Diehl (Vice President, Global Customer Success at Reputation), here are a few of the wisdom gems she shared:

• You can have passion and purpose… or passion and persistence, but you really need all three, to build that solid foundation
• Be passionate about your customer’s success. Being good at that, and empowering teams to be good at that is the direct correlation to internal churn
• The fundamentals around having empathy, and how we refocus and harness that, and how do we operate more strategically… it's really never been more important
• Customer first? I believe it's people first. You need to invest in your people, in enabling and empowering them, and helping them to harness their capabilities. You invest in people, and then they will take care of your customers. And that's a direct and simple formula for navigating through churn
• It starts at the simple level of identifying with emotional intelligence so you can identify with your customers
• Open doors for others. Women promoting women… there's still not enough of us out there that will pause and take the time to promote other women
• Ask questions. Don't be afraid to ask questions to probe deeper into, you know, “tell me more.” Explain yourself, what does that really mean to you? And so you can again empathize with them. But it also helps to release some of your frustration, once you understand the situation better no matter what it is
• There's no magic formula for overcoming obstacles. But I believe that passion, purpose and persistence, with a pinch of luck, and you can overcome many. The key is understanding what people love or what drives and motivates them and aligning that with purpose helps to overcome obstacles

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #reputation

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In case you missed my LIVE interview with the remarkable Amy Protexter (Senior Vice President, Marketing at Insight), here are a few of the wisdom gems she shared:

• Be willing to roll up your sleeves, learn about a different vertical that you might want to get into
• Be an avid learner, avid reader, figure things out, and then if you’re jumping into a new role with a different vertical, see how you’re able to translate your skills into how you can help that company
• One of the most necessary leadership skill sets going forward coming out of the last couple of years is empathy
• It’s really about that deep listening, that empathetic approach, as a leader, I definitely think those are going to be skills that will be super important... they’re things you sort of have to nurture in yourself
• You are the CEO of your own life. And if you think about your decisions (your why, where you want to be, and what you want to do) it gives people pause “what do I really want? And how do I get to where I want?”
• Have the courage to find your voice. Speak up and go for it!
• Step away briefly… find moments during the day to go clear your head, take a walk around the block, make sure you’re taking care of yourself
• It’s really about making time and prioritizing that self-care, and stepping away and make sure you’re recharging and renewing.
• Personally challenging yourself and your team to get back to creativity and innovation. And that energy that comes with that.
• Be ambitious
• Find opportunities to renew and reshape our thoughts, not only about what’s important, or what’s next, but also about what’s possible.
• Challenging ourselves every single day to take one bolder step, whatever that might be for you, will help us emerge from this fog of the last few years

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #insight

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Are you owning your value enough?

If that question made you take a pause, it’s ok. Not voicing our value or owning our worth has happened to most of us at one time or another.

But, it doesn’t have to.

According to DiversityWomen Media, ‘Women are often less assertive than men in the workplace and tend to apologize or minimize the importance of what they say when they do speak up-even female executives in meetings with their peers.’

Part of the challenge is that owning our value is a counterculture for many of us.

That was the case for Sue (not her real name:), a 1:1 Limitless Leader client of mine who is a female senior executive in finance. She had a 30-minute call scheduled for her annual review. The call was actually 10 minutes (...her boss was 10 minutes late and left 10 minutes early.)

She was rated as ‘far exceeds’ due to the growth of her line of business and progress on major (new) initiatives that she’s now responsible for. ‘Far exceed’ ratings by her boss are extremely rare. This should be great news for a new title, impressive bonus, and substantial raise, right?

Nope. No new title, bonus decreased, and her raise was underwhelming at best.

When I asked, ‘What did you want?’, she described what ‘would have been ok or better.'

I asked again. ‘What did you want?’ ‘I mean what did you really want and know in your heart that you deserve?’ Most importantly, I asked ‘How did you want to feel?’

Her answers to these questions the second time were very different.

She said, ‘I want the new title.’ She was also explicit about the bonus and raise that she wanted.

She got clear and learned how to be confident that these ‘asks’ were small prices to pay for her work over the previous year and what she’ll deliver in 2022.

She emailed her boss and asked to schedule the remaining time for her annual review.

(NOTE: When at all possible, make sure ALL money/compensation conversations are live and not via email).

She got clear on what she wanted and deserved, owned her value, and learned how to communicate it to her boss in a compassionate yet confident way.

Guest what?

She got the title. She got the raise. She got a bonus that was ‘bananas’. Most importantly, she felt valued and respected.

You can too!

Here’s how to get started:

Acknowledge and validate the perspective of your boss
(what’s important to him/her)

Example: ‘I can only imagine the pressure you were under by your boss and that 20% growth last year was vital. I’m glad myself and my team were able to contribute and over-deliver.’

Lead with facts
(data, indisputable facts.)

Example: ‘Here are the actual numbers and exactly where the growth came from.’ ‘Also, here’s a detailed projection on how we’ll replicate this coming year.’

Be explicit with your ask and own it
(Be very clear about what you really want and PRACTICE making this ‘ask’ more than you think you need to.)

Example: ‘Based on our shared goal and this data, doesn’t it seem that xxx is more than reasonable?’

Communicate a win/win
(Your job isn’t done if you get what you ask for:). Make your boss feel like your ‘ask’ was more than worth it.)

Example: ‘I appreciate your generosity. Based on my numbers and results, it was well warranted, and I’ll look forward to exceeding expectations in the coming year.’
Watch the video at the top to learn more...

While the above doesn’t guarantee that you’ll get what you want and deserve every time, owning your value and being more vocal about your contribution is an important place to start.

If this content will serve you individually or your organization, let's have a chat! http://www.sherylkline.com/getacquainted

Cheering you on always!
--Sher

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In case you missed my LIVE interview with the remarkable Brie Williams (Vice President, Head of Practice Management at SPDR Exchange Traded Funds - State Street Global Investors), here are a few of the wisdom gems she shared:  

• Having an open mind and willingness to try something different, even if it's not what you've envisioned for yourself
• Learning to get comfortable in failing fast and failing up
• Building your confidence and strengthening your resilience through self-doubt and anxiety
• Using your network of colleagues and partners as a safe forum for trying out your ideas
• The importance and value of the give and take of the sponsorship/mentorship relationship
• Being authentic to yourself and embracing the many shapes and sizes of diversity.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #SSGI #statestreetglobalinvestors

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I hope your year is off to a healthy, productive, and impactful start!

What do you love about what you do?

For me, I love being the guide so you, your team, or your colleagues can be the hero.

While very aware of the importance of data, it’s not so exciting to me.

There was, however, some notable data that came out of 2021 that (I feel) is important for you to know, so we can learn and improve from it.

First, the ‘not so good news’ uncovered from a pre-coaching assessment that was filled by the 10 female heart-centered leaders I was so honored to have worked with 1:1 in 2021 as well as the facilitations done for their managers and from the virtual speaking events that reached thousands.

Female leaders are still feeling silenced, overlooked, and disregarded by their leadership.

This is exacerbating overwhelm and burnout.

Change is happening, but these inequities are not spoken about or addressed quick enough.

I’d like to first acknowledge those who have dedicated their career to making this right and instituting real change. I know very intimately from some of them (you know who you are:) the joy and frustration that comes from this noble pursuit.

I’d also like to invite you to imagine for a moment what could happen if women were unencumbered by fear and doubt, able to dream big, and go from feeling silenced, overlooked, disregarded, or depleted to being heard, valued, and energized agents of change. If ALL women were able gain clarity, to put a stake in the ground for what’s most important to them and for the legacy they’d like to leave behind.

Powerful.

Here’s "some good news" and hope in the form of a case study of a female leader who’s been able to do just that, even in the last two years of intense disruption.

But it didn’t start that way.

While she was a highly confident, effective, and respected by her North American team, her global peers did not have confidence in her nor did they show her the respect she knows she wanted and deserved. She was also not part of the "boys club" who the CEO would summon for advice and input.

Now, two years later, she’s not only caught the attention of her CEO because of her region’s remarkable growth under the extreme challenges brought on in 2020 and 2021, she has his attention as a strategic advisor and an active partner to deliver company-wide change from the top down. Did I mention that her CEO shared that she is now ‘the golden standard’ that her global (male) peers look to emulate?

She is good for business and great for opening her leaderships eyes to the benefit of helping everyBODY feel equal and included.

Her vision is clear. She’s confident in her ability to challenge her leadership and influence up, and she has a front row seat AND respected voice at the table.

What changed?

She learned new tools to access her highest sense of leadership that was already within her, but maybe just previously inaccessible as well as how to gain influence with her leadership in a firm, courageous yet compassionate and sustainable way.

The first step to doing this was to develop what I call an ECO mindset prior to any crucial conversation, especially when attempting to influence up. In other words, to develop "E"mpathy (Ask, have I considered what it’s like to be the other person? Really take on his or her persona.), "C"uriosity (’If I am the OTHER person, how do I feel? What pressure/stress am I under? What is important to me?) "O"ptimism (How would I like this to turn out? I am confident we can have a win/win.).

Read more at: https://www.sherylkline.com/blog/there-is-reason-for-optimism-in-2022

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Do you ever get distracted or veer from what’s most important? Maybe you’re too overwhelmed to think about it, or you’re not even clear on what it is anymore! If so, you’re definitely not alone.

Maybe it’s time to course-correct and get more strategic about the year you want to have and the impact you’re going to create in 2022…

This has certainly been a year of reflection, and it’s the perfect time to get clear on what matters most to you, how you’d like to achieve it, and how you’d like to feel in the process.

Maybe you’re so busy that you don’t have time to make a shift, or you are not sure where to start. As we wind up the year, here are a couple of things that might help create the impact you want and deserve on your terms.

Consider, goals (while important!) are not just about meeting/exceeding projections, having more influence with leadership, and driving initiatives. There are important pre-steps to launch to your impact, success, and joy in 2022.

When planning for the upcoming year, try starting with your lifestyle goals first. How do you want to live your life and how do you want to feel? What’s most important to you in terms of time with family, friends, and your personal wellness (ie: girl's weekends, working out, etc.)

Then and only then, go back to thinking about what career impact you would like to have in 2022, what your ideal workday looks like, and who is the most important person that I need to make a big ask that can help make all of this happen?

World-class performers have laser-like focus when it comes to what they want to create. Nothing is random, so don’t allow YOUR lifestyle and impact to be random either!

Don’t consider resigning. Consider redesigning!

To make this happen, it’s important for your long-term vision to link up with your short-term controllable needle movers.

Here are two tips to get started:

1). For Long-Term Focus: Create a Personal Manifesto.Let’s say you’re an Olympian. You’d be remarkably clear about your future ambitions, and you’d visit them often in your mind. You’d visualize what you want in an extremely vivid and visceral way, and you’d be consistent about bringing your future self and your future experiences to life.

Here’s an example from my book ZONED IN: The Mental Toughness Required for a World-Class YOU that explains this point:

Months and even years before the Rio Games arrived, Kayla Harrison, a 26-year-old judoka (Judo athlete), practiced imagery training for 10 minutes before falling asleep each night... mentally going through entire days of Olympic competition. “Waking up, weighing in, packing my bag, getting on the bus, listening to certain music etc.” she said. “Every night I visualize myself winning the Olympics.” She then went on to defend her Olympic judo title in Rio!

Not training for the Olympics? ... No problem.What you want to achieve is your Olympics. Start by writing your personal manifesto by thinking through these prompts:* If you had a magic wand, what would come to life for you in the next 6-12 months? * Make it as vivid and visceral as possible (what would you do, how would you feel when you do it, etc.) * What are your gut and heart telling you? Who else would be impacted? What are the consequences if you do not take action?

You get the idea. Be sure to read it every night before you go to bed.

If you want to go all-in with this, have an offsite, grab a couple of friends or your partner and spend the day somewhere inspiring to dream big and put a plan in place. I’ll be doing that this Sunday, and I’d love to hear what you come up with!

Remember, if you are truly a linchpin, you may have more leverage than you think to make some important course cor

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If you know you’re doing a great job, but you feel like you’re getting overlooked, excluded or not on leadership’s radar enough, it could be the perfect time to get a plan in place to dial up your visibility and rise more. While there may be many things that are not controllable, there is one thing that is 100% under your control, and that’s the impact that YOU decide you want to have. Likely having greater impact means getting leadership on the bus with your ideas and seeing you as a confidant and trusted advisor. Let’s make sure you have a visibility plan in place now, so you can have as impactful a year as possible.

Here are a few questions that will help you take the first step, gaining personal clarity, to rise more in 2022. Deciding on the answers to these questions and taking action on them is a way of accepting where you’re being called for your highest sense of leadership. They will also help lay the foundation for a proud moment when the day comes that you exit your role.

Prior to going through these questions, grab a cup of tea, put your hand on your heart and take three deep breaths with your eyes closed to clear your mind. Know it’s your time for your voice to be heard more by leadership and for you to decide on the visibility you’ll have in 2022.

1. What is the biggest initiative where I need leadership to get on the bus for the upcoming year?

2. What is a big ask that I’m a little afraid/hesitant to bring up, but I know in my gut and in my heart that I must? When can I have that conversation?

3. If I were to exit my role at the end of 2022, who do I need buy-in from, so I could you hand over the baton in a way that would make me proud and happy?

4. What is my most important next step?

Clarity is the most important first step to rising more but often the most elusive. When we have tried in the past without success or if we are preparing to challenge leadership on a new way of thinking, it’s easy to back down or not to speak up.

But, just like an Olympian sets her sights on a seemingly impossible dream and plans with the end in mind as if that dream has been realized, your dream of even greater visibility and impact is no less important. Olympians decide what they want and visualize every detail of their success. They use all of their senses down to the weight of the gold medal and how it will feel on the back of their neck when they bow their head to receive it.

What is your Olympics in terms of visibility and rising in your organization, and what would it feel like if you achieved it? Imagine if… What would it mean to you and those coming behind you?

If you’d like to have a private and confidential conversation and gain guidance on your plan for more visibility and to rise more in 2022, let’s chat! https://www.sherylkline.com/ignition

With total confidence in you,
Sheryl

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Feeling like you’re drinking from a firehose? You’re not alone!

If you’d like me to talk you off the ledge:), let's chat privately ASAP.

Keep in mind...

Now that we are deep into Q4, what I’m hearing (now more than ever) is that individuals and teams are feeling overwhelmed, depleted, and losing motivation.

Your or your team’s highest sense of impact and contribution DO NOT live here, and it’s virtually an impossible pace to sustain.

This, of course, has a huge ripple down effect on productivity, profitability as well as talent retention... not to mention on the overall sense of well-being and impact on the family. As you can imagine, this is costly. Upwards of $500 billion dollars of lost revenue a year according to a recent Gallup study.

If you are an ambitious heart-centered leader, we lose even more. We lose your ability to access your highest sense of contribution, your ability to influence up and have the biggest voice possible at the table at a time when we’ve never needed it more.

The GOOD NEWS is that there are solutions for you and/or your team to STOP feeling firehosed and START feeling more in control, energized, and on the path to taking action on what matters most.

So, here’s what I’d like to do that I’ve never offered before:

A two-hour intensive for you and/or your team where we will:

• Strip down your calendar and rebuild it together
• Strip down your habits, see what’s serving you and what is not
• Strip down your goals and rebuild them together

If you live in the San Francisco Bay Area, I’d love to have this session in person! Otherwise, this will be a recorded Zoom session.

I’ll be doing only 10 of these from now until the end of the year. Why? Because my greatest joy is being the guide, so you can be the hero... and because your leadership is needed now than ever.

If you’re ready to take action, schedule your private 30-minute Ignition Call here to see if this intensive is right for you or your team.

Here’s a short video with my personal invitation to you...

Cheering you on always!
-- Sheryl

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"Talk me off the ledge, or I quit!”

Have you been feeling that way, or is it possible your team is?

Maybe it's the back-to-back-to-back-to-back meetings with little time to do your work (nonetheless time to strategize for the future.) Let’s not even talk about your "me" time to take care of yourself and nourish your soul…

The great resignation is a thing, and let’s make sure you and your team are not part of it.

Unfortunately, it’s not where your (or your team's) greatest creativity, innovative ability, or profitability exist. If you are grinding it out, do you want to keep working this way, and how will it affect your ability to have your greatest impact?

The great news is that there are ways to take some control back and create more time for what matters!

Here’s a great place to start which is taken from Greg McKeown’s book, Essentialism...

He mentions a "Zero-Based Budgeting Approach." It’s similar to when accountants start from zero rather than from incorporating in past expenses. Start your calendar and commitments from zero, as if none of them exist (wouldn’t that be amazing!). Then justify each meeting, project, etc. to yourself as if it was brand new. Would you agree to do it? Is it essential? If the answer is "no," delegate, postpone, or eliminate.

Yep, take a couple of hours to zero out your calendar and commitments and gradually add items back in, after asking some of these tough questions.

If you need to be talked off the ledge :), or if you’d like to have a Q4 pause and plan before you (or your team) get to that point, let’s chat! During this time, we’ll:

-- Have an honest look at your calendar
-- Get clear on your next 90 days
-- Discover what’s holding you back the most

Simply apply for this Ignition Call with me. https://www.sherylkline.com/ignition

To your next level of impact and joy!
-- Sheryl

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In case you missed my LIVE interview with the amazing Denise Reed Lamoreaux (Chief Diversity Officer at ATOS), here are a few of the wisdom gems she shared:  
-- Remove those tentative statements by omitting words of doubt such as “I think”, rather say “this is the solution”
-- Be specific in your word choice by saying, “Friday is the deadline”, rather than, “I need it ASAP”
-- Provide people with resources after a meeting to go back to, this helps with retaining information
-- Ask people who don’t think like you to give you feedback, you need this to make improvements
-- If you want to be known as a role model, you have to be bold, take that next step in action
-- Communicate with power. Every time you remain silent, that means that this situation could happen again.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #ATOS

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Do you ever feel in your heart that you want to have more impact with your leadership? Maybe you’re a trusted "go-to" leader for getting the job done, but not a confidant or advisor?

Before we jump in, I want to honor you for all the mountains you’ve already climbed, and the success you’ve already achieved in your business, with your family, and in life. You’re a leader who’s persevered when others have quit, a leader who has been (or continues to be) a "lonely only" in meetings, and whose ripple effect goes far and wide. It’s SO easy to lose sight of that.

Can you do me a favor? Pause for a moment and jot down what you’ve accomplished in the last 6-8 months? For extra credit, grab a family member, call a friend or colleague and read what you wrote to them, out loud.

As we move forward into Q4…

I’d also like you to reflect on what is in your heart, and listen to your gut. When you are ready to step away from your position or your company, how do you want to be remembered and what change would you like to see before that time? Why is your organization different because of YOU?

Gaining clarity and standing in your true and authentic power will certainly shape your peers and subordinates. What about influencing those who are under tremendous pressure by stock prices and a board of directors? Who can empower them to innovate, pivot, act out of integrity and commitment for the mission and vision of your company? What part will they have in course-correcting their organization during this delicate time, and who will champion or challenge them for the greater good?

Is it time to speak up more to your leadership?

Maybe you have ideas that you have not expressed.
Maybe you have been pushed to act against your highest sense of integrity.
Maybe your gut is telling you to challenge leadership’s decisions, but you’re afraid or think you know what the response would be.
Maybe you’ve tried, but it’s falling on deaf ears.
Maybe you’re a Rockstar, especially recently, but you don’t vocalize your accomplishments.

(Despite popular belief, accomplishments do not speak for themselves. You’ll also likely have colleagues that do this freely and without hesitation, therefore gaining more visibility. This is typically a cultural indoctrination for women and not easy to shift but necessary. What do you think?)

How do you want to feel at the end of Q4, and what needs to be said?

In the coming weeks, we’ll figure that out together.

We’ll gain clarity on important issues and then be able to "Influence Up" in a calm, authentic, and highly impactful way, so your work and commitment to the greater good matters even more.

Join Our (FREE) Live & Interactive MasterClass on September 30, 2021 @ 12:00pm PST

I’ll be hosting a new masterclass on Thursday, September 30 at 12:00pm PST that will walk you through how to get clear on your message, prepare your mindset, and structure your communications for maximum impact.

Learn more and register at: http://www.sherylkline.com/impactworkshop

In the meantime, a little homework. Please take a moment to do the following:
1.) Your accomplishments in the last 6-8 months
2.) Verbalize to someone you trust and who cares for you
3.) One area where you’ve been holding back OR where you’re not receiving the buy-in you’d like
4.) The one person who you will make a ‘big ask’ to support your efforts.
(This should scare you a little)

If you have any specific situations or questions that you would like confidentially addressed during this session, please email me directly at sheryl@sherylkline.com.

To your empowerment and cheering you on always,
- Sheryl

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I think it’s safe to say that most of us have found ourselves in this predicament. Clamming up when we know we should speak up. Maybe it’s an awkward situation. Maybe there is a lot at stake. Maybe it’s just easier not to say anything. Whether it’s in our living room or in the boardroom, your voice needs to be heard. Change for the better will require us all to speak up when our gut and our heart tell us to do so.

Easier said than done, right?

Yep, and we’re not alone.

A recent survey done by LeanIn and SurveyMonkey polled approximately 7,400 women and men in the workplace. While 80% of those polled considered themselves allies, less than half of the women, most notably women of color, say they have strong allies in the workplace.

Also, consider that it can be extremely difficult to ‘influence up’. In other words, share your perspective to senior leadership especially when there is a lot at stake.

However we feel silenced by others or choose to stay silent ourselves, it can affect our impact and our health. This same study states that ‘Silence enacts a clear toll on us that can contribute towards burnout as keeping our concerns to ourselves harms our wellbeing.’

Whether it’s for a marginalized group or influencing your leadership, there are some simple (I didn’t say easy:) steps to take, so that you and other heart-centered leader’s voices are heard, valued, and respected.

If we can ALL learn to speak up more when we know we should, we’ll be better equipped to:

1.) Empower leadership to do the right thing

2.) Reduce your and your colleague’s emotional tax and the probability of burnout

3.) Increase productivity and profitability by empowering others

This topic is more appropriate for longer form workshops or coaching. But I’ve received so many emails and messages, I’d like to get you started here.

First, focus on awareness.Learn to listen to your gut and your heart. Based on Gavin de Becker’s book, Gift of Fear, we take in more information that we can cognitively process. Many times, we have a gut instinct, but we tell ourselves a story or pass it off as nothing important. Be more aware of your gut to get clear on when you should speak up for issues big or small. This will assist with being congruent with our highest sense of integrity.

Next, make peace with any fear, doubt, worry etc that you have.These are universal emotions, even for the highest performers in the world. So, they are 100% normal. The difference is that world-class performers know how to use these emotions to their benefit and to proceed anyway in a calm and effective way. It’s a choice, but it takes practice. You can start by noticing your emotion, and in a neutral tone and then choosing your next best course of action. For example, ‘I notice I’m scared to call out a micro-aggression/challenge my CEO on his/her request…, but I choose to take action by doing..../’

Finally, hone in on acknowledging others, even those who you strongly disagree with.
The reason being is that it’s a human drive to feel acknowledged and validated. Before we can fully be heard and influence others to act, they must feel acknowledged and validated first. This isn’t for them. It’s the necessary groundwork for helping others come up to your point of view. Skip this part, and it can be like asking someone to marry you after the first date. Awkward and ineffective.

If I can ever answer any questions on this very important topic or any of my other content, please email me directly at sheryl@sherylkline.com .

Cheering you on always,
- Sheryl

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Have you ever had a day where you had so many meetings that there was no time to strategize or do YOUR work (not to mention fit in a morning routine)? If you feel like you’re lacking control of your schedule and productivity, that can be frustrating and exhausting. If this sounds familiar, I hear this about 10 times a week in private and confidential sessions, in group trainings and in chat rolls that are lit up with these types of comments, so you’re most definitely not alone!

We need to pause that right now.

Why?

According to Passport Health, a corporate wellness company, if this is not addressed, there can be physical and psychological health consequences as well as serious and deleterious effects on profitability. The ripple effect of this can be staggering for a region or an entire company.

When it comes to YOU, you’re needed now more than ever. Your expertise, your passion and compassion, your leadership, and your G-d given right (and possibly obligation if you’re with me on this one) to surrender to what you are being called to do NOW.

Your ability to gain clarity and create a plan to work on what matters most will not come from a place of reaction to other people’s needs and from feeling overwhelmed.

Period.

Here’s the thing. Ambitions change. Life changes. Our level of awareness changes. Our mission changes. What we are willing to acquiesce to changes. If there is a silver lining from the last year and a half (and counting), it’s that life is short, and it is fragile. We want to matter, and we want to enjoy it.

Right?

It’s the perfect time to pause and make a shift, small or large! Maybe it’s a shift in your workday or in your morning routine (or to establish a morning routine:) or maybe you have to have a major and potentially risky conversation about boundaries and expectations.

Regardless, Q3 is an excellent time to slow down, so you can speed up for the remainder of the year.

[FREE LIVE VIRTUAL WORKSHOP] “Productivity, Impact, and Beating Overwhelm in Q3/Q4: Build a 90 Day Plan”

In my (FREE-yay!) live community workshop this Thursday, August 19, 2021 at 12:00 p.m. PT, I’ll be sharing how to do this.

Here’s what we’ll cover:

1. Stories you may be telling yourself that keep you stuck
2. Your calendar and what is likely your #1 energy drain
3. A 90-plan that can get you unstuck

Go ahead and register now. This will be an interactive event, so please bring your pens, print out of your weekly calendar, and a notebook.

See you Thursday!
- Sheryl

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In case you missed my LIVE interview with the remarkable Calline Sanchez (VP of Global TSS Service Planning and Premium Support for IBM), here are a few of the wisdom gems she shared:  

• Be open to the diversity of thought and speak it, know that every idea may not be welcomed
• It's important that you just feel comfort in your own personal voice and your ideas
• Challenge yourself by asking, "how do I stay relevant?"
• Always consistently want to remain relevant
• Focus on the process and put in that work, that will really set yourself up for being really impactful

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #ibm

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Do you ever use July as a time to pause, plan and possibly make a course correction for the remainder of the year?

Is it that time?

These are great to do every year to make sure you’re running in the right direction, running towards what matters most, and running in a way that you can sustain.

It’s a great time to take an honest inventory of how the year has gone up to this point and giving deep thought to how you’d like it to finish. It’s a time to reflect and celebrate the ‘wins’ as well as a time to shine a light on where to be more bold, more courageous, and where to step up and serve at an even higher level.

It’s also a time to reflect on excuses and stories that are no longer of service, boundaries needed and the consistent action to take to make 2H 2021 the best possible.

Whenever we are looking to shift or move to the next level (promotion, board seat, shifting direction in a role, shifting out of a role, shifting into a new role…), fear and doubt are often evil twins. We may tell ourselves stories about why we might not be good enough, why we can’t, why our gut and our heart are dreaming an impossible dream, why our voices might not be heard or why making a shift is impossible.

Have you ever told yourself a story?

All of us have. The problem is that, in an effort to protect ourselves from failure, embarrassment, shame etc, stories more often than not lead to excuses.

I get it because I did it for 20 years. I worked with a few world-class athletes every year, helping these top 1% accelerate their progress and then perform under immense pressure. It was in my heart and gut to empower 10,000 female leaders a year, in athletics AND in business, but I kept doing what I knew. I had given myself permission to coach the best but not be the best and scale up my impact. That all changed 8 years ago during a ‘Pause & Plan’. I granted myself permission, hired the right coaches, (yes, us coaches have coaches:), put in the work. Stages appeared. Impact multiplied. So the epic journey of empowering female heart-centered leaders who are shifting entire companies continues to unfold…

I love being the guide, so YOU can be the hero.

The world needs you to show up at your highest level. Is it time to listen or re-listen to your gut and your heart, so you can understand where you need to have a bigger voice and even greater impact?

“You have brilliance in you, your contribution is essential, and the art you create is precious. Only you can do it, and you must.” -Seth Godin, Linchpin

If it’s time to listen to your heart and your gut and have a Q3 Pause & Plan, here’s a great place to start:

• Raise awareness of a story that is not serving you.
• List an excuse that is slowing your progress.
• Set a boundary and commit to moving forward.
• Take consistent action and focus on the process.

Here’s an example from a senior leader who is passionate about (and d@mn good at) strategy planning for her organization:

The story:
If I step away completely from day-to-day operations and client interactions so I can focus on strategy, I’ll overburden my team.

The excuse:
Too busy to strategize in the morning.

The boundary:
Eliminate/delegate 50% of my meetings

The action:
Calendar blocked, spend 2 hours each morning on strategy planning with full transition by end of the year.

As it turned out, the team welcomed the extra responsibility and opportunity to step in!

Let’s make sure 2H 2021 matters and that you are running in the right direction. You can do just that and schedule a strategic 30-minute Ignition Call with me here (www.sherylkline.com/ignition). I’ll absorb the cost because, total transparency, this is how I find my most incredible clients who I LOVE working with.

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If you feel like you’re spinning, not in control of your days, your voice is not being heard, or you’re just not making the progress you want and deserve, we need to chat.

Your voice, contribution and leadership matter, a lot. In order for you to get the projects, promotions, recognition and respect you want and deserve, AND in a sustainable way, we’ll need to take a pause. Here is step #1 which are a few questions to ponder for a mid-year course correction, so you can finish the year strong, and happy.

Warning! These may not be easy.

Step #1: Gain Clarity

• Am I in the right role, or do I need to make an exit plan?
• Do I feel heard, valued and respected?
• What would an ideal work day look like for me?
• What’s one big (or small:) ask to make this happen?
• What’s a micro-step I can take to make this happen?

You are a gift.

A leader whose authentic, confident and compassionate voice needs to be heard, valued and respected. That will NOT happen from a place of overwhelm, fear of speaking up, being too hard on yourself (guilty!) or being in an environment that makes it impossible for you to be the leader you are meant to be.

Are these questions scary to answer? Absolutely.

What are the consequences of not answering and not taking action? Certainly for your career, but also for your personal well-being, partners, daughters, nieces and the female leaders coming behind you.

The good news is that there is a proven process that can help.

The Limitless Leader system has empowered hundreds of female leaders, emerging leaders and their teams in San Francisco, Silicon Valley and worldwide to speak up, be heard and get projects, promotions, recognition and respect they want and deserve.

I’m opening up an invitation-only live group coaching Mastermind for 10 women or male allies. I will personally be your guide through the Limitless Leader system and would love to have you join us.

Space is very limited.

Learn more/apply here by June 30, 2021.

Let’s make 2H-2021 epic, together.

Best,
- Sheryl

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In case you missed my LIVE interview with the fabulous Nikkia Carter (Worldwide Modern Work and Security Tech Strategy Lead, Microsoft), here are a few of the wisdom gems she shared:  

• Make sure you negotiate your salary at the range that you should be in and make it non-negotiable.
• Tech leaders should teach young adults in impoverished situations or who have low education, and get them into tech.
• The mindset is within determination and believing in yourself.
• Demonstrate for other people and just put yourself out there.
• If something’s important to you, despite not having all the answers. You will figure it out, just be patient with yourself.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #microsoft

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In case you missed my LIVE interview with the remarkable Debra Curry (Director of Investment Strategies, Yosemite Capital Management ), here are a few of the wisdom gems she shared:  

• You need an advisor if you have a large sum of assets, someone who can help you get through it.
• You can delegate a lot of your financial work, but you still need to know what’s going on.
• To have a clear understanding of your financials or in preparation of seeking an advisor, create a financial binder/file.
• Gather all of your statements together, your passwords, your will, your trust, to make a binder or file.
• It’s essential to understand everything that you’re signing, including your tax return.
• Everything has a specific language, and you really need a translator. Hire someone that speaks the language.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #yosemitecapitalmanagement

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In case you missed my LIVE interview with the phenomenal Alla Liberman (Chief Investment Officer, Pentagon Capital Partners), here are a few of the wisdom gems she shared:  

• If there’s something in your heart just go for it. Don’t be afraid to put yourself in a position where you have to figure it out
• Take the leap. You really need to understand, press, and ask tough questions.
• Keep asking, demanding, and being transparent. Be very open about your goals and start having people be accountable.
• Believe in your common sense and your intuition.
• For your first six months, put your head down and do the work. Become knowledgeable and don’t be afraid to speak up.
• Be mindful of the culture. Observe what’s going on and understand the mission.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #pentagoncapitalpartners

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In case you missed my LIVE interview with the remarkable Debbie Meeks (Strategic Partner Manager, Shell Oil), here are a few of the wisdom gems she shared:  

• Look for managers who are open to different ways of looking at things. Find people who support you to move up the ladder.
• Have a learner mindset by asking questions and looking for the bigger picture... it helps to broaden your horizons.
• You have to be inquisitive. Take the time to learn about people and their perspectives.
• The higher the stress level, the more important it is to communicate and the more important it is to reach out.
• Really pause and take the time to connect and communicate.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #shelloil

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In case you missed my LIVE interview with the phenomenal Kelly Nagel (President & GM, Jabra North America), here are a few of the wisdom gems she shared:  

• It’s important for women to have male allies that inspire them to raise their hand and take challenges.
• Many women dwell on things for too long that they are unable to address issues to move past it
• Remember the mountains that you’ve climbed and the successes that you’ve accomplished during difficult times
• Write and share great things you did, especially to your boss to your peers so you can all learn from one another
• Keep your teams connected by investing crystal clear video and audio, so that everyone in the office or teleworking can be heard.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #jabra

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In case you missed my LIVE interview with the amazing Elisa Bell (Director of Mobile Products, Transurban ), here are a few of the wisdom gems she shared:  

• Give your team the permission to make mistakes, if they are not making mistakes, they aren’t pushing hard enough.
• As a leader, show empathy and vulnerability, understand that it’s hard for your team and be open with your struggles as a leader.
• Having the mindset of, we’re all human beings, we’re all a team, and we’re going to work together to succeed.
• Try to put yourself in your team’s shoes and be a great communicator by having an open line of communication.
• Having an open dialogue with your team and understanding that it’s a transitional period with the pandemic. Try to help remove as many roadblocks as possible

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #transurban

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Have you ever had an important conversation or interaction, and left the room (or Zoom:) feeling like you didn’t have the impact you’d hoped for? Maybe you flat out bombed the opportunity (I think most of us have experienced that at some point!) If so, you’re definitely not alone, but let’s make sure it never happens again! Your voice matters, and you deserve and need to be heard.

The entire process is outlined in my Limitless Leader course, but here’s a great place to start, with preparing your mindset. Permission to be transparent? If you don’t believe in what you have to say or you are unclear of the outcome you desire, then it will be difficult at best to influence others.

While the 7/38/55 rule of communication states that only 7% of our communication is perceived by our words, 38% by our tone, and 58% by our gestures (1967, Albert Mehrabian and his colleagues at UCLA), is debatable, one thing is for certain. Your tone and gestures matter, a lot.

Why is this important to you being able to have the most impact in your conversations or presentations?

Because it’s very likely that what you are thinking will come out of your mouth. If you doubt your ability or you doubt that your idea will be well received, you’ll likely sound doubtful. If you lack confidence in yourself or in your words, you likely communicate that in your tone. If you’re angry or annoyed, that will likely come across as well.

What’s the big deal?

As humans, we tend to mirror others. The double whammy is that we want to feel safe. Safe in our decisions and in whom we trust and believe in. It’s challenging to be confident in someone who is not confident in themselves. If someone doubts themselves, we are more likely to doubt their idea, intention or ability to execute. Finally, if someone is angry or annoyed, it creates separation and pushes others away which is not conducive to making others feel safe or wanting to stand with us or our ideas.

The good news?

You can take the first step to take control of your impact is to optimize your mindset. You can do that by building confidence and making others feel safe prior to your next crucial conversation. The best place to start is by asking yourself an interrogative question. According to Daniel Pink in his book To Sell is Human, interrogative questions are SO much more powerful than affirmations.

Here’s why...

An affirmation is a declarative statement that we may or may not believe, such as "I am capable of delivering a powerful and compelling pitch." It’s positive but weak. It doesn’t do much for helping us to believe what we are saying is true. Of course, it’s better than having a negative dialog, but not internally convincing.

An interrogative question challenges us, and we are likely to defend ourselves. For example, switching the affirmation above to "Are you capable of delivering a powerful and compelling pitch?" is likely to trigger your memory to the last time you had a success. So, our response is a resounding "Yes! I sure am capable of delivering a powerful and compelling pitch! I just did one last week." It forces us to come up with proof, and affirmations do not.

So, the next time you have a crucial conversation or presentation be sure to get clear on your desired outcome and ask yourself an interrogative question, so you can believe in yourself and your words. Your belief in yourself and the outcome you desire as well as helping others to feel confident and safe is the first step to being heard and valued.

Cheering you on always!
-- Sheryl

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Sue (not her real name:) is a senior executive who is responsible for cultivating and maintaining relationships that are worth hundreds of millions of dollars. She had an extraordinary year, growing this number significantly even during the extreme disruption that 2020 brought. What was shocking was her response to me acknowledging her unprecedented success…‘It’s not that big of a deal.’

What? It was a HUGE deal, for her, for her team, and for her company. She didn’t want to brag or take too much credit. Of course, this is understandable. How we were raised, our culture, or experiences up to this point, can have a lot to do with how (or if) we speak up, especially when it comes to communicating our impact.

Here are two key reasons why it may be time for you to communicate your impact more boldly.

1.) You May Limit Yourself
... for future opportunities to advance yourself or to help others.
Many times we get stuck in our own world and make assumptions. The main one being, ‘If I do my job and do it well, I’ll get the recognition I deserve.’ Many times that is a myth, and you are leaving your impact up to chance. Others do not know what you love to do, what lights you up, what your specific blackbelt is unless you are explicit in your communications. What makes remarkable teams and companies is a group of people who are diverse and who can support each other, so it’s important to make sure your superpower and milestones are not secrets. They often do not speak for themselves, enough.

2.) Others are Watching!
For women and those who are further marginalized within and outside our gender, it’s important to have role models who speak up, so they follow suit. As emerging leaders develop their competencies and their passion, they’ll need to know how to advocate for themselves and how to be explicit with their goals, dreams, and aspirations. Is there anyone watching or looking up to you who could benefit from you owning your impact?

Here are a couple of ways to communicate your impact more boldly and in an authentic way. Schedule a time to:

1.) Write down what you love, what you do well, and any recent accomplishments or milestones (large or small). Have a dedicated journal, and record everything. This will also come in handy in the event you need to update your resume or CV.

2.) Choose one person in your organization to share these with, preferably someone who could benefit from knowing. This could be a subordinate or one of your managers. Let’s get used to speaking up for yourself for your benefit and others.

Whether you have an impactful conversation, your numbers come in off the charts, or you had to make a tough but important decision, let’s communicate your impact and passion more boldly, for you and for others who may benefit!

If you want to learn more about communicating your impact more boldly, keep your eyes out for additional tools, content, and programs offered to our Limitless Leader community in the next few weeks. Can’t wait? Follow this link to apply for a private chat, http://www.sherylkline.com/ignition.

Cheering you on always!

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In case you missed my LIVE interview with the fabulous Greer Meisels (Chief of Staff, Institute of International Finance), here are a few of the wisdom gems she shared:  

• Your Mindset needs to be resilient. You can’t be afraid to make mistakes or you’ll never get as far as you could.
• So many of the things that we are experiencing are transnational problems, ex. pandemic & climate change
• We are all interconnected and require international cooperation to solve global issues
• We need to acknowledge the unconscious bias that affects how we interact with people
• Listen, understand, and try to internalize and understand as opposed to just listening and hearing
• If someone sees something in you, don’t doubt yourself

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #iif

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In case you missed my LIVE interview with the phenomenal Lolita Amica (Director of Talent, Tubi), here are a few of the wisdom gems she shared:  

• Ask not just about business but get to know people, be very intentional and purposeful
• Finding out what people really enjoy about the work , what they’ve done and where it is that they’d like to go
• It’s important to invest in your people, but also monitoring and knowing how they’re doing.
• Is the lack of success of employees relative to them in the company? Are there different opportunities in your organization that’s more fitting?
• When performance has dropped off in employees use ECO mindset: empathy, curiosity and optimism

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #tubi

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It’s Spring (finally!), and it’s possible that it’s time for a new beginning, a shift. Maybe it’s a shift in your morning routine, how much you commit to speaking up, the intent that you go after a raise, promotion or the recognition that you’re yearning for. Maybe it’s a big shift in terms of how you lead, where you lead or in what capacity.

Is it time to de-cide? Phonetically speaking, ‘de’ means ‘of’ and ‘cide’ means, well ‘death’. When you de-cide, it’s the death of any other option.

Oftentimes gaining pure clarity is the hardest part.

Why?

Simply put, we have a lot of baggage, past experiences, past influences and stories we tell ourselves which gets in the way of our next best move.

The good news is that there is a process to get clear, so we can shift, take action and get back on track to the best version of us as well as feel the joy that comes along with it.

I didn’t say it was easy:), but it is possible. Keep your eyes open for a FREE masterclass I’ll be doing on this very topic towards the end of April. In the meantime, answer these three questions to get started:

1.What are the three words that define the best version of you?

2.What’s one small step you can take to be more congruent with your words?

3.If the best version of yourself was coaching you right now, what would he/she advise you to do?

YOU have something very special placed within you, and it’s fluid. It changes. Maybe you’re being called for more or different.

If so, the best thing you could do is to create some ‘white space’ for yourself. Yep, no phone, no dog, partner, kids etc. Even 10 minutes a day, to just be, ideally out in nature.

Clarity requires time and space, so let’s gift that to ourselves starting this week. In the coming weeks I’ll be sharing the process that helps the forest become clear through the trees, so you can decide on the next best move for you.

Cheering you on always,
- Sheryl

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In case you missed my LIVE interview with the remarkable Amy Protexter (Senior Vice President of Marketing, Insight), here are a few of the wisdom gems she shared:  

• It’s important to reinvent ourselves to stay relevant to the marketplace and to our clients.
• Using strategic acquisitions to build upon some of the organic capabilities with additional services capabilities.
• The brand is something that is a living and organic thing that kind of changes, just like your career.
• Co-creation is a powerful tool to forward movement. Having a group of people with different perspectives will allow you to create something incredible.
• Find your voice and speak up with your ideas, and be willing to bring difficult feedback to the table for other leaders to hear. 
• Self-talk really matters, what you tell yourself really matters. It’s important to find the voice that tells you to keep going.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #insight

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In case you missed my LIVE interview with the fabulous Mihaela Mazzenga (Chief Technology Officer, The Sharper Image), here are a few of the wisdom gems she shared:  

• It’s important to understand a narrative as events happen around you. But also understand that your journey isn’t going to be the same as anyone else.
• A reminder women in tech, to just be yourself and to execute how you can execute best. The outcome is going to be whatever you put your best foot forward to be.
• Tech is progressing to become more and more cloud based, you can use that for competency and build on top of it.
• Get rid of the noise around you. Whether that’s a narrative or on expectations, or what others think about you.
• Really take that personal responsibility, and develop yourself and also start aligning yourself with people that can support you.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #sharperimage

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In case you missed my LIVE interview with the phenomenal Natalie Singh (Enterprise Channel Director, Microsoft ), here are a few of the wisdom gems she shared:  

• Create the space for you to deal with your emotions. Responding to life, instead of reacting to life.
• Research says we can only think very productively for 52 minutes. So take a break, recharge and begin again.
• Give yourself permission to have some quiet time where with a book or walking by yourself. Be aware of what you need.
• Be mindful of self-talk. Reference what you can do versus the limitations that sometimes go into the self-talk.
• Rather than an affirmations, ask a question like, Am I disciplined? Do I belong here?
• You’d probably defend yourself, that you’re deserving.
• Your voice matters, you matter, how you treat people matters.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #microsoft

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In case you missed my LIVE interview with the remarkable Amy Bunszel (Executive Vice President of Architecture, Engineering & Design Solutions, Autodesk), here are a few of the wisdom gems she shared:  

• Inclusive and diverse cultures are more likely to be agile and innovative. These cultures have less turnover, thanks to increased morale, opportunity and equity.
• Incorporating one time company holidays when the stress is really building up. The entire company being off allows people to recharge fully.
• Reach out to your employees to let them know that as leaders, we are paying attention to what is happening internally and externally.
• As a leader, ask yourself how are you enabling others? What really motivates you? Try to stay true to that as you navigate through your career, because there'll be twists and turns along the way.
• It’s imperative that we ensure the right amount of flexibility so that people who want to spend more time in the office can but we should maintain the work from home flexibility.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #autodesk

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In case you missed my LIVE interview with the phenomenal Lindsay Zwart (Chief Enterprise Officer and Director, Vodafone), here are a few of the wisdom gems she shared:

• Leading with compassion and empathy is what sets women apart. We can’t begin to understand what our customers and our team require without understanding where they’re coming from.
• You need to cut yourself a break and know that as much as you want to do everything, you don’t need to do everything. Pick what will be the best for you to engage and have the best outcome.
• You are the outcome. If you put the right structures in place, you can find the right balance that you need. Because work will continue calling, part of it, is accountability on understanding it’s on you as well to not take on more.
• It is imperative to ask for help when needed. There’s no shame in that. Bringing smart brains together, bringing the collaboration of minds can get you the better outcome.
• Importance of tenacity, saying that anything is possible, nothing is there to hold you back. It is around pushing through those barriers, there’s always a way through it, there’s always a way around it or underneath it.
• Remember between bringing other women up with you to be authentic to yourself, and also to just really have that resilient mindset..

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #vodafone

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In case you missed my LIVE interview with the fabulous Laura Guio (General Manager, Global Cisco and Apple Alliance and California Senior State Exec, IBM), here are a few of the wisdom gems she shared:  

• You need to have this little voice inside of you asking: What do you stand for? What do you want to do? How do you want to operate? Then you're able to distinguish and make decisions based on that.
• Women and the underrepresented minorities when you are trying to go after something, ask, you could be told no, but try again. Sometimes it takes multiple tries.
• Take the combination of selling what you do know and being enthusiastic and energetic about what you want to learn.
• You need to have some small aspect of what you know about a job. And then there will be some aspect of the job you don't know. You just need to want to know more and highlight that people.
• It’s important to be self aware. Highlight what you like  and what you're good at. If you don't like what you're doing, you're not going to be good at it.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #ibm

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In case you missed my LIVE interview with the remarkable Cindy Healy (Director Employee Onboarding - World Wide Learning, Microsoft), here are a few of the wisdom gems she shared:  

• Raise your level of awareness and seek out people that have talent or that have passion for things that they might not even recognize in themselves.
• Lead by bringing out the authenticity in people.  Talk about what is best for them as a person as an individual. And what is their vision for their careers? And then how do you map opportunities to that?
• As a leader connect your team with the right people that can help them further in their journey.
• Help people navigate from “what if” to “imagine if”, sends them in a more positive trajectory. Where you can plant seeds of ideas.
• Powerful mindset tool of envisioning success. Whatever that be you want, setting your mind up to the positive mindset of achieving success.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #microsoft

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Has anyone ever given you a compliment that you’ve downplayed or shrugged off as being insignificant or ‘not a big deal’? Maybe you’ve achieved a new level of success or had a big win and then just moved on to the next thing without taking in the magnitude of what YOU did.

Permission for a healthy dose of tough love…

If you want more recognition from others, it’s important to start recognizing yourself more. This serves two purposes. First, progress boosts confidence, momentum and motivation. In order to capitalize on this, it’s important to pause and party! Be sure to celebrate the process and not just the ‘W’s’. For example, you made 3 phone calls to key stakeholders or if you practiced relentlessly for an upcoming presentation. Of course, if you got that raise, promotion or kudos, schedule in a way to celebrate that as well! Don’t forget to plan that ‘pause and party’!

Second, share with others what you’re passionate about and what you’ve done! How can others recognize you more if they do not know what you’re up to or the amount of time, work and effort that went into what it took to get there?

Don’t want to sound like you’re bragging?

Think again! Who else is missing out by not knowing what your blackbelt is and what you’re willing to do to be world-class?

Third, ask for the recognition you want. Many times it may just be a lack of awareness that others are not recognizing your or your team’s efforts. Be sure to be clear on the recognition, cadence, and form of recognition you’d like (verbal, written, compensation etc.)can others recognize you more if they do not know what you’re up to or the amount of time, work and effort that went into what it took to get there?

Don’t want to sound like you’re bragging?

Think again! Who else is missing out by not knowing what your blackbelt is and what you’re willing to do to be world-class?

Third, ask for the recognition you want. Many times it may just be a lack of awareness that others are not recognizing your or your team’s efforts. Be sure to be clear on the recognition, cadence, and form of recognition you’d like (verbal, written, compensation etc.)

The first step to more recognition though is for you to hone it and own it! Always be improving and speak up about your accomplishments. You’ll build confidence, and others will have more awareness to give you the praise you want and deserve. | | Cheering you on always.

Let’s do this 2021, together! Please schedule a private and confidential 1:1 Ignition Call with me if I can help in any way: www.sherylkline.com/ignition

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Happy International Women's Day 2021 everyone.  

Here's to you being AMAZING! Thank you, and I have so much gratitude for you being on this journey with me. Please schedule a private and confidential 1:1 Ignition Call with me if I can help in any way: www.sherylkline.com/ignition

Cheering you on always,
- Sheryl

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In case you missed my LIVE interview with the amazing Allison Metcalfe (Chief Revenue Officer, Demandbase), here are a few of the wisdom gems she shared:

• A part of the growth mindset is positioning yourself correctly before you are about to take on something challenging.
• People don't want to stay in companies that tolerate high performing bad actors. It's a tremendous business risk.
• We need to evaluate if the person is coachable. If they're coachable, then it's probably worth the investment. If they are not coachable, then you have to have an exit conversation.
• If leaders don't have faith in their team, then team members will find it hard to believe. So it’s critical, that you are aware of how your leaders position things to their teams, and how people are feeling because it's a business risk, you will lose revenue.
• The concept of balance is really important, but also diversity of how you're spending your time.
• Stop being glued to your computer from nine to five, take breaks, go for a walk, do something else.
• You have to take control of avoiding your own burnout.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #demandbase

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In case you missed my LIVE interview with the remarkable Bianca Rathgeb (Founder, Goldene Mitte), here are a few of the wisdom gems she shared:

• Grounding breathing helps if you're getting stressed and overwhelmed.
• It really calms you down and helps you to be able to think again.
• When stressed out at a home office situation or an important meeting is coming up. You do ground breathing.
• You do a few rounds, like two minutes or so breathing and get centered again.
• Fountain breathing has a releasing function like releasing the old and getting new energy in it.
• You add an intention. The first few rounds, releasing pain, anger, anxiety. And then we breathe in new, could be more joy, or more fun or more inspiration, whatever you need.
• Breath work helps you to become more grounded, which in turn helps increase productivity

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #sherylkline​ #goldenemitte

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In case you missed my LIVE interview with the phenomenal Karen Pilla (Senior Director of Development Operations, Oracle), here are a few of the wisdom gems she shared:

• The key word is flexible. You have to be flexible during these times. It's okay to hit that wall. And take some time for yourself.
• It's okay not to always feel productive especially when going through times of change.
• As a leader it's important to give them the freedom to act and if they don't have the best day today, they'll do better tomorrow.
• The most important piece of being able to keep people productive is making sure that they understand that it's possible to be flexible.
• It’s important to throw in some fun activities in weekly meetings and calls to keep morale high and to destress.
• For products, It's essential to be realistic and flexible, about what our deadlines are, when we can deliver things.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #oracle #sherylkline

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In case you missed my LIVE interview with the incredible Debbie Gibb (Managing Director of N Ventures), here are a few of the wisdom gems she shared:

• Build a core team around you of people who have skills that complement yours
• It is critical create the environment where people can take risks and fail, creating an environment of “we can do it” mentality, especially if things aren’t going well
• Lead by rolling out on what's happening in your industry real time and learn from that and make adjustments real time
• Bring back the holistic view of critical thinking and the different perspectives
• Own your story, where you are in your life and tell your story. Really define your own version of success as opposed to somebody elses

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #bHERd​​ #sherylkline​​ #nventures

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Have you been craving some recognition for all your amazing hard work and contribution?

If so, it’s no wonder. You deserve it!

One of our primary drivers of happiness is the desire to feel acknowledged and valued. If you’ve been going over and above the call of duty, producing stellar results, but have not been receiving the recognition you want and deserve, here are three ways you can light a fire under the behind of others, so they take notice of you and laud your efforts and accomplishments.

1.) Hone It and Own It.
Repeat to a trusted friend, family member or to yourself in the mirror every day for at least a week at the same time every day. You can even send an audio message to someone.:

‘I am excellent at ….., and I bring tremendous value to ……. I love it because ….., and I speak about my area of passion and expertise to three colleagues, family members or friends a week.’

(Then write down who it will be and when you’ll reach out).

2.) Gain Clarity.Who do you want recognition from? Plan a date and time to have a conversation with him/her.

3.) Craft the Conversation AND Practice.Remember the importance of feeling ‘acknowledged and validated’? It rings true for others too. So, 1.acknowledge and validate whomever you’d like recognition from, 2.explicitly ask for what you need/want, and then 3.ask a question that will prompt the other person to understand that recognizing your or your team’s efforts is important. For example:

‘Seems like you’ve been busy with many important initiatives which I understand 100%.’

‘I wanted to share that myself and my team have generated xyz results, and it’s important to me that once a quarter, perhaps the last Friday of the week, there could be some sort of recognition, such as xyz.’ ‘This would help myself and my team maintain purpose-driven motivation, so we can feel valued and keep producing at a high level throughout the year, which I know is important to you and the company, right?

By taking more control and becoming more strategic, you should have a better chance of helping others to be more aware of what you’re doing as well as the importance of awarding the recognition you want and deserve.

Cheering you on always,
-- Sheryl

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Something extraordinary happened at Xerox between 2001 and 2009, prior to the only woman to woman CEO changing of the guard in a large Fortune 500 company. For almost a decade, Ann Mulcahy was a fierce ally and supporter of Ursula Burns, so there would be a smooth transition when Ursula became CEO in 2009. In Mulcahy’s HBR article How I Did It: Xerox’s Former CEO on Why Succession Shouldn’t Be a Horse Race, she was not threatened by the brilliant, outspoken, and power of Burns. Mulcahy recognized Burn’s strengths, challenged her to improve her weaknesses and championed her for almost a decade until Burns eventually replaced her as CEO.

What can we learn from these two compassionate and powerful women, and how can we use this wisdom to empower more female leaders, emerging leaders and male allies, especially those who sit on the margins?

Quite a lot, but here are two important things to ponder and hopefully take action on:

1. Have the courage to concede or transfer power.
   Whether you’re a manager, in a chief of staff role or heading for CEO, this is a tough one. But, when we put aside ego and dedicate ourselves to the best person for the job for the betterment of the company, and in turn dedicate ourselves to what our black belt is and where we are most needed, we can work together in our highest capacity. True allyship is advocating for the best person for the job, even if it means we may be displaced. Have the courage to concede, and surrender to where you are most needed next.
2. Speak up.
   Ursula Burns self proclaims that is was not soft spoken when it came to her opinion. Even Mulcahy wrote, when Burns was in her 30’s, the senior leadership at Xerox would always ask ‘Who is that?’ in meetings. They soon learned who she was because, as Burns said: "I told them."

Ursula Burns was the only black woman to be named CEO of a Fortune 500 company, and this is after being told as a young person, "You have three strikes against you. You’re female, you’re poor and you’re black." Ursula Burns was not defined by how she grew up, by a single mother who did odd jobs to support her, nor by what others said. Ursula’s mother always told her that "You are not defined by where you come from." From earning honors at the Polytechnic Institute of New York and later a M.S. from Columbia to becoming the CEO of Xerox and not to mention being named one of the 22 most powerful women in the world by Forbes, we can all learn many important lessons from her, but here’s a big one I’d like to invite you to consider...

You get to decide on your path, the voice you have in the world, and the impact you commit your life’s work to. Align with those who recognize your value and who will be allies, even if it means that they may someday concede and transfer power because it’s the right thing to do. We too can commit to being courageous allies, so we can be an example in this powerful process of change as well.

Are you on the precipice of something grand?

Let’s do this 2021, together! I’m here to help, www.sherylkline.com/ignition

xx
-- Sheryl

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In case you missed my LIVE interview with the talented and insightful Sonia Wadhwa (Chief of Staff and Director of Business Operations, Microsoft), here are a few of the wisdom gems she shared:

• We must surround ourselves with others who will constantly remind us of our potential, especially during low phases of our journey.
• This is especially true for those who sit on the margins.
• Mentoring is one of the most important things a professional needs especially those who are on the margins and the quieter colleagues.
• This is how a diverse workforce will thrive.
• Anyone can be a mentor as long as he/she is one step ahead of the mentee, not just for senior leaders.
• Be intentional and proactive about seeking out diverse individuals who'd benefit from your mentorship.
• There is a great power in taking a pause, especially when emotions are running high (agreed 100%!)

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​ #womenwholead​ #bHERd​ #sherylkline​ #facebook

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In case you missed my LIVE interview with the incredible Gwen Murphy (CEO/Co-Founder of Athena Advisory, LLC), here are a few of the wisdom gems she shared:

• How we close the digital divide and get more women in technology
• Which emerging technologies you should be most concerned about
• A.I.'s impact to the lives of women and girls
• Hone your craft ... and know your stuff
• Your executive presence really matters
• We can deliberately design these services/solutions (A.I., emerging technologies) with the world we envision (not accept things as they are)

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #bHERd​​ #sherylkline​​ #AIEthics​ #AthenaAdvisory​

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Happy New Year 2021 Limitless Leader family!

Yep, this community has a new name with some new content, curriculum and commitments. Here’s wishing you beautiful moments, treasured memories, and all the blessings a heart can know as we emerge from a most unprecedented year. This will be a year of saying “yes” to speaking up, being heard, and being courageous for the things that matter most to YOU.

First, consider... Do you ever get distracted and veer from what’s most important?

Maybe you’re so busy that you don’t have time to focus on what really matters to have massive impact this year? 

We all do, but there are a couple things that sets the best apart from the rest.

Maybe it’s time for a “course correction”... so you can fully lean into this year with purpose-driven clarity, confidence and influence.

This is important now more than ever, don’t you think? 

World-class performers have laser-like focus when it comes to their long-term vision and their short-term progress. Thankfully, there are tools we can all learn, so we can have remarkable clarity and focus too and achieve what may have (at first) seemed not possible.

Here are two tips to get started:

Read more at: https://www.sherylkline.com/blog/get-clear-on-what-really-matters

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In case you missed my LIVE interview with the fabulous Jill Tracy (Director of Global Sales Operations - Business Applications at Microsoft), here are a few of the wisdom gems she shared:

• Have people in your life that give you perspective and who help you strive and achieve faster.
• A lot of people are their own obstacles.
• Speak up if you have value to add.
• Give yourself grace and some space to honor what you've accomplished.
• Then do more and give more.
• When you make a mistake, acknowledge it, be accountable, responsible, reflect, learn and do better next time.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #microsoft

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In case you missed my LIVE interview with the phenomenal Ursula Llabres (Global Head Enterprise Executive Programs, Facebook), here are a few of the wisdom gems she shared:

• Lead with mission and purpose.
• Be authentic, vulnerable and open to new ideas and new people.
• We have a responsibility to shift to a diverse and inclusive workplace, and it's good for business.
• Create a safe space for failure, mistakes and innovation
• Letting work speak for itself is not enough. Advocate for yourself and your team.  Create a personal board of directors.
• Lead like a Camanche, with empathy and while bringing others along with you.
• The best leaders make everyone smarter.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #facebook

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You are a gift.We are still at a critical point in the COVID pandemic, there is still uncertainty, and disruption will continue into the New Year. There’s no changing that. It just is.

It’s time to "de-cide" (again, that literally means "death of all other options") what your gift is, how you’ll bring it to light in 2021 even more and inspire others to do the same.

Yes, you get to decide what you will create, how you’ll show up, and how you’ll be remembered in 2021. Let’s "Hone It and Own It," together.

Make peace with what is, dream bigger, and proceed everyday as if that big, crazy, audacious dream has already happened.

You are a gift, and your purpose-driven work is needed now more than ever.

Here’s a video of my Surrender Practice that I use daily (https://youtu.be/rJwdhMIZQNI). It should help you slow down, so you can gain clarity and speed up the gift you’ll bring in 2021. 

The world is ready. Are you?:)

xx
- Sheryl

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“It’s time to stop complying with the system and draw your own map. You have brilliance in you, your contribution is essential, and the art you create is precious. Only you can do it, and you must."
- Seth Godin, Linchpin

Ready to dig deep and draw your map, together?

If you feel like you've been called for more or called to shift, join me in our community.

In solidarity and with total confidence in you,

xx
- Sheryl

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"You have a brilliance in you, your contribution is valuable, and the art you create is precious. Only you can do it, and you must. I’m hoping you’ll stand up and choose to make a difference."
- Seth Godin, LinchpinHi Scott,In his book Linchpin: Are You Indispensable?, Godin talks about when he was a kid and his love of the comic book series, The Justice League of America. He explained that, with the exception of Batman and Superman, the other members needed to explain their superpowers in the beginning of each story when a stranger was introduced. Godin goes on to say that "...the best future available to us is a future where you contribute as your true self and your best work."So, maybe it’s your time.

Your time to draw your own map. A map that may still include fear and doubt, but one that knows how to use those emotions as superpowers and not kryptonite.

Some of us have been trained to be safe. Not to take chances. To follow the map you were given or the map that others use.

That worked for a while, but not after a year like 2020.

It’s important to honor the mountains we’ve climbed, the milestones we’ve achieved and the lives we’ve touched.

But.

If we are now uncomfortable because where we sit is now feeling too comfortable, safe or mediocre, it may be time to draw your own map. A map that seems a little crazy.Why?You’re needed now, more than ever, and you deserve to feel the joy of being on that journey.How?Make a choice and decide. Choose how you’d like to feel in 2021, the contribution you’ll make, and decide if you believe that it’s happened. Yes, past tense. Happened. World-class performers start with the end in mind. They create their reality first and then plan to make it happen. Make it as vivid and visceral as possible.

So, I’d like to invite you to spend a little time over the holidays thinking about:
1). What is your superpower?
2). How will you own it in 2021?
3). Who will benefit from it (besides you:)?*‘

"You have a genius inside of you, a daemon with something to share with the world. Everyone does. Are you going to continue hiding it, holding it back, and settling for less than you deserve because your lizard brain is afraid. There lies regret."
-Seth Godin*If you’re ready to draw your own map, I’m here to help, www.sherylkline.com/ignition

xx
- Sheryl

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In case you missed my LIVE interview with the fabulous Ayuna Nechaeva (Head of Europe, Primary Markets, London Stock Exchange Group), here are a few of the wisdom gems she shared:

• Embrace being different
• Lean into your strengths
• It's ok to feel fear, but go for what you need to anyway
• There's power in numbers. Seek out the support you need
• Don't be afraid to make a well thought out big ask
• No ask=0% chance of a yes:)

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #lseg #fearlessfemale

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In case you missed my LIVE interview with the remarkable Kathryn Sweeney (Head of Institutional, Americas and Senior Managing Director, State Street Global Advisors), here are a few of the wisdom gems she shared:

• Be courageous and make big asks for well-thought out things that are important to you
• Keep your kids in the loop for big decisions, so they understand the importance
• If you want to achieve the next level of success, skill up. Old skills will not get you new results
• Be the one who brings others with you on your journey to success
• In regards to DEI (Diversity, Equity, and Inclusion), there is a great power in grass roots efforts. Just start!

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #statestreet #fearlessgirl

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In case you missed my LIVE interview with the amazing Anthony Trucks (coach, speaker, author, former NFL player and CEO of Identity Shift), here are a few of the wisdom gems he shared:

• You’re here for a reason bigger than what you actually realize
• Make a real difference and really be heard and have impact
• A special mindset is required that has courage (not just to make the shift) but to be resilient and to keep going when other people might quit
• If that experience you have inside does not match your outside, it’s time to make an identity shift
• The biggest room in the world is the room for improvement
• It’s a matter of looking at your identity as a way to upgrade how you operate

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #anthonytrucks #identityshift

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Have you ever had a meeting, presentation or any important interaction go sideways? Most of us have. Along with being a missed opportunity to gain the influence, recognition or respect we want and deserve, what stings the most is usually our disappointment in ourselves. Let’s make sure it never happens again.

Here are the top 4 ways that amazing leaders and emerging leaders make mistakes AND how to convert the bomb to being a boss in the boardroom (or in any other crucial interaction):

1.) Lack of Preparation

Since you and your colleagues are likely Zoomed out, this is more important now more than ever. Plan key points/asks/needs/outcomes. Think through how you want the interaction to turn out, and how you want to feel once it’s over. Make it as vivid and visceral as possible, then visualize it until you believe it’s possible.

2.) Lack of Empathy

When it comes to crucial conversations, presentations, meetings etc, especially those that are high pressure/highly important, it’s common for emotions to run high. Lack of empathy can make you sound nervous, doubtful, angry, or frustrated. This can likely close off others to what you have to say. If you want to be heard, prepare by taking a 360 look at what it’s like to be the person you are trying to influence. Then, your tone will shift as will your ability to be heard.

I’m not saying you don’t deserve to be angry or frustrated in certain situations, BUT it likely will not yield the results you’re hoping for. According to ex-FBI hostage negotiator and author of Never Split the Difference, Chris Voss, the 7-38-55 rule applies which relates to the importance of words, tone and body language, in that order. So, you could say ‘I love you.’ and get yelled at by your significant other IF your tone and body language are off. When it comes to work, it’s vital to prepare our mindset and stay calm, or the conversation could do more harm than good. This rings true for men and women. As far as condescension which is sometimes described as mansplaining, it’s typically reserved for, well, men. Part of the problem is that men may not be 100% aware or have the intention of mansplaining. Ladies, you’ll need to speak up if this is happening. Gentlemen, it may be worth taking a moment to reflect if someone mentions that you sound condescending.

3.) A Proposal Without a First Date

It’s a human drive to feel acknowledged and validated, so make sure you do so even with those whom you strongly disagree. This is NOT agreeing with him/her, simply letting them know ‘I hear you, and I understand.’ If you jump into your perspective first, it’s like a proposal without a first date, awkward and not likely to go over well.

4.) Speaking Too Much or Too Quickly

Highly influential people speak slowly and only use words that matter to their cause. So, slow down and think through what’s most important for you to convey (see #1). The rest goes on the editing room floor. Then S L O W down the cadence of your words. Be extra mindful of this if emotions start running high.

I’m SO grateful for all the amazing work you put into the world and your willingness to continue to learn and grow.

Keep up all your amazing work and Happy Thanksgiving!
xx
- Sheryl

bherdnow #mindset #mentaltoughness #sherylkline #bossintheboardroom

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In case you missed my LIVE interview with the incredible Heather Brewer (Client Director, New Business Development at Bridge Partners), here are a few of the wisdom gems she shared:

• Be open to new experiences, be flexible, be brave enough to try it
• Go after learning and experiences over titles and $$$
• You do not have to follow the rules or what others want for you
• Taking an extended pause can be powerful and enlightening
• Don't be afraid to take a role that scares you
• Spend consistent time building, nourishing and rekindling relationships

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #bridgepartners

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In case you missed my LIVE interview with the incredible Heather Bailey, AIF (Vice President, Senior Retirement Director at State Street Global Advisors), here are a few of the wisdom gems she shared:

• We just said to ourselves “we’ve got to do better”
• I love 401k plans because they help every American achieve that dream of retiring
• If you’re not skilling-up right now, you’re going to be left behind
• www.ssga.com/skillingup is a 4-part series. We focus on clarity, confidence, influence and impact
• Digging deep is helping people be resilient
• This is going to be the time period to do something big
• Think differently, do differently, speak up and listen to what’s in our heart
• Listen to when we’re being called for more and really being very strategic and not reactive

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #statestreetglobaladvisors

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In case you missed my LIVE interview with the incredible Karyn Scott (CMO at Kloudspot), here are a few of the wisdom gems she shared:

• Creativity, innovative ability and progress require us to risk failure
• Shout out to Lynn Vojvodich for instilling the importance of embracing failure
• Must work harder now to be visible and to be heard
• Kloudspot Quickstart was born from a strategic, swift and a fearless commitment to serve customers in a new way
• Be bold and be courageous to make hard pivots BEFORE a customer realizes they need your product or service
• Face your fears and deal with them
• No regrets

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #kloudspot

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In case you missed my LIVE interview with the incredible Jill Ralph (Head of Global Membership at Motley Fool), here are a few of the wisdom gems she shared:

• Know thyself and who you're interacting with
• Leap and the net will appear
• Magical spots are where personal passion and professional paths intersect
• Invest more upfront with recruiting AND onboarding
• Have agendas for meetings and do NOT waste other people's time. Cancel meetings if not vital.
• Take 5-10 minutes at the end of meetings to wrap up, open for questions
• Check out the Culture Map by Erin Meyer
• Have faith in yourself, AND bring others with you, especially women and minorities

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #motleyfool

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Whether it’s in the highest court in the land, the corporate boardroom, or any other room, most of us have experienced bullying, implicit or explicit, at some time in our career. With the current political climate, it’s not a stretch to say that it is likely to get worse before it gets better.

This hit to company culture is expensive because it causes physical and emotional collateral (difficulty sleeping, higher stress, anxiety, insomnia, high blood pressure and depression which translates into more sick time, increased healthcare and lower productivity) which in turn makes bullying financially costly as well, says Holly Wintermute of the Fisher Phillips law firm.

A study by the online employment service, Monster, found that about 90% of workers have been bullied at their place of employment. As if this isn’t bad enough, imagine if you are someone who is marginalized or double marginalized.

Here are a 4 things we can do to take control and prepare our mindset to speak up and stand up for ourselves in a very authentic way, even when we encounter a bully.

1.) Warm the Room:
Whether you’re in a 1:1 meeting (preparing others for these is my passion and blackbelt, so please do reach out if I can help you in any way) or for a group meeting, presentation or speech, gather as much information as you can about the other attendees, especially those who have the potential to be a bully. What matters to them? Why? Where might you get push back? Do the both of you have a common goal? If you don’t know, do your best to find out. You want to be able to hold your ground, but there’s homework to be done first.

2.) Prepare Your Environment:
At least for now, these interactions are likely to be virtual, so prepare your environment accordingly. What can you wear that makes you feel confident? Will you take your coffee black or have a royal cup of tea handy? Is there a scent that triggers confidence (It’s peppermint for me!)? Don’t forget to place a glass of water behind you, in case you need to take a deep breath and re-center.

3.) Form Allies:
Even Olympians in individual sports have a team who supports them. You’ll need one too! Make sure you curate a fierce group of allies whom you will support you and with whom you can confide in.

4.) Postpone and Adjust:
Know when to forfeit (for now), but do it in a productive way. When someone chooses to be verbally aggressive or insensitive, it can be a good place to start with ‘It seems like there is a lot of emotion around this. Is there another way you could say that?’. Many times this self-reflection does the trick for an attitude adjustment, but not always. If not, postpone the conversation, and be sure to have a high good bye standard. Something like ‘I appreciate the time you’ve held for me, but this conversation seems like it’s not productive. Which day next week works for you to reconvene?’ Then, call in the back-up which may be in the form of indisputable data or social capital (ie: influential colleagues).

This, of course, takes an immense amount of confidence and emotional agility which I’ll be talking about in the coming weeks.

If you’ve experienced some form of bullying in the workplace, I stand with you in solidarity. It’s my life’s work to make sure you are valued, respected and heard.

We are building a movement! Are you in?

Cheering you on always!

xx
--Sheryl

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In case you missed my LIVE interview with the incredible Nicole Johnson (Director of Sales Acceleration at Veeam Software), here are a few of the wisdom gems she shared:

• Share your successes and learnings to help and inspire others
• Fail forward, fail fast, fail often
• Compete to win, and do it at Veeam speed (ie: go all in, work efficiently, and kick fear and doubt to the curb)
• Surround yourself with people who will challenge you learn and grow
• There is NO better time for women's voices to be heard than NOW

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our comamunity at www.SherylKline.com. #limitlessleader #womenwholead #bHERd #sherylkline #veeamsoftware

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In case you missed my LIVE interview with the incredible Latisha M. Roberson, here are a few of the wisdom gems she shared:

leadwithlatisha #womenwholead #sherylkline #limitlessleader #bHERd

-- 'Money does not grow on trees.' It's important to understand equal pay, wealth creation, sustainability and growth.
-- Set goals, accomplish (or learn:), celebrate!, set another
-- Inclusion and Diversity = Invite to the party AND Ask to Dance
-- Shifts need to be gradual to be effective
-- Be very careful with assumptions and stereotypes
-- Emotional Agility is vital during situations of implicit or unconscious bias to foster teaching moments and progress

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for your next level of impact, join our community at www.SherylKline.com.

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STOP and listen if you want to fast track your career success! Carrie Goetz (Principal and CTO of StrategITcom) hit this interview out of the park. SO much wisdom shared. Here are a few of the main take-aways:
-- When someone says ’You can’t.’, figure it out and get it done.
-- Try not to allow others to pull you down.
-- Be bold and take chances even when you don’t have all the answers or are not totally prepared.
-- If in a very negative environment, consider trying to work it out or getting out.
-- Write down of everything you do in a role. You’ll need it someday.
-- Don’t be afraid to try something new out, even if you have no experience.
-- Ask for help often, BUT be clear on what you need first.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for your next level of impact, join our community at www.SherylKline.com. #strategitcom #womenwholead #sherylkline #limitlessleader #bHERd

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I was super excited to have this wonderful conversation with Healthline Media's Vice President of Consumer Insights, Laurie Dewan. 

Here are the highlights from our amazing chat:
-- Higher need to intentionally leverage informal and formal networks
-- Set goals and make a habit of doing this consistently
-- Epic quote by Laurie (and Marianne Williamson:) 'The World is Not Served by You Playing Small'
-- There is a great power in careful listening and stories to drive innovation and organizational change
-- Let yourself be emotionally impacted by your customer stories
-- Healthline is committed to providing research and resources for racism and inequality in healthcare as well as managing mental illness in the workplace

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for your next level of impact, join our community at www.SherylKline.com. #womenwholead #bHERd #sherylkline

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Whether you are currently in your dream job or looking for something new, you won't want to miss these strategies to help yourself, your colleagues and friends to make the meaningful progress in their career. Relationships are everything, especially when it comes to building trust, credibility, expertise and opportunities, so I was super excited to have this conversation with International Association of Women (IAW) Vice President of Marketing and Membership Experience, Megan Bozzuto. 

Regardless if you are climbing in your current role or looking for something new, here are 4 key strategies from our interview to help you to be intentional when networking:

1.) Network with others who will believe in you and push you to get uncomfortable.
2.) Ask: What is the end result I want, and what relationships do I need to build to get there?
3.) Give before you receive.
4.) Build or sharpen the necessary skills along the way.

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for your next level of impact, join our community at www.SherylKline.com. #womenwholead #bHERd #sherylkline

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I had the honor of interviewing attorney Kamil Ali-Jackson, who co-founded Aclaris Therapeutics in 2012 and serves as chief legal officer, chief compliance officer and corporate secretary. Kamil also is an active board member of PDS Biotechnology and has earned degrees from Princeton and Harvard. Her years as a lawyer and mother have shaped Ali-Jackson’s leadership style and philosophy, which is to identify, acknowledge, and hire excellence; exemplify, encourage, and reward initiative and diversity of thought and experience; lead with empathy; and strive to empower all who work for her, including those who are typically “not in the room.”

Kamil Ali-Jackson uses a wealth of personal and professional experience to empower not only herself but others. Here are a couple of the main take-aways from our impactful conversation:

• Don’t wait to do what you are born to do, do it before you’re pushed to do so
• Know what your worth is (communicate confidence)
• Stop being so focused on yourself ("you've got two hands,... one to help yourself, and one to help somebody else")
• Create something new and different
• We need to empathize with each other
• Bring people into the C-suite that don't look or think like others in the C-suite
• Women... don't do harm to other women who are trying their best to balance their personal lives and their professional lives
• Become a part of entrepreneur America for the young-people's world

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for your next level of impact, join our community at www.SherylKline.com. #womenwholead #bHERd #sherylkline

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I was honored to interview Melody Feinberg, who is the Chief Risk Officer at Federal Home Loans Bank of New York. Our topic was "Building the Mindset to Be a Courageous Ally" and the key takeaways were:  

• Melody's story and the courage of a few male allies
• Every next level of ambition is scary (but worth it)
• How to be a creative ally (hint... it involves taking risks)
• How to have an allyship at your organization
• You can have "red cards" without them being confrontational
• Be bold

To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #womenwholead #bHERd #sherylkline

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http://www.sherylkline.com/blogI had the honor of interviewing angel investor, marketing strategist, Founder, House of Thor and a champion of women and girls, Kim Emerson. Kim was inspired at a young age by her grandfather who pushed her to do well in school. After graduating from Cornell as one of 200 in their Electrical Engineering Department, Kim soon became an international influencer in the tech industry. She is also a firm supporter of the Everyone Matters Ministries (www.everyonemattersministries.com) and Girls in Tech (www.girlsintech.org).Here are a couple of the main take-aways from our impactful conversation:- Have a growth mindset, so you can take criticism and learn- Don’t give up. Struggle is part of the process- By helping women in the workforce, you’re helping the potential of the company- Always share your gifts and help othersTo be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #womenwholead #bHERd #sherylkline

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http://www.sherylkline.com/blogHave you ever felt like you are being called for more or a different level of impact?Imagine if we, and those on our team, became influential thought leaders in our area of passion and expertise to affect even more positive change…Whether you think you are an influencer or not, you are. People are watching. Colleagues, friends, family, even strangers. Let’s take a few moments to learn from one of the best thought leadership experts on the planet, Mel Abraham. He is also passionate about helping people get started in the thought leadership space. He’s been interviewed by Larry King, various other media outlets, so it was a real honor to sit down with Mel and receive these gems of wisdom. Here are the main points from our interview:• Speak up, be heard, take action as a thought leader (even if just starting out!)• Don’t wait until you are ready, know more, more experience etc. Start NOW• Ask ‘How would I speak/act/show up if I were a thought leader?’ Start. • Ask ‘What are you passionate about? What problems can you solve for others?’• Do inside work first.• Then build on your strengths to solve problems for others and create a proprietary process/framework to guide people through it. (Here’s mine that Mel helped me with if you’d like to have a look, www.bHERdnow.com)• Position/market yourself as go to person• This can be a multi-year journey, be patient, get help and keep going.• For more information on Mel Abraham and taking your thought leadership to the next level, www.MelAbraham.comIf you'd like to connect with me for future interviews and content/tools on Mental Toughness and High Performance, you can do so here on LinkedIn (https://www.linkedin.com/in/sherylklinema/) or join our community at www.SherylKline.com#womenwholead #bHERd #sherylkline