Lead to Soar
Michelle Redfern & Mel Butcher
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways;
- The Lead to Network is an online network of ambitious women leaders at every career stage with access to peer coaching, mentoring by the hosts (me and three others), real-time chats, social media-type content, and development experiences to add rocket fuel to their careers.
- The Lead to Soar Podcast: a free weekly podcast for women and managers of women to build better workplaces and leaders.
- The Lead to Soar Summit: an annual in-person leadership development event held in Australia and the USA.
- Women’s Leadership Programs: Closing the leadership gender gap by equipping women with critical leadership skills rarely taught in programs designed for women.
- DEI Consulting & Advisory: We co-design powerful, sustainable DEI strategies with organisations and help them build the capability and capacity to implement them.
Contact your Lead to Soar hosts.
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Top 10 Lead to Soar Episodes
Goodpods has curated a list of the 10 best Lead to Soar episodes, ranked by the number of listens and likes each episode have garnered from our listeners. If you are listening to Lead to Soar for the first time, there's no better place to start than with one of these standout episodes. If you are a fan of the show, vote for your favorite Lead to Soar episode by adding your comments to the episode page.
10/14/24 • 36 min
In this episode of Lead to Soar, hosts Michelle Redfern and Mel Butcher tackle the crucial topic of taking risks in your career. From deciding whether to apply for new roles to managing toxic work environments, the conversation covers practical strategies for assessing risks, taking bold steps, and learning from past decisions. Michelle introduces the concept of a "risk matrix" to help you evaluate career moves, while Mel shares personal insights on making big life changes. The episode also explores overcoming fear of rejection, managing workplace politics, and how to become proactive in your career growth.
Episode Highlights:
- Risk-taking in career moves: Michelle encourages women to take risks by applying for new opportunities without overthinking or creating problems that haven't arisen yet.
“If something’s piqued your interest, why wouldn’t you explore it? You don’t have a decision to make until a new offer is on the table.”
- The risk matrix: Michelle shares a simple framework for evaluating risks based on probability and impact, applicable to both business and personal career decisions.
Example: The risk of losing your job may be low, but the impact could be high, so always be prepared with updated CVs, LinkedIn profiles, and professional networks.
Managing toxic workplaces: Both hosts discuss strategies for handling toxic bosses and environments, including the importance of having a support network and proactive mitigation strategies.
Taking career risks as opportunities: Instead of avoiding risk, view new job opportunities as a chance to build networks, explore roles, and raise your profile—without the fear of “what if.”
Risk vs. reward in networking: Mel and Michelle emphasize the importance of strategic networking, both for career advancement and to help others, highlighting the reciprocity and generosity required in building professional relationships.
“Don’t wait for someone to invite you—create your own table.”
Learning from failure: The episode touches on how we can make good decisions that don’t always lead to good outcomes and how reflecting on those experiences leads to growth.
“We can’t do life over, but we can stop, breathe, reflect, and ask: What did I learn from that situation?”
Leadership Call to Action:
Apply for opportunities, even if unsure: Don’t hesitate to apply for a role that interests you. You’re not obligated to make a final decision until an offer is in hand.
Use a risk matrix for career decisions: Evaluate risks using a simple matrix based on probability and impact, and mitigate risks with strategies like maintaining an updated CV and strong professional networks.
Strategic networking: Be proactive in your networking efforts. Reach out to industry professionals, create opportunities to connect, and offer value in return.
Take calculated risks: Whether it’s applying for a new job, starting a conversation with a recruiter, or advocating for yourself in a difficult work environment, weigh the risk vs. reward. Remember, staying in the comfort zone carries its own risks.
Mitigate the impact of toxic work environments: If you’re dealing with a toxic boss or workplace, build a support system and have a clear strategy to protect your wellbeing while working through the situation.
Download a career risk management matrix here:
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08/19/24 • 25 min
In this episode, Mel Butcher and Michelle Redfern continue their Career Compass series by discussing the importance of creating clear career paths within organisations. They explore how managers can understand their team members' career aspirations and the strategic benefits of having robust internal mobility programs. The conversation emphasises the need for leaders to foster employee growth and engagement through visible and accessible career development opportunities.
Episode Highlights:
Career Conversations: Regular career conversations between managers and their team members are essential to understanding their strengths and aspirations.
Intrinsic Motivation: How aligning employees' intrinsic motivations with their work leads to higher productivity and engagement.
Career Path Visuals: Examples of visual career paths, like the career tree in a contact centre, help employees see potential growth opportunities within the organisation.
Internal Mobility Programs: Practical examples of successful internal mobility programs include career weeks and inside-first hiring policies.
Manager Accountability: The need for managers to actively engage in their team members' career development and be accountable for talent retention and growth.
Leadership Call to Action:
Engage in Career Conversations: Managers should regularly discuss career aspirations and development plans with their team members.
Create Visual Career Paths: Develop and publicise visual career path graphics to help employees understand potential growth opportunities.
Implement Internal Mobility Programs: Establish structured internal mobility programs that prioritise internal candidates for new roles and provide visibility into career opportunities.
Train and Hold Managers Accountable: Ensure managers are trained in talent management and accountable for their team members' development and retention.
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways;
Hosted on Acast. See acast.com/privacy for more information.
Career Compass: How You Can Help the Next Generation of Women CEOs Navigate their Careers
Lead to Soar
08/12/24 • 26 min
In this episode of Lead to Soar, hosts Mel Butcher and Michelle Redfern discuss the critical topic of navigating career advice for women aiming for CEO roles. The conversation highlights the disparity in career advice, which focuses heavily on emotional intelligence (EQ) over business intelligence (BQ) and the importance of developing BQ skills for career advancement. They share insights from successful women CEOs like Nickie Gibson and emphasise the need for actionable advice that prepares women for executive leadership roles.
Episode Highlights:
Career Advice Landscape: We discuss the disproportionate focus on EQ in career advice for women and the significant gap in advice on BQ.
Nickie Gibson's Insights: Nikki Gibson (formerly Nickie Scriven), a successful CEO, provided great insights for Michelle's book, The Leadership Compass. Nickie's advice emphasises the importance of BQ skills such as strategic thinking, business growth, and leadership.
Business Intelligence (BQ): Michelle explains BQ in leadership and its critical role in advancing to senior executive and C-suite roles.
Challenges for Ambitious Women: Addressing societal biases against ambitious women and the "ambition penalty" they face in their careers.
Actionable Advice for Women and Managers: Practical steps for women to develop BQ skills and advice for managers to support the career development of women on their teams.
Leadership Call to Action:
Audit Development Programs: Ensure that women-focused programs include substantial business strategic and financial acumen content.
Train Managers: Educate managers on how to coach and develop women in BQ skills and understand the impact of gender dynamics on talent management.
Encourage Self-Development: Women should take charge of their development, seek out resources like the Lead to Soar Network, and attend events like the Lead to Soar Summit.
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways:
Hosted on Acast. See acast.com/privacy for more information.
08/05/24 • 23 min
In this episode, Mel Butcher and Michelle Redfern discuss into a phenomenon hindering women's career progression. They discuss the scenario where managers, mentors, or sponsors fail to recognize the current abilities and potential of women, instead seeing them as they were in the past. This "frozen in time" perception can prevent deserving women from being considered for advancement. The hosts explore strategies women can use to overcome this barrier and offer advice to managers and mentors on how to better support their team members and mentees.
Episode Highlights:
Phenomenon Overview: Managers seeing women as their old selves rather than recognizing their current abilities and contributions.
Impact: This perception can hinder career advancement, causing distress and frustration.
Strategic Advice for Women:
Diverse Personal Board of Advisors: Establish a diverse network both inside and outside your organization.
Regular Updates: Keep your advisors informed about your achievements and career progression.
LinkedIn Utilization: Actively use LinkedIn to share your work and expertise.
Demonstrate Business Intelligence: Showcase your skills and contributions regularly.
Managerial Responsibilities:
Regular Conversations: Conduct frequent one-on-ones to understand team members' skills, strengths, and aspirations.
Talent Profiles: Maintain updated profiles of team members to recognize their growth and potential.
Strategic Engagement: Align team members' capabilities with organizational goals.
Mentoring Strategies:
Strategic Questions: Ask questions that push mentees to think about their business understanding and career aspirations.
Stretch and Challenge: Encourage mentees to step out of their comfort zones and demonstrate their abilities.
Sponsorship Potential: Be prepared to leverage your social and political capital to support mentees.
Leadership Call to Action:
Women:
Build Your Network: Develop a personal board of advisors from diverse backgrounds and keep them updated.
Use LinkedIn: Regularly share your professional achievements and insights on LinkedIn.
Boast and Demonstrate: Confidently showcase your accomplishments and the impact of your work.
Managers:
Know Your Team: Have regular, meaningful conversations with your team members about their career goals.
Develop Talent: Create and maintain talent profiles to help guide your team's growth and align their skills with organizational needs.
Mentors:
Ask Strategic Questions: Challenge your mentees with questions that promote growth and strategic thinking.
Encourage Demonstration: Push mentees to actively demonstrate their capabilities and readiness for new opportunities.
Be Prepared to Sponsor: When mentees show growth and capability, advocate for them and help them advance.
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways;
Women’s Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sport
DEI Consulting & Advisory: https://www.michelleredfern.com/consulting
Hosted on Acast. See acast.com/privacy for more information.
Transforming Accidental Managers into Effective Leaders: Key Insights and Actionable Strategies
Lead to Soar
07/29/24 • 24 min
In this episode of the Lead to Soar podcast, Michelle and Mel discuss "accidental managers"—individuals promoted into management roles without formal training. They explore the distinction between managers and leaders, examine the prevalence and impact of untrained managers, and offer actionable advice for organizations to better support their management teams. The conversation emphasizes the importance of core managerial competencies, ongoing professional development, and strategic investment in management training, especially for frontline leaders.
Episode Highlights
Definition of Accidental Managers: Individuals promoted to management roles due to their proficiency in their previous positions, but without proper training or preparation.
Distinction Between Managers and Leaders:
Managers: Focus on administering tasks, organizing, and getting things done.
Leaders: Inspire greatness and drive extraordinary outcomes by engaging others.
Statistics on Managerial Training:
59% of managers with 1-2 employees report no training.
41% of managers with 3-5 employees report no training.
42% of new managers develop their style by mimicking previous managers rather than formal training.
Key Managerial Competencies:
Delegation
Communication, especially in difficult conversations
Positive attitude
Fostering teamwork and collaboration
Emotional intelligence (EQ)
Conflict resolution
Flexibility and adaptability
Realistic goal setting
Coaching and mentoring
Misconceptions About Managerial Competencies:
Strategic thinking
Sales expertise
Technical expertise
Entrepreneurial spirit
Recommendations for Organizations:
Invest in management training, especially for lower-level managers.
Focus on competencies over confidence when selecting leaders.
Provide ongoing professional development, not just one-time training.
Leadership Call to Action
Assess Training Investments: Evaluate the balance of spending on employee engagement versus management training. Redirect resources to better support managerial development.
Develop Comprehensive Training Programs: Implement onboarding programs like "leadership fundamentals" that cover essential managerial tasks and skills.
Prioritize Competencies: Focus on recruiting and developing managers based on their competencies in business, emotional, and social intelligence.
Ongoing Development: Ensure continuous professional development opportunities for all management levels, not just senior leaders.
Support First-Time Managers: Recognize the unique challenges faced by frontline leaders and provide targeted support to help them succeed.
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways;
Hosted on Acast. See acast.com/privacy for more information.
"I'm Not Fixing Women and Nor Should You" -A Reading from The Leadership Compass by Michelle Redfern
Lead to Soar
07/22/24 • 9 min
In this mini-episode of Lead to Soar, Michelle Redfern, author of "The Leadership Compass," reads an excerpt from her book. Michelle emphasizes that women do not need fixing; instead, the focus should be on transforming the patriarchal systems that hinder their progress. Inspired by Catherine Fox's book "Stop Fixing Women," Michelle highlights the importance of addressing workplace policies and leadership frameworks designed for men.
Episode Highlights
Systemic Change Over Individual Fixes: Women aren't the problem; the system is.
The Leadership Compass: Aims to help women navigate and change the workplace.
Role of Organizations: Companies must address barriers to women's advancement, not just focus on skill-building for women.
Leadership Call to Action
For Individuals: Develop business, strategic, and financial skills. Advocate for meaningful coaching and development.
For Organizations: Implement comprehensive gender equity strategies and ensure leaders are accountable.
For Governments: Legislate minimum standards to promote workplace gender equity.
You can find more about The Leadership Compass including where to purchase at www.michelleredfern.com/books
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08/26/24 • 37 min
Episode Summary:
In this episode of Lead to Soar, Mel Butcher and Michelle Redfern discuss the power of LinkedIn as a strategic tool for professional women. They explore the common hesitations women face in using LinkedIn and provide actionable advice on how to effectively utilize the platform to enhance career opportunities, build networks, and establish a strong professional brand.
Episode Highlights:
Hesitations Women Face on LinkedIn:
Lack of time and prioritization.
Uncertainty about how to use the platform effectively.
Feelings of shyness or being overwhelmed by the information available.
Addressing the 'Busy' Mindset:
"Busy" often signals being overwhelmed or using it as an ego boost.
The importance of examining what "busy" means and how it impacts professional growth.
Importance of LinkedIn:
LinkedIn is a powerful tool for visibility, networking, and staying connected to the business world.
It offers a platform to showcase expertise, connect with broader networks, and access opportunities like speaking engagements and job offers.
Practical Steps for LinkedIn Engagement:
Allocate at least 15 minutes a week to engage on LinkedIn.
Start by liking and commenting on posts from respected professionals.
Ensure your LinkedIn profile is complete and up-to-date with a professional photo, clear headline, and detailed "About" section.
Creating and Sharing Content:
Share interesting articles, industry insights, and thought-provoking content.
Repost others' content with your own comments to add value and build connections.
Express your opinions and expertise confidently to build your personal brand.
Diversifying Your Network:
Engage with diverse voices and amplify the expertise of women, people of color, and underrepresented groups on LinkedIn.
Leadership Call to Action:
Allocate Time for LinkedIn:
Dedicate at least 15 minutes a week to strategic networking on LinkedIn.
Engage with Content:
Start by liking and commenting on posts from industry leaders and respected professionals.
Optimize Your Profile:
Update your LinkedIn profile with a professional photo, clear headline, and detailed "About" section to effectively represent your professional brand.
Share Valuable Content:
Post interesting articles, insights, and thought leadership content relevant to your industry.
Repost others' content with your comments to add value and build connections.
Diversify Your Network:
Engage with and amplify the voices of women, people of color, and underrepresented groups on LinkedIn.
Special Resource:
Michelle has created a comprehensive "how-to" resource for LinkedIn. This includes step-by-step guidance on auditing and refreshing your LinkedIn profile, tips for using LinkedIn effectively, and additional podcast recommendations on strategic networking.
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10/21/24 • 19 min
In this solo episode, Michelle tackles a deeply challenging issue many women face: hostile workplaces. From subtle microaggressions to outright discrimination, hostile environments can undermine confidence, drain emotional energy, and hinder career progression. Michelle breaks down practical strategies to protect yourself, build resilience, and—if necessary—find your way out. This episode is filled with actionable advice on how to survive and thrive even in the most difficult work environments.
Key Takeaways:
1. Understand What a Hostile Workplace Is: Hostile environments are more than just overt harassment—they include subtle behaviors like exclusion, being passed over for key projects, or being assigned non-promotable tasks.
2. Build a Network: Don't isolate yourself. Find allies and accomplices both inside and outside your workplace who can offer support and validation.
3. Document Everything: Keep detailed records of hostile behaviors, including dates, times, what was said, and how it made you feel. This can serve as crucial evidence if you need to escalate the issue.
4. Know Your Rights: Familiarize yourself with workplace policies and legal protections like the Respect @ Work legislation in Australia. Know what resources and recourse are available to you.
5. Develop Emotional Resilience: Take care of your mental and physical health by practicing self-care, and don’t hesitate to seek professional support if needed.
6. Evaluate Your Options: If the hostility continues, decide whether escalating the issue or leaving the organization is the best path for you. Be prepared with an exit strategy.
7. Prepare for an Exit: Continuously network and keep your LinkedIn updated. Having options and an exit strategy will empower you, even if you don’t immediately leave.
Call to Action:
Join the Lead to Soar network for access to weekly group coaching sessions where women from all over the world come together for support and advice on navigating their careers.
If you found this episode helpful, please share it with someone who might benefit from these strategies.
Additional Resources:
Respect @ Work Legislation (Australia)
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How to Close the Workplace Gender Gap
Lead to Soar
09/22/24 • 38 min
In this episode of the Lead to Soar podcast, Michelle Redfern and Mel Butcher discuss the persistent workplace gender gap, its causes, and actionable steps to close it. The conversation covers the current state of gender disparity in leadership roles, the impact on women's economic potential, and strategies for organizations and managers to foster gender equity. They also highlight the importance of business intelligence (BQ) skills for women and discuss resources like the Lead to Soar Summit and Michelle's book, "The Leadership Compass."
Episode Highlights
Current State of the Gender Gap: Women have lower workforce participation, higher unemployment, and hold fewer leadership positions globally.
Economic Impact: The gender wage gap leads to significantly lower retirement savings for women, contributing to higher rates of poverty among older women.
Causes of the Gender Gap:
Corporate Systems: Policies and practices that inadvertently hold women back.
Managers' Mindsets: Unexamined biases affecting decisions about women's advancement.
Women’s Skills: Lack of exposure to critical business, strategic, and financial acumen (BQ).
Actions for Leaders and Managers:
Develop a Gender Equity Strategy: Include DEI accountability and skill sets in leadership.
Implement Transparent Performance Evaluations: Ensure women are evaluated on performance, not personality.
Support Working Families: Promote shared caregiving responsibilities.
Invest in Women's Professional Development: Focus on building BQ skills.
The Importance of Strategic Networking: Aligning networking efforts with personal and organizational goals for effective career advancement.
Lead to Soar Summit: An event offering workshops, keynote speakers, and panels with C-suite women to help women develop leadership skills and build strategic networks.
Leadership Call to Action
Diagnose the Current State: Understand your organization’s leadership gender gap through diagnostics and lived experiences.
Define Goals and Design a Blueprint: Set clear goals for gender equity and create a detailed plan to achieve them.
Develop DEI Accountability: Build DEI skill sets in leaders and ensure they are held accountable for gender equity.
Evaluate and Adjust Managerial Practices: Train managers to recognize and correct biases and to actively support women’s career advancement.
Invest in BQ Skill Development: Provide women with opportunities to build and demonstrate business, strategic, and financial acumen.
Promote Inclusive Workplaces: Develop policies that support family responsibilities and career mobility for women.
Encourage Strategic Networking: Help women build networks aligned with their career goals and organizational objectives.
Join the Leadership Summits: Participate in events like the Lead to Soar Summit to gain insights and actionable strategies for closing the leadership gender gap.
Lead to Soar is a multi-platform resource for ambitious women on a leadership journey and for organisations serious about closing the leadership gender gap.
We support women and organisations in 5 ways;
The Lead to Network: https://leadtosoar.network/landing
The Lead to Soar Podcast: https://shows.acast.com/lead-to-soar
The Lead to Soar Summit: https://www.leadtosoar.com/summit
Women’s Leadership Programs: https://www.michelleredfern.com/advancing-women-in-business-sport
DEI Consulting & Advisory: https://www.michelleredfern.com/consulting
Hosted on Acast. See acast.com/privacy for more information.
11/11/24 • 46 min
In this episode of Lead to Soar, host Michelle Redfern is joined by Trina Sunday, founder of Reimagine HR, for a candid conversation about the need for a major overhaul in HR. Michelle and Trina unpack the shortcomings in traditional HR practices, including the “policy police” reputation, and discuss how HR functions must evolve to be effective partners in strategic leadership. They explore why HR often catches criticism, how changing workplace expectations impact HR’s responsibilities, and the skills gap preventing HR from meeting the needs of a modern workforce. From adopting design thinking to embracing proactive relationship-building, they advocate for a reimagined HR that better supports both employee well-being and organizational goals.
Episode Highlights:
Why HR Needs Reimagining: Trina explains that HR’s “policy police” reputation often undermines its credibility. The function frequently finds itself torn between advocating for leaders or employees, resulting in a perceived lack of alignment and strategic value.
The Dual Role of HR: Michelle and Trina discuss the unique challenge HR faces in balancing the needs of both employees and leadership. This "dual loyalty" requires HR professionals to demonstrate social intelligence, transparency, and consistency to foster trust on both sides.
Modern Skill Requirements for HR: To thrive in today’s environment, HR must master new skills, including data analysis, digital literacy, business acumen, and values-based decision-making. The need to focus on employee experience design and inclusivity is also highlighted.
Barriers to HR Transformation: Limited budgets, outdated perceptions, and a lack of digital resources hinder HR's ability to drive innovation. Additionally, traditional HR education often fails to equip practitioners with the modern skills necessary for impactful leadership.
The Role of Design Thinking in HR: Both Michelle and Trina advocate for using human-centered design to tailor HR practices to meet diverse employee needs effectively. However, they acknowledge that this is rarely part of traditional HR training.
Leadership Call to Action:
Reevaluate HR's Role: For senior leaders, clarify HR’s strategic role within the organization. Openly communicate this vision across departments to ensure alignment and mutual understanding.
Voice of the Customer Listening Tour: Encourage HR to regularly engage with both employees and leadership to understand their evolving needs. Use focus groups or one-on-one conversations to gain insights rather than relying on impersonal surveys.
Invest in Skill Development: Equip HR teams with critical skills such as business acumen, data literacy, and design thinking to address both organizational and employee needs proactively. Prioritize continuous learning, networking, and skill-building.
Embrace Proactive Communication: Transparent, values-driven communication is essential in building trust. Ensure HR consistently communicates decisions and expectations, maintaining clear, ethical standards.
Challenge Traditional Practices: Question outdated processes that hinder HR’s ability to be a proactive partner in the business. Shift HR’s focus away from compliance to prioritize collaboration, strategic input, and employee advocacy.
You can find, listen to and connect with Trina at:
http://www.reimaginehr.com.au/
https://podcast.reimaginehr.com.au/
https://www.linkedin.com/in/trinasunday/
Hosted on Acast. See acast.com/privacy for more information.
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FAQ
How many episodes does Lead to Soar have?
Lead to Soar currently has 175 episodes available.
What topics does Lead to Soar cover?
The podcast is about Motivation, Management, Career, Leadership, Podcasts, Inspiration, Self-Improvement, Education, Ceo, Leader, Business and Careers.
What is the most popular episode on Lead to Soar?
The episode title 'Career Compass: How You Can Help the Next Generation of Women CEOs Navigate their Careers' is the most popular.
What is the average episode length on Lead to Soar?
The average episode length on Lead to Soar is 37 minutes.
How often are episodes of Lead to Soar released?
Episodes of Lead to Soar are typically released every 7 days.
When was the first episode of Lead to Soar?
The first episode of Lead to Soar was released on Nov 11, 2020.
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