Podcasts

How Sheroes Promote Positive Change for Women

Dr. Barbara Walker-Green says that all women are sheroes and when we come together to promote positive change for women, we create collective power. That power will become “the inevitable rise of the shero nation,” which is also the title of her new book. She was inspired to write about this rise while doing her doctoral research in business management. Dr. Barbara says that her father taught her to be accountable for what you do and do the best you can every day of your life. If we all do our best, accept accountability for it—right or wrong, and unite together as sheroes, we will create positive change not only for ourselves and other women, but for everyone.

We don’t have to do anything to become sheroes. Dr. Barbara says, “We are innately sheroes. We were born sheroes.” No specific qualities or actions are required. She says that whether a woman is quietly raising her family and working to provide for them, or is more visible and using her celebrity to create change, we’re all sheroes. What we face on a daily basis is a culture that describes us as weak and emotional and has us convinced that we need powerful men to lead us. None of that is true. Dr. Barbara says that when we shed “the noise” that bombards us daily, we understand our own power and can use it to promote good and support each other in the Shero Nation.

The Inevitable Rise of the Shero Nation

Dr. Barbara’s new book, The Inevitable Rise of the Shero Nation, is a call to action for women to understand their worth and come together to make positive change. She says that her book reaches out to that silent shero who is caring for elderly parents or babysitting when she really doesn’t want to. That amazing shero doesn’t realize the impact she has on others. Dr. Barbara says, “You carry a torch inside of you as a female that only a female carries–nothing against men. It’s not about that. It’s about understanding and shining and allowing your light to shine, for what the Lord has put into you to be able to give to the world. And just do it the best that you can.” She explains that we aren’t all going to agree, that we’re supposed to be different and walking in our own truth, but by uplifting one another, working together, and promoting positive change for women, we create a Shero Nation to support everyone.

Overcoming Challenges We Face

Listen to this conversation to find out how Dr. Barbara describes “the glass cliff” that women CEOs face when promoted to that top position in a troubled Fortune 500 company. In her book, she writes about the successes and failures of these women leaders, and warns women not to try to join “the old boy network.” She is not bashing men and is grateful for the men who also support the Shero Nation. It’s not about men at all, it’s about women, seeing themselves and their success by acknowledging our God-given talents and using them to do our best, “standing side by side” to create a better world.

She invites you to join and find ways you can contribute to the rise of the Shero Nation on her website, SheroNation.life, and explains that the extension, “.life” was intentional. Dr. Barbara describes the Nation as a lifestyle, not just a movement trying to penetrate the male organizational culture. She says, “That’s the point of what we are doing, create a female organizational structure that we feel proud about and that we embrace as women—as emotional creatures. There’s power in emotion.” Dr. Barbara and Dr. Nancy agree when women come together there is power in their unity, absolute power to promote positive change.

Telling Lilly Ledbetter’s Story to the World

As a female Hollywood filmmaker, Rachel Feldman faced many of the same issues trying to direct movies as Lilly Ledbetter did as a female night supervisor in an Alabama tire factory. Both were excluded and outed in their industry; both were underpaid, yet both persevered. Lilly Ledbetter sued the company that paid her 40% less than the young men they’d hired the month before and took it all the way to Congress, where both houses passed the Lilly Ledbetter Fair Pay Act of 2009 and President Obama signed it into law. Now Rachel has written a screen play, titled LILLY, telling Lilly’s story and plans to begin production in the fall.

Just as Lilly triumphed in her struggle, Rachel’s grit and determination has earned her over 70 credits in TV series, beginning with “Doogie Hawser, MD” and including the pilot and first season of “The Baxters,” and several episodes of “Blue Bloods,” “Criminal Minds” and “The Rookie,” and writing and directing several movies for Lifetime.

Women Are Finally Making Progress in Hollywood

Rachel says that this year’s Academy Award Nominations are history-making. Two women were nominated in the Best Director category and one of those was a woman of color. Rachel says, “In 92 years, there have only been five or six women nominated, two or three that have won.” When she came up in the industry there were only a handful, three to five women working in the industry. She said it was so rare, and bias was such a way of life that everybody bought into it. When Harvey Weinstein was arrested three years ago, the #MeToo and #TimesUp campaigns began. Rachel was involved in a lawsuit – as part of the leadership of the Directors Guild of America – investigating hiring practices in Hollywood.  She says there was a confluence of events and everything came together in a “gender quake,” a term she attributes to Melissa Silverstein of Women in Hollywood. Rachel says, “Things really changed very quickly in the last couple of years.”

LILLY—The Movie and the Impact Campaign

LILLY” is based on the Lilly Ledbetter’s memoir, Grace and Grit, written by Lilly and Lanier Isom. Rachel calls it a political thriller in the tradition of other movies about heroic women fighting for social justice, like “Silkwood” and “Erin Brockovich.” Rachel was attracted to Lilly’s journey because it has all the hallmarks of a great story. She had an epiphany when she heard Lilly speak about fair pay at the Democratic Convention that nominated President Obama. She says, “I heard her voice and I saw her face and I heard her ferocity and I thought I’ve got to know what this woman’s story is.” Discovering how Lilly worked for 20 years in an abusive workplace where she was not only underpaid, but where the men filled her car with tobacco juice, punctured her tires and demeaned her in a thousand ways, Rachel was driven to tell Lilly’s story to the world. Rachel says, “I believe that a great story and a powerful film that has heartbreak and euphoria and makes you sit on the edge of your seat and makes you want to eat popcorn and is entertaining while it influences you is the most powerful form of persuasion that we have.”

Now that Academy Award nominee and Golden Globe winner, Patricia Clarkson has signed to play Lilly, Rachel is very excited. Patricia Clarkson is the daughter of a New Orleans councilwoman, so has the political will to speak up for women. And “LILLY” will be a very strong voice. Several organizations, including Women Connect4Good, Take the Lead, The Geena Davis Institute of Gender in Media, The National Women’s Law Center, The Female Quotient and many others have come on board to help support “LILLY.” After the film comes out, they will also begin an impact campaign to continue the message of fair pay and equity for women in the workplace that Lilly Ledbetter’s story of personal and psychological sacrifice drives home.

People are donating to the film with non-profit (social-profit) contributions through The Film Collaborative. Rachel says that they are talking to investors also. You can find out about all of this on their website, LillyMovie.com.

Listen to this conversation to hear more of Rachel’s story—her career as a child actress, post college non-events, being part of Take the Lead’s 50 Women Can Change the World in Media & Entertainment cohort and her views on mentorship and collaboration. Check out Rachel’s website, rachelfeldman.com for more about Rachel’s directing career, her activism and personal views on “LILLY.” For everything about “LILLY,” and how you can get involved, be sure to read all about the history and the people at LillyMovie.com.

Why Change Your Conditioning about Money

Award-winning financial journalist Stacey Tisdale says that we are conditioned with “childhood scripts” that formulate our identities and behaviors about money. Just like actors on a stage, we follow those scripts into adulthood unless we accept responsibility to change them. Stacey says, “Our financial choices have got nothing to do with numbers.” While we are learning what’s right and wrong, Stacey says we’re also being conditioned–women as nurturers and men as providers. That also affects our attitudes about who handles the money and what roles we play. There are also scripts that create a bias about race and money. Blacks are perceived as being financially illiterate and other races are perceived as being good with money. Stacey says it’s important that you know and own your biases and manage them for your own benefit. She says, for example, that she personally doesn’t value money, so she knows to research average pay for a job before going into wage negotiations. This is important because research shows that only 7% of women negotiate their first job, verses 52% of men, and not negotiating your first salary costs you $500,000 by the time you’re 60 years old.

As CEO of Mind Money Media, Inc., Stacey uses her journalistic background to create programs and content to bridge our deepest truths, share information that limits mind-made beliefs and foster our understanding of each other to build empathy and create partnerships. Her most recent partnership targets the Black community and is called “Team Wealth Wednesdays,” co-hosted with Angela Yee, the co-host of iHeartMedia’s “The Breakfast Club.” Stacey urges people to take the pledge to take control of your finances and receive free information and resources weekly to help you with your careers or entrepreneurial pursuits.

Women Control the Wealth of the World

Stacey says that women are going to gain control of more wealth because we’re living longer than men, so we’ll inherit more also. However, Stacey says, “Only 7% of women feel capable of making strong financial decisions. So, it’s really a confidence gap. Nothing can make you forget who you are quicker than money.” Her career as a financial journalist revealed some core truths: first that few things work as simply as money. “Don’t spend more than you have; don’t borrow more than you can afford to pay back and don’t invest more than you can afford to lose.” But, Stacy says, “Money is the leading cause of substance abuse, the leading cause of suicide, the leading cause of depression.” So, she concluded that there was a lot more to this than dollars and cents. She embarked on a six-year research project, which became the book, The True Cost of Happiness: The Real Story behind Managing Your Money, to find out what drives financial behavior. One of these keys is that men and women value money differently, which is one factor behind the pay gap. But women are goal-oriented about investing, rather than return-oriented and we are conditioned to caring for the community. With the added wealth in women’s control, we are accumulating power to make real change.

The recent surge in Game Stop investing taught us a lesson about what happens when people come together collectively and organize their financial power. Stacey says, “It’s not that we need the world to change; we are the change. We have the power within us. Owning it–owning the power that we have. My favorite money mantra is ‘You’re already perfect. If you don’t believe that it’s due to a poverty of your understanding. Get rid of that understanding and you will become rich.’ We have the power. If we only invested in companies that were respectful of us and only invested in companies that had inclusive corporate cultures, we could change that tomorrow. People listen when there’s a financial organizational structure behind it.”

LEARN TO ENGAGE YOUR SUPERPOWER

Listen to this conversation for more wisdom about how to overcome mind-made biases on every level. Stacey believes that we’re all perfect in the beginning, with all the creativity and problem-solving skills we need. Then we are conditioned to behave in certain ways. Stacey’s goal is to teach people to navigate their own conditioning, because she says, being biased is natural. We just have to manage that part of ourselves.

Check out her website, MindMoneyMedia.com for information about her other programs, her book The True Cost of Happiness, and her newest event series, Team Wealth Wednesdays. Stacey says that we are far more than what we are conditioned to believe, and we need to accept responsibility to reach beyond it and empower ourselves.

Women–Use Your Voice and Be the Leader You Want to Be

Felicia DavisFelicia Davis is a riveting speaker, author and award-winning leadership coach who works with emerging and experienced women leaders to develop effective leadership brands, compelling communication skills and the confidence to show up and be the leader they want to be. But she wasn’t born that way. She tells Dr. Nancy that she was born to 14 year-old children, then nurtured by her grandmother and an array of aunts, her father, teachers and friends (who both challenged her and supported her) until she emerged from college committed to help women take a stand for what they believe in.

Today, she offers that transformation for women leaders through her Branding Institute, with the “Brand Your Brilliance” workshop for high velocity leadership, and a hundred more initiatives. She calls her propriety branding process a “change catalyst” and agrees with Dr. Nancy that you have to find comfort in discomfort in order to grow. Felicia says, “I tell you Dr. Nancy, in every single big initiative I’ve taken on for myself personally, you can bet your bottom dollar, two things are sure. Number one is it scared the be-Jesus out of me. Number two, I didn’t have everything figured out.” She explains that she doesn’t start with a 10-point plan (no one does), but figures out step one, then step two and the rest evolves along the way. If you’re feeling stuck by life’s circumstances, read this post to see how Felicia pushed past her own roadblock to lead even more powerfully than before.

Why Women Don’t Use Their Voices

Felicia did a seven-city empowerment tour to support women to step up boldly and use their voice. But she also had many small group and one-on-one conversations with women to learn what stopped them from using their voices. She found it all hinged on three big things:

  1. Hiding out and thinking results alone would get them a seat at the table
  2. Ambivalence in decision making and being unwilling to trust their inner voice to make a decision
  3. Risk-aversion and not forming the personal self-confidence to get things done.

These open, honest conversations helped Felicia understand what shaped their identity and thinking. Dr. Nancy brought up the question that people asked her along the way, “Who does she think she is?” And Felicia said the real problem is when you say that to yourself. The self-critic and internal biases begin within and are the first roadblock to using our voices.

How to Succeed in the Post-Pandemic World

Felicia says there are three things we need to do to lead and succeed whether we go back to our jobs or try something new:

  1. Be able to have courageous conversations to speak up about what has weight in your heart.
  2. Have full-on clarity around why anyone should be led by you. This means you have to have a common goal or issue to get thing done. Felicia asks, “What is your vision for your industry in a post-pandemic world?”
  3. Gather your collaborative crew. She suggests that you find a diverse mix of people to serve as your allies, co-conspirators, supporters and mentors.

Both Felicia and Dr. Nancy agree that our biggest strength is to support one another—and that’s everyone. Black, white, male, female, all identities, cultures, ages and races must identify as “we.” Dr. Nancy says, “It’s richer and more fluid; it’s more creative. It makes more sense”

Listen to this conversation for more words of wisdom and guidance about how to shed your barriers and find your voice, and the other missions that Felicia supports:  Take the Lead, whose mission is Parity for All Women by 2025, and the Black Women’s Collective that she founded after the Black Women’s March to remind black women who they are, to amplify their voices and give them more space to be seen in the right rooms, at the right time and in the right places. Visit Felicia’s website for the Branding Institute, her inspiring blogs and other programs to help women become the leaders they/you are destined to be.

Diversity and Inclusion—The Way Out of Systemic Racism Together

Dr. Sheila Robinson became an expert in diversity and inclusion, and learned firsthand how racism holds Black women back during her 14 year career at a Fortune 100 company, working her way from the factory floor to the executive office. After stepping away from that career path, she founded her company, Diversity Woman Media, to reach other Black women, support them, and build awareness and education to promote diversity and inclusion in business. Having built her company to national prominence, she sees the way out of systemic racism by following the lead of the over 100 corporations she partners with.  They know that integrating a diverse culture of all colors, races and backgrounds results in more profits, greater business success and more engaging employees, and that’s why they have made it part of their mission and growth to be more inclusive organizations.  She says, “If we can learn from that as a government and society, then globally we can become more competitive and understand that we are the greatest country in the world.”

Black History Month—Awareness Through Sharing Stories

Black History Month has been celebrated every February since its founding in 1925. Dr. Sheila says that it provides a focus on Black history for 28 days that Black people have 365 days of the year. She hopes the increased awareness will educate everyone not only about historical stories, but also the inequities that still exist, prompting them to work together to abolish the systemic racism that continues to persist in this country. She lists the inequities and barriers to equality throughout our systems: education, health care, the criminal justice system, housing. But most of all, her work focuses on empowering and valuing people equally in the workplace. Dr. Sheila says:

Let’s acknowledge that a problem exists, and that McKinsey research shows that Black women are at the bottom of the workplace from entry level all the way up to the C-Suite. Of every demographic, of any race, of any color, Black women are at the bottom. And that’s a problem because we already know that there are so many Black women that have done some extraordinary things in life. They continue to soar and contribute to greatness and there’s no reason why—well, there’s only one reason that Black women are not valued for their worth, and that’s racism.

The extraordinary things Black women and men have done throughout our history are largely omitted from our history books. Dr. Sheila points out that we have mandatory American history classes throughout high school, but there is nothing for Black history. That’s also part of the systemic racism. Black History Month celebrates those extraordinary things that extraordinary Black people have contributed to our American history, so we can learn their stories and honor them in the way they deserve.

Black History Month Theme: The Black Family

Dr. Sheila says she sees two aspects of the Black family. One is love and the other is resilience and all of the things they mean to families. While there is much to celebrate, part of her aches for the Black family, because they are up against so much and even have to tell their children to be careful when they are walking outside. She points out, “You know our child can be shot down for wearing a hoodie or certain article of clothing.” She says that Black families are not allowed access to the same health care and housing as others because of systemic racism that exists in America. And she says that the Black family is suffering. People have come to her and said, “You’re not suffering. They’re just not working as hard as you.” Dr. Sheila says that is not true at all and told a story about Oprah Winfrey going into a store and being treated like a criminal because they didn’t know who she was. It doesn’t matter who you are or how hard you work or how much money you have when people have biases about the color of your skin, they‘ll treat you accordingly. Dr. Sheila sums it up, “This is a human race problem. This is about dignity and respect for all people.”

Resources through Diversity Woman

Listen to this conversation to find out more perspectives on how we can get more done together. Dr. Sheila talks about the initiatives of Diversity Woman Media, and how she thinks if we educate enough people, we can create systemic change that creates excitement about having more jobs and economic growth. Then we can focus on how great we can become—together—instead of struggling through fear.

Visit her website and register for the new “Wellness Wednesday,” a free workshop at noon every Wednesday to help women navigate through the challenges we’re having with COVID. Sheila says, “We love to give and we love to help.” One of those ways Diversity Woman gives is with the annual Diversity Women’s Business Leadership Conference, the conference that Dr. Nancy completely changed the way she sees diversity and inclusion. Dr. Sheila says that she started the conference to connect CEOs with entry level women and it has succeeded beyond her dreams. It’s the corporations that give her hope of pushing past systemic racism. She says, “Corporations have policies in place to focus on putting more Black leaders into management roles, to advancing more women—getting more women on boards, investing in non-profits to help do this work. So there are some great things happening, but we have work to do.”

Transforming Pain into Purpose

Angelina Rosario considers herself a role model for using the worst moments in your life as a way of transforming pain into purpose. She has influenced thousands of women by teaching them that trials and setbacks are their secret weapons for achieving success. Her own refusal to be a victim set her on a course to discover why she encountered so many setbacks and how she should use them to grow and evolve into all she could be. Today, she lives an intentional, purpose-filled life as an author, an abundant coach, director of sales for Cox Media Group in the Miami market, and she heads her own company for women empowerment called, She Fixes Crowns.

After losing the man she thought was going to be her future husband and spending six days fighting for her life in the ICU, she made a promise to God that if she was allowed to live, she would dedicate her life to women and show them how to use pain for opportunity. It didn’t happen overnight, and it wasn’t easy, but for the next four years, she searched her soul, researched online, surrounded herself with the right people, and miracles did unfold.

Angelina’s Five by Five Principle

Angelina’s book, Thank You for Walking Away, her company and her social media engagement all share her story and the tools she uses to help others through her Purpose University. She says that how you spend the first 20 minutes of the day can set you on the path to success. She writes it 5/5/5/5/5 and calls it five by five:

  1. She spends the first five minutes in prayer.
  2. She meditates for five minutes with a clear mind listening for inspiration.
  3. She visualizes to the point of knowing what will happen to her.
  4. She spends five minutes on gratitude. Angelina is most grateful to be alive and able to face another day.
  5. The final five minutes she journals, which she sees as a way to vent her emotions.

She says that writing down what she feels keeps her from internalizing her emotions and helps her see that she doesn’t have to have all the answers, which brings up the final five in the equation. Angelina says it’s also very important to surround yourself with five women to support you. She created her own support group when she went through her health challenges.

Thank You for Walking Away

Angelina’s new book covers all of her secret weapons for overcoming adversity. She has learned to be grateful for the things that made her evolve and see a new way of being. She said that during the four years she transformed pain into purpose, she spent $45,000 on transforming her insides, in therapy, self-help workshops, etc. But as she changed on the inside, aspects of her life on the outside changed also. People came into her life to help her on her new journey. She says, “We’ve all been called for a divine reason. And the way you find that out is by being quiet in your mind and allowing yourself to hear.” She calls it “a download” and says that she doesn’t question it. She just goes. When she decided not to be a victim she says that she started throwing “curve balls” back at obstacles. Being stagnant brings on depression, so Angelina advises us to keep going, throw curveballs and live intentionally. That means having a plan for your day, week, month and year. Slowly you will notice that as your behavior changes, your circle of friends changes to like-minded people and we all progress.

Hear Angelina’s Story

Listen to this amazing conversation to hear Angelina’s inspiring story and insight into how to transform pain into purpose. Also, listen to her MOTW (Move Out The Way) podcast, where she talks with guests about faith, fear, gratitude, self-care and much more. Then check out her website, She Fixes Crowns for more information about her 5/5/5/5/5 tools. And buy her new book, Thank You for Walking Away, available at either Amazon or Barnes & Noble.  Angelina says that she is really no different from other people. We all have wisdom and can fight the good fight, but she made a decision to apply what she learned and make it work for her. But even she admits to being astonished at how much she has succeeded and gained from her pain.

A Feminist Fighting for Women’s Rights on Many Fronts

Dr. Phyllis Chesler is described as a “legendary feminist” and she has earned the title through decades of activism and purposeful work. She founded the course curriculum for Women’s Studies at City University of New York, where she is professor emerita, was profiled in Feminists Who Changed America,  co-founded several organizations including Association for Women in Psychology, The National Women’s Health Network and The International Committee for the (Original) Women of the Wall, and she has written 20 books so far, including the landmark feminist classic, Women and MadnessWoman’s Inhumanity to Woman, her memoir—A Politically Incorrect Feminist, her ongoing studies in honor killing as a fellow at Middle East Forum, and her most recent book, Requiem for a Female Serial Killer.

Phyllis said that she was lucky to be born at a time in history when women like her were involved in the civil rights movement and the anti-Vietnam War movement, but being girls, they were discounted and considered expendable. So, the women, often referred to as “radical feminists” started a movement of their own. She said that she has been a rebel all her life and was perhaps waiting for the moment, “I was certainly a politically incorrect on each issue that I chose to write about or pioneer in.”

Women’s Advancement Then and Now

Phyllis said that she had to fight hard from 1969 on, especially since publishing was valued for male professors, but was held against females. She wrote about  how hard it was once she got her Ph.D., in A Politically Incorrect Feminist, but she never stopped. She kept researching and publishing. She said, “I had to fight for each promotion, for each salary upgrade. And my feminism and my growing fame were held against me.” She said there were other wonderful feminists at the time, but their work has disappeared to be supplanted by less radical work. Dale Spendor from Australia wrote a very important book, Women of Ideas and What Men Have Done to Them, documenting the systematic disappearance of feminist knowledge from the patriarchy. She says that they were a threat and on the move, but then it ended. Now, there are little trickles, which is how she refers to the #MeToo movement, but she said that she doesn’t see much changing for women today and makes the analogy of one step forward two steps back.

Why Write Requiem for a Female Serial Killer

Phyllis said that women are sexist just like men are sexist. They do not have life experiences of playing on a team where one superstar can make the basket and everybody wins, so they take loss personally. She said that women need to unlearn behavior that makes them react toward criticism like its war and confront the critic to their face. In this vein, she said that most women – including feminists – don’t have much understanding or compassion for girls and women who are trafficked into prostitution.  She said that they perpetuate the myth that the women could have said no, or they didn’t have to lift their skirts, or they could have done something else for money than have sex. She called it the darkest reading and said, “I trolled the dark side, but the darkest reading I’ve done yet is prostitution—the lives—the real lives. It’s no-exit hell. And also, the serial killing literature. Serial killers are essentially men who prey on prostitutes. That’s part of the job description.” Our job is to support women who fall prey to abuse and sex trafficking and provide more shelters and supports that help them to escape and build new lives. We have to understand that any of us could be victimized in this way. No one asks for it or wants it.

More on Needed Culture Change

Listen to this conversation for more of what Phyllis sees as successes and failures in supporting women. How she feels the Biden administration needs to support women’s legislation in the U.S. with funding and political will. And the hope she has for the next generation as feminist mothers educate their sons and daughters. Check out Phyllis’ website for a complete listing of her books, and start collecting and reading for an eye-opening education into what must be done to activate feminism and humanity among men and women, and right the many cultural wrongs that victimize too many people. Her numerous titles present a timely expose into perspectives of the society where we live and work.

How to Help Women To Be More Powerful

Linda Rendleman

Linda Rendleman

ENCORE from December 2018

Linda Rendleman is the ultimate supporter of women’s work and lives and breathes her daily mantra, “Be the miracle in your own life.” She has won numerous awards for her writing and speaking, including, “The Torchbearer Award,” the highest award is given to a woman by her home state of Indiana for making a significant difference in the lives of women everywhere. Her reach stretches to Kenya, where her Women Like Us Foundation launched The Women’s Micro-Enterprise Program, which helps women survivors of sex trafficking or domestic abuse gain a sense of community through which they can help each other acquire new skills and tools to earn their livings. In Los Angeles, Rendleman’s foundation has established a similar mentoring program for women survivors of sex trafficking, homelessness or domestic violence, called Women Like Us Achieve, which she hopes to expand throughout the U.S.

Tend and Befriend Is Linda’s In This Together FAV

Linda stressed how excited she is about the ideas she read in Dr. Nancy’s new book In This Together. She and Dr. Nancy have walked similar paths in their advocacy for women (since the days when women couldn’t get credit cards in their own name or birth control if they weren’t married) and she feels a tremendous reward at the momentum that is building for women. In reading about how women’s natural inclination in times of crisis is to “tend and befriend” instead of fight or flight, Linda said it expresses perfectly how she feels about women supporting other women. The mission of her Women Like Us Foundation is to support other women’s leadership, which forms the core of all her efforts and is the reason she co-produced the powerful documentary “Women Like Us. Three Journeys. One Mission. To Change the World.”  The film chronicles three women’s journeys facing adversity, growth, and evolution, and offers inspiration from powerful role models around the world.

Mothers and Daughters Support Women’s Empowerment Together

Linda’s daughter Catt Sadler recently quit her high-profile celebrity job at E-Entertainment when they refused to pay her a salary equivalent to that of her male co-host who was doing half the work at twice the pay. Besides writing a book about her own journey, Catt has joined Linda to speak to groups within the Time’s Up movement in support of women’s equality. Linda talked about how thrilling it is to work together with her daughter on the same initiative. Dr. Nancy told of her own pleasure speaking with her daughter Ragan in programs for women. It takes “in this together” to a new level when women from different generations share their own perspectives and work to increase women’s leadership.

Creating Solutions Through Women Like Us

Linda’s three books in the Women Like Us series tell stories and provide advice to help women recognize their leadership potential, learn why it is important for them to lead, and to become more powerful.

In her upcoming salon in Los Angeles early in 2019, a panel will discuss sex trafficking. Linda said her ambassadors have dubbed it a “hackathon,” which means the roundtable discussion will focus on finding solutions that communities can realistically enact to solve their sex trafficking problem. Linda has found that there is no community that is immune to the problem. It literally is everywhere.  Initiatives work to fix both sides of the problem: the high demand from sex customers and those who profit by enslaving others.

Find out more about how WomenLikeUs.org is raising funds for women’s gender equality and social justice initiatives, including opportunities to help in your own community. Listen to this podcast for more inspiring ideas from two women who have been working for decades on behalf of women and whose collaboration is the essence of being “in this together.”

Pre-Order Dr. Nancy’s new book

Linda’s ideas also appear in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, advice, and stories from 40 successful women across a variety of careers—from authors to actresses, CEOs, and professors—encouraging women to support each other in the workplace and in life. Learn about action plans on how all women can work together to break free from the binds of gender inequality? Then remember to pre-order your copy – and gifts for your friends.

The Biggest Secret to Finding and Keeping Your Best People

Roxi Hewertson has revealed a lot of secrets to creating a successful workplace in her new book, Hire Right Fire Right, but the biggest secret to finding and keeping your best people is to remember that the hiring process is about creating relationships, not transactions. So why do so many companies make the mistake of hiring a new person through a resumé, letters of reference and one or two interviews? Roxi says it’s because that’s the way we’ve always done it. But today, especially in the days of COVID, when we’re looking at new ways of doing so many things, we need to examine how we match each new hire with the job, the team, the company goals and how that talent can be integrated into profitable and productive relationships within the organization.

As founder and CEO of the Highland Consulting Group, Roxi partners with clients to build and sustain outstanding leadership capacity and results, with a vision of creating a better world one leader at a time. Great leaders are made, not born, and Roxi’s work focuses on the processes that builds great leaders, and sustainable organizations that support both employees and customers. In her first book, Lead Like It Matters, Because It Does, Roxi says that she wrote the book she wished she could have read in her 30-year career in business leadership. She interviewed with Dr. Nancy in 2015 about how you can become the CEO of your own life, and why great leadership is so important. In this interview, she reminds us that we are our own CEO’s and gives us guidance on both sides of the fence—hiring new people for our organizations, and applying for that new career move.

Overarching Messages in Hire Right Fire Right

Roxi blames lack of preparation on poor hiring practices and divides her new book into three sections: Acquiring, Retention and Closure (ARC). She warns never to depend on the traditional tools, like the resumé (because you never know who wrote it and what is a lie or an exaggeration) and the reference letter (because the applicant has read the letter and the author of the letter knows that and edited their recommendation accordingly). Instead, Roxi supplies eight relational factors—A through H, starting with “attitude” and ending with “heart,” with big dashes of “character” and “emotional intelligence” for good measure. Her step-by-step approach tells how to find out about the eight factors, including how they “fit,” which doesn’t mean that they’re the same as the rest of the team, but if they are a good match for the job at hand.

The Retention section involves onboarding correctly and development of the new hire. Roxi says that even if you haven’t onboarded correctly there are some things you can do, “that help those relationships and help people feel like they belong, that they fit and are welcome in the organization and that they’re valued.” She says that people think because so many meetings are taking place on Zoom that people aren’t doing training and development now. But Roxi says, “In fact, the opposite is true. In some ways, people are able to get together more than in the past. Then the question becomes, how do you design and manage those get-togethers virtually so that it builds trust and builds relationships–and develops people. So there’s no reason why you can’t move forward, even during a pandemic.”

The third section is about when an employee is leaving, whether that’s voluntary or involuntary. She says the point is to retrieve valuable information from the exit interview and if the person is being fired, she has tips to avoid arbitration, lawsuits and collateral damage. Roxi boils it down to five B’s:

  1. Be truthful
  2. Be fair
  3. Be clear
  4. Be respectful
  5. Be smart

They need to be able to leave with dignity. Roxi says that she has always followed the 5 B’s and never had an arbitration.

Roxi’s Recommendations for Women Job Applicants

If you’ve been offered a job, Roxi says that she always goes in being exactly who she is: strong, confident, not arrogant, and if it isn’t a good fit, or they don’t want to hire her, then it’s okay because the job wasn’t right for her. She says, “My attitude going in is you deserve as much pay as you can get. You deserve as many perks as you can get. And if you know that you’re good for the job and they can’t figure that out, then their loss. Women are bringing more than they’re getting is how I think about it.” She also recommends that every woman considering leadership read How Women Rise by Sally Helgesen and Marshall Goldsmith. It shares the 12 habits that get in women’s way as they’re negotiating and being a leader in an organization. Roxi says that she still has one of those habits after all her years coaching and being in business.

More Secrets and Valuable Information

Listen to this interview for more insights into the complications of doing business and engaging employees in the time of COVID. Buy and READ Hire Right Fire Right—and learn all the secrets to finding and keeping your best people. Check out this article Roxi wrote about how one company did it right with compassionate furloughs during COVID on HR.com. And check out Roxi’s award-winning  ”Leading with Impact: Your Ripple Effect” course on Ask Roxi, and through her TEDx talk from 2012. It is as compelling and relevant to how our leaders lead today as it was six years ago.  Great leadership depends on what leaders do, not who leaders are.

Why Promote Partnership and Collaboration Among Women

A. Margot Blair, founder of AMB Consulting and Company, is a business and partnership strategist whose central theme throughout all her initiatives is collaboration. It’s also the central theme to this conversation, or as Dr. Nancy says, “None of us gets anywhere by ourselves.” Margot specializes in creating strategic partnerships, marketing events, and developing social profits (non-profits that benefit the people they serve). Her fascinating journey began as an entrepreneur life coach for teen girls who faced adversity, much as she had herself. It was her own childhood adversity and that of her early clients that inspired her to help others learn how to define themselves by their own terms instead of allowing their situations and circumstances to define them.

Today, that organization is called DiscoverHer Worldwide and it provides personal development training to 4,000 incarcerated women and girls, focusing on leadership behaviors, resilience and collaboration between women. This work, in combination with her for-profit business has earned her several awards, including being recognized as a Top 40 Under 40 Leader and Top 35 Millennial Influencer.

DiscoverHer

In discovering herself as an entrepreneur and college graduate at the age of 19, Margot faced a lot of competition and realized that she didn’t want to do it alone–that we’re not meant to do it alone. This led her to studying the psychology of collaboration that became the core of all her work. Margot says, “One of the things that I make sure to teach the people I work with is really understanding that as you’re being poured into, whether it’s mentorship or it’s a business-coach relationship, whatever the dynamic—as you’re being poured into, it’s important to pour into other people. That’s really the premise of the DiscoverHer movement. It’s discovering her, the woman you’ve been designed to be.”

In her own journey, she said that it’s a process of really figuring out, “What’s my calling? What’s my purpose and how does that relate to my destiny and then how do I come into the full version of myself?” Margot says that she totally believes we have all we need right inside ourselves. She explains, “We have to learn and sharpen our skills in diverse areas and unlearn certain things that no longer serve us and remove ourselves from certain relationships that no longer serve us or propel us forward to who we’re supposed to be.” This is what she has been doing for the last four years with a partnership strategy that starts with being intentional about collaboration.

The Partnership Approach

Listen to this podcast to learn more about Margot’s journey and how she has turned partnership strategies into collaborations with major organizations, such as The Obama Foundation, The Black Enterprise, LinkedIn, ADP, Toyota, and many more. Discover how to amplify your own events and initiatives with her new resource and free download, The Partnership Approach. Margot says that you will shift your mindset in several ways to position yourself to partner with people you’ve always wanted to reach out to. Margo invites you to connect with her to learn more at amargoblair.com or on her social media platforms.

 

 

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