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Ever felt like this: everyone in that meeting said the right thing, behaved well and seemed to have your back. But you still left wrong-footed.  Let's talk about the situations that hold you up even though on paper, they seem like they shouldn't.  By the end of this you will know what to do in the moment when something is off and nobody has said anything you can point to. Ruth E. Andermatt has been coaching executives for twenty-eight years, since she walked out of a corporate role running a staff of seventy. She says it is harder to be a woman in leadership now than it was when she started, because the language has changed even though behaviors have mostly changed. The attitudes have not changed. So you no longer know what you are dealing with across the table, and an attitude you cannot hear is far harder to lead through than an insult you can. Toni and Ruth also get into what coaching actually is, which is a conversation this show rarely has. Ruth's definition is that she is invested in the person, not the outcome, which is why a client who arrives certain she needs the VP title sometimes leaves clear that she does not. From there: what Ruth means by wisdom, and why she insists you arrived with it rather than earning it with age. Toni's zone of genius framing, and the warning that the work you are merely excellent at will burn you out while the work that energizes you will not. WHAT'S COVERED → Why the attitudes did not change when the language did, and what that costs you → Why neutral beats both engaging and retreating when you are undermined → What wisdom actually means, and why waiting to be old enough for it is a mistake → The difference between the work you are excellent at and the work that energizes you → Why there is no such thing as a sacrifice, only an investment → Whether Queen Bee syndrome is still real, or whether you simply do not click → Why introverted leaders are often the most powerful people in the room RELATED EPISODES How coaching makes you a better leader — https://tonicollis.com/leading-women-tech/162-how-coaching-makes-you-a-better-leader/ Using coaching as a leader to elevate your team — https://tonicollis.com/leading-women-tech/160-using-coaching-as-a-leader-to-elevate-your-team/ Embracing introversion as a leadership strength — https://tonicollis.com/leading-women-tech/223-embracing-introversion-the-power-of-thoughtful-leadership/  CONNECT WITH RUTH E. ANDERMATT LinkedIn — https://www.linkedin.com/in/coachruth/  Ready to work out what your own leadership style actually is, rather than borrowing someone else's? Book a strategy call — https://tonicollis.com/lets-chat/

Mentors talk to you. Sponsors talk about you. Most senior women have plenty of the first and almost none of the second. By the end of this you'll know the one sentence your advocates need from you, and why the ask you have been dreading is not the ask you think it is. There is a question I get asked more often than almost any other, usually near the end of a coaching conversation or virtual coffee chat and usually a little embarrassed: how do I get somebody senior to actually back me? If you have been collecting mentors diligently and wondering why nothing is changing, this episode is about the thing you have been missing A mentor talks to you. That relationship happens in a room with two people in it and you are one of them.  An advocate talks about you. They say your name in rooms you are not in, they put you forward for the stretch project, and they say "I think she's ready" when somebody else is not sure. Career sponsorship for women is the piece that almost nobody explains, and it is the piece that actually moves careers. Here is what I see constantly in my coaching practice. The women I work with have been mentored extensively and have had nobody argue for them when it mattered. And when I say the word sponsor out loud, I watch faces close, because what she is thinking is that she does not want to play politics just to get ahead. That objection is not silly and it is not going away on its own. But the sleaze is not in the advocacy. It is in how you have been imagining the ask. You have been picturing yourself going to somebody senior and asking them for a favor, asking them to like you enough to spend their own credibility on you. No wonder it feels awful. Advocacy is not a favor you ask for. It is a handover. Your advocate needs something specific to say and evidence behind it, and your job is not to be liked enough. It is to make yourself advocable. This episode covers the five steps that do that.   WHAT'S COVERED → Why you have been collecting the wrong thing, and what a mentor cannot do for you → The reframe that makes the ask stop feeling grubby → Why you almost certainly have more advocates than you think, and how to find them → The one sentence that decides what gets said about you when you are not there → Why advocacy for women skews toward character and what that costs → Why evidence matters more than relationship when somebody puts their name behind yours   RELATED EPISODES Why you're not being seen as the leader you want to be: https://tonicollis.com/leading-women-tech/310-why-youre-not-being-seen-as-a-leader-at-work/ Office politics for women who hate office politics: https://tonicollis.com/leading-women-tech/296-office-politics-women-hate-office-politics From tactical to strategic, the unspoken rules for women stepping into executive leadership: https://tonicollis.com/leading-women-tech/292-executive-leadership-for-women-strategic-shift   FREE RESOURCE Seen as Strategic, the checklist for what senior leaders are actually reading when they decide whether you are executive material: https://tonicollis.com/resources/seen-as-strategic/ Book a complimentary strategy call: https://tonicollis.com/lets-chat/

The urge arrives late at night,  after the kids have gone to sleep and the laptop is shut: I could do that. And it can feel like that's impossible because of timing. But today's conversation shows you that starting a startup as a mom is not a timing problem. Elisa Lu has never asked herself whether she should. She only asks how. She co-founded an AI hardware company with no coding background and no engineering training, as the mother of two young boys, while relocating her family to Germany for her husband's career, with co-founders spread across three time zones. That is three solid reasons that everyone would understand as a reason to wait. But Elisa didn't. She treated all of them as logistics to be solved for. Elisa, today's guest, is co-founder and COO of Memoket, and her career before this was a deliberate walk towards the part of a business where decisions actually get made: supply chain at Procter & Gamble, building manufacturing facilities as a young graduate, then a deliberate move into marketing, because marketing was where the business outcome was decided rather than serviced. In this conversation Elisa makes her journey sound so ordinary, so casual you think 'yes well, of course'. She makes the hard parts sound easier than I know many of us think they are. There is travel, there are weeks away, there are children who cried the first time and adapted faster than she expected. There is a husband with his own career and no assumption that either of them is the default parent. And there is a clear-eyed answer to the question of whether she ever doubts it, which is yes, at three in the morning, and her response is to keep moving. We also discuss whether luck has anything to do with this, or is it something else?  It is worth listening for how often you use the word 'lucky' about your own career. This is for anyone weighing a founder move, a side project, or any leap that currently feels badly timed. WHAT'S COVERED → Why "should I?" is the wrong question, and what to ask instead → How to build in an industry you have no technical training in → What the logistics of founding actually look like with two young children and a partner with his own career → Why saying "I'm lucky" quietly erases the choices you made → The 3am doubt that every founder has, and what to do with it → Why "stay stable" is the worst advice she was ever given RELATED EPISODES Is entrepreneurship the right next step for you — https://tonicollis.com/leading-women-tech/210-is-entrepreneurship-the-right-next-step-for-you-with-alex-batdorf/ The realities of leading as a young mom — https://tonicollis.com/leading-women-tech/233-the-realities-of-being-a-leader-as-a-young-mom-a-coaching-conversation-with-madeleine-lambert/ Breaking out of your comfort zone and preparing for venture funding — https://tonicollis.com/leading-women-tech/263-breaking-out-of-your-comfort-zone-emily-dinu-on-mindset-grit-and-preparing-for-venture-funding/  CONNECT WITH ELISA LU & CHECK OUT MEMOKET LinkedIn — https://www.linkedin.com/in/elisa-lu-71757810/  Memoket — https://memoket.ai/  Ready to stop waiting for the right moment in your own career? Book a strategy call — https://tonicollis.com/lets-chat/  This episode was sponsored by our guest, Elisa Lu. Thank you Elisa and Memoket for helping to bring Leading Women in Tech to this community. Toni has been testing the Memoket Gem and talks about it in the episode.

It's nine at night and you're answering the email that could have waited. Nobody asked you to. That isn't a boundaries problem. By the end you'll know which of the four engines is running hottest in you, and you'll have one change to make this week that your system can't talk you out of. Somewhere early in your career, usually for very good reasons, you built yourself an operating system for achievement. Deliver more than asked. Own everything you touch. Never be the reason something drops. Prove yourself in every room, every time. That system worked, and it's why you're where you are. Notice what it doesn't contain. No off switch. No definition of enough. No mechanism at all for protecting the person running it. It was built to produce output, and it will keep producing output until the machine it runs on breaks. Which is why burnout at this level isn't a workload problem and isn't a personal failure. One client arrived convinced she'd lost her resilience. When we mapped what she was actually carrying, she was running roughly two and a half jobs on one human, using an operating system she designed in her twenties when the stakes were far lower. Her resilience was extraordinary. Six months later she wasn't working less hard, because she didn't want to. She was working on one job, deliberately chosen, with the absorption named and redistributed. Her performance went up. This episode maps the four engines driving ambition burnout in high-achieving women, gives you five changes that rebuild the system rather than layering self-care on top of it, and ends with the argument that moves high achievers when nothing else does: your team inherits your pace, and the women watching you are doing arithmetic on what your job appears to cost. WHAT'S COVERED → Why "just get better at switching off" treats the symptom as the cause → The two stories, denial and shame, that keep capable women stuck → Four engines: proving, over-functioning, the invisible load, and success escalation → Why the fourth engine is only dangerous when it sits alongside another → Five changes that rebuild the system, starting with a written definition of enough → Why your calendar is your team's curriculum, and where the pipeline actually leaks RELATED EPISODES Part one, why this is so hard to see in yourself: https://tonicollis.com/leading-women-tech/318-quiet-burnout-high-achievers What burnout-proof leadership actually requires: https://tonicollis.com/leading-women-tech/294-burnout-proof-leadership-women-tech/ Boundaries for women in leadership: https://tonicollis.com/leading-women-tech/268-boundaries-for-women-in-leadership-how-to-lead-without-burning-out The invisible load and what leadership shouldn't cost you: https://tonicollis.com/leading-women-tech/254-the-invisible-load-leadership-shouldnt-cost-your-wellbeing Bravery, grit and confidence, the leadership energy model: https://tonicollis.com/leading-women-tech/312-bravery-grit-confidence-leadership-energy-model/ Leader as coach, the skill behind delegating capability: https://tonicollis.com/leading-women-tech/314-leader-as-coach-coaching-skills-transform-leadership/ RESOURCES The Burnout to Balance Toolkit: https://tonicollis.com/burnout-to-balance Book a complimentary strategy call: https://tonicollis.com/lets-chat/ #WomenInTech #SustainableLeadership #TechLeadership #Leadership #WomenInLeadership

Everyone tells you you're doing great. Nobody tells you the standard you're actually being held to. Why women in tech careers stall on feedback nobody gives. By the end of this you will know what that unspoken standard usually is, and how to ask for the feedback that names it. Sharon Lynch has been asked more than once to lower the standard for women. Her answer has been no every time, and not because she wants fewer women in senior roles. The moment the bar drops, the whole organisation reads it as proof that women could not clear it, and every woman hired after that carries the diversity hire label whether it fits her or not. She is CEO of Modus Create, and before that she ran Slalom's product engineering organisation across the Americas, a team of more than 1,400 people. What she describes in this conversation is the quieter problem underneath. Managers, often men but women too, are afraid of how developmental feedback will land, so they soften it or skip it altogether. The result is that women are held to a high standard nobody has articulated, evaluated against a bar nobody has described, and passed over for reasons that never get said out loud. When Sharon left her last role, a colleague's first question was not about the org chart. It was who is going to give us the hard feedback now. Women in tech careers rarely stall on capability. They stall in the gap between how well she performs and what anyone is willing to say about it. The rest of the conversation is about what closes that gap. Sharon's route to CEO ran through the business fundamentals: utilisation, expenses, revenue, how money is actually made. She is direct about why this matters. Functional leaders know their own function extremely well. Executives tie everything together, and you cannot do the second without understanding the first. That shift from individual contributor skills to an executive mindset is the one she watches most women stop short of. She also talks about asking her way into rooms she was not invited to, why asking your team to explain the data is not a failure of trust, what leadership legacy looks like when it is not about you, and why a title reveals the leader you had already become rather than creating one.   WHAT'S COVERED → Why "you're doing great" is the most expensive feedback you can receive → What happens to every woman in the room the moment the standard is lowered for one → Why understanding utilisation, expenses and revenue changes how executives look at you → How to ask your way into the rooms where the numbers get decided, without signalling that you don't trust your team → Why being right the fastest costs more than it wins → What a title actually changes, and what it only reveals   RELATED EPISODES How to give feedback as a leader — https://tonicollis.com/leading-women-tech/152-how-to-give-feedback/  The promotion gap for women in tech — https://tonicollis.com/leading-women-tech/290-women-in-tech-promotion-gap/  The shift from tactical to strategic leadership — https://tonicollis.com/leading-women-tech/292-executive-leadership-for-women-strategic-shift/  CONNECT WITH SHARON LYNCH LinkedIn — https://www.linkedin.com/in/sharondlynch/  Modus Create — https://www.moduscreate.com/    Ready to stop guessing at the standard you're being measured against? Book a strategy call — https://tonicollis.com/lets-chat/  This episode was sponsored by our guest, Sharon Lynch. Thank you Sharon and Modus Create for helping to bring Leading Women in Tech to this community. #WomenInTech #TechLeadership #WomenInLeadership #Leadership #LeadingWomenInTech

You're the one person your boss never worries about. That's exactly why nobody has spotted your quiet burnout. By the end of this you'll know the five stages of the spiral, why your own self-check keeps missing it, and the external instruments that break it. Quiet overachievers are the last people anyone worries about, and that is precisely the problem. If you feel burnout at work but you are still delivering clean work on time with no fuss, every system your organisation has for detecting trouble will read you as thriving. The reason this stays invisible to you is the question you use to check. High performers are relentless self-monitors, but the question is always "am I still delivering?", and delivery is the last thing to fail. Sleep goes first, then patience, then curiosity, then everything outside work, then your interest in the work itself. Delivery holds through all of it, because you make it hold. By the time that check finally fires, you are a long way into something that was visible in other measures months ago. What is workplace burnout when it takes this form? It is a loop rather than an event. Invisible excellence, early depletion, compensation, concealment, isolation, and then back to the start, faster each turn. The accelerant is stage three: you notice yourself slipping, you interpret it as a discipline problem rather than a fuel problem, and you respond by working harder. It works, which is the cruel part, and that guarantees you will use it again next time, harder. This episode maps the shape of corporate burnout in the people best at absorbing it, names the three beliefs that keep women inside the loop, and gives you five exits. Every one of them is external, because the whole argument of the episode is that your internal read is not currently trustworthy. WHAT'S COVERED → Why "am I still delivering?" is the worst diagnostic available to you → The difference between loud and quiet overachieving, and why the quiet version costs more → The five stages of the spiral, and which one turns a hard patch into a loop → Why performing wellness is a second job that nobody hires you for → Why your manager cannot see this, and why waiting to be caught is not a plan → Five external instruments that break the loop, starting with one sentence to one person RELATED EPISODES ⏹  What burnout-proof leadership actually requires: https://tonicollis.com/leading-women-tech/294-burnout-proof-leadership-women-tech/ ⏹  The early indicators of burnout high performers are best at overriding: https://tonicollis.com/leading-women-tech/248-recognizing-the-signs-identifying-early-indicators-of-burnout ⏹  The invisible load and what leadership should not cost you: https://tonicollis.com/leading-women-tech/254-the-invisible-load-leadership-shouldnt-cost-your-wellbeing ⏹  Bravery, grit and confidence: the leadership energy model: https://tonicollis.com/leading-women-tech/312-bravery-grit-confidence-leadership-energy-model/  FREE RESOURCE Signs You're Leading at an Unsustainable Pace: https://tonicollis.com/resources/is-this-unsustainable/  Book a complimentary strategy call: https://tonicollis.com/lets-chat/

"If I wanted someone who would commute, I could have hired a man from New York." That's what a private equity partner said to Kimberly Williams while offering her first CEO role. She took the job anyway, delivered results he couldn't argue with, and changed how he saw women in leadership. Kimberly is Chairperson and CEO of Absorb Software, and before that grew CST Holdings more than five-fold in seven years, taking it from fifth in its market to first. In this episode of Leading Women in Tech Kimberly shares the career advice that took her from a strategy role at Boston Consulting Group to the CEO seat — including the single piece of guidance she gives every ambitious woman, why asking for help builds supporters rather than doubts, and how she thinks about AI transformation as a sitting CEO. What we cover: Why one small comment from anyone in your life can change a trajectory, positively or negatively Boston Consulting Group as the first true meritocracy she'd worked in The accidental route into running a business: a $4.3 million business case "If I wanted someone who would commute, I could have hired a man from New York" The importance of your support network, and why this may be the most consequential move you make in your career The career advice Kimberly gives every woman: fight for roles that carry numbers Why asking for help creates supporters — the cognitive dissonance effect Humility as a CEO strength: your job isn't to have the answers AI transformation: why AI serves your strategy rather than being your strategy Pick projects that could make your company great, not 1% more profitable Testing agentic outbound sales outside the core business Useful Links Connect with today's guest and sponsor, Kimberly Dolan Williams, on LinkedIn (https://www.linkedin.com/in/kimberlydolanwilliams/) and find out more about Absorb Software at https://www.absorblms.com. This episode was sponsored by Absorb Software. Thank you Kimberly and Absorb for helping to bring Leading Women in Tech to this community!

There's a question a surprising number of senior women in tech carry quietly for years: could I actually be a coach? Sometimes it surfaces after the promotion that didn't feel like you thought it would. Sometimes it's the realization that the mentoring conversations are the part of the week you actually love. Sometimes it's simpler: twenty years of hard-won experience, and a growing desire for work that's more yours. In this episode of Leading Women in Tech, Toni Collis takes that question seriously. What a coaching second act really looks like, inside your company, alongside your career, or as the next chapter entirely, what it pays, what it demands, and how to know if it's for you.   What's covered: ➡️  The quiet question — why so many senior women in tech wonder about coaching, and why the instinct deserves more respect than "maybe someday" ➡️  The three shapes of a coaching practice — the internal coach-leader, the portfolio builder coaching alongside her career, and the full second act, and why you don't have to choose today ➡️  What you already have — why decades in tech are an asset most career coaches would kill for, and the credibility math nobody tells you about ➡️  What you don't have yet — the honest gap: mentoring instinct is not coaching skill, and why the leap from "good with people" to professional coaching needs structure, practice, and feedback ➡️  The "can I really do this?" objection — answered properly: no prior coaching experience needed, practice hours built in, mentoring from Master Coaches ➡️  The business reality — what building a paying practice actually involves, and the brand-new How to Build Your Coaching Business / Side-Hustle bonus announced today for the September Ignite Coach Academy cohort ➡️  The timeline — enrollment closes Friday 11 September, cohort starts Monday 14 September, certified and practicing by year end   If the question has been sitting quietly in the back of your mind, this is the episode that takes it out and looks at it properly.   Useful links Ignite Coach Academy — final enrollment for the September cohort closes Friday 11 September: tonicollis.com/ignite-coach-academy Book a complimentary chat with Toni about whether Ignite is right for you: tonicollis.com/lets-chat

When a client goes quiet, most leaders assume everything is fine. Alisha Esmail would tell you silence is the clients exit ramp — because it's far easier to disappear quietly than to tell someone you're leaving. Alisha is the founder of Latch AI, an AI-native client retention engine, and her path to tech was anything but conventional: seven years in international development across Haiti, South Africa, Nepal, Jordan and Panama, followed by building an award-winning coffee company with direct supply chains across three countries and a micro-loan program supporting female-owned farms. In this episode, Alisha and Toni make the case that retention is not customer success's problem — it's a leadership problem that belongs to everyone. They get into what AI is genuinely doing to the retention landscape, why cutting CS teams has backfired badly for some companies, and the practical diagnostics any leader can run this week regardless of function. What we cover: Why every leader — engineering, product, sales, commercial — should care about retention How AI is reshaping the retention landscape, and "the war on clients" Bells and whistles vs boredom: when do customers actually leave a working product? No news is bad news — why silence is an exit ramp, not a sign of satisfaction The four-part retention framework: detect drift, score clients, run the safe play, capture the win Why "expansion ready" is the most missed category in most businesses Usage metrics: the data engineering leaders aren't capturing but should be and how it helps executive decision making   Useful Links Connect with today's guest, Alisha Esmail, on LinkedIn at https://www.linkedin.com/in/alisha-esmail/ and find out more about Latch AI at https://www.yourlatch.com. This episode was sponsored by our guest, Alisha Esmail. Thank you Alisha and Latch AI for helping to bring Leading Women in Tech to this community!

You have "coaching conversations" with your team. Career chats, problem-solving sessions, one-to-ones where you share your experience and point people in the right direction. Here's the uncomfortable truth: most of those conversations aren't coaching. They're mentoring. Powerful, well-intentioned, and the wrong tool for what you're trying to build. Because advice creates dependence, and coaching creates capability. In this episode of Leading Women in Tech, Toni Collis breaks down the difference, why it matters more than almost any other leadership skill gap, and how genuine coaching skill transforms your team, your calendar and your career.   What's covered: ➡️  The mentoring trap — why the conversations you call coaching are almost certainly advice-giving, why that's made you the bottleneck, and the test that tells you which one you're doing ➡️  Advice creates dependence, coaching creates capability — the mechanism behind why your team brings you the same problems over and over ➡️  The Ignite Framework: Reverse, Neutral, Forward — the diagnostic at the heart of real coaching: "Reverse is 'this is happening to me'. Neutral is 'this is what's happening'. Forward is 'here's what I can do about it'. Same facts, three completely different relationships to them." ➡️  The two counterfeit states — False Neutral (calm that's really collapse) and False Forward (a plan laid over an unaddressed feeling), and why missing them is where most well-meaning leadership conversations go wrong ➡️  The 5-minute coaching conversation — you don't need an hour; you need the diagnosis and three good questions ➡️  What changes when you lead this way — the team that solves its own problems, the calendar that comes back to you, and the leadership reputation that follows ➡️  Where Ignite Coach Academy fits — the September cohort, the certification path, and the Self-Coaching + Coaching in Your 1:1s bonus module built for exactly this If you're tired of being the answer machine, this is the episode that shows you the way out.   Useful links: Ignite Coach Academy — enrolling now for the September cohort (starts Monday 14 September, enrollment closes Friday 11 September): tonicollis.com/ignite-coach-academy Book a complimentary chat with Toni about whether Ignite is right for you: tonicollis.com/lets-chat

Burnout is not caused by too much work. That's the argument at the heart of this episode — and Yana Carstens has earned the right to make it. After 12 years in the design and tech space, and her own burnout behind her, Yana shifted into executive coaching, where she now focuses on burnout prevention and authentic leadership for women in tech. In this conversation, Yana and Toni get into what taking radical responsibility for your own wellbeing actually means — and why most of what we call "wellness" is polishing the car while nobody looks under the hood. They dig into hyper-responsibility, the reflex that makes everything your fault; why rest is a prerequisite for success rather than a reward for it; and how leaders who model genuine wellbeing quietly reset the culture of everyone around them. If you're stepping into a new role, carrying everyone around you, or wondering why the vacation didn't fix it — this one is for you. What we cover: ◾ Why tech-native executive coaches are so rare — and why coaching skills spread naturally through teams ◾ The three reasons wellbeing is a leadership issue: modeling, leading from your center, and preventing burnout ◾ Burnout is not caused by too much work — the root causes nobody talks about ◾ The Ferrari analogy: you're built for speed, but without the pit stops you break down ◾ Why unlimited PTO and spa days are polish, not maintenance — and what "under the hood" work looks like ◾ Rest is a prerequisite for success, not a reward for it — and how that belief shapes team culture ◾ Hyper-responsibility: the high-achiever trait that makes everything your fault ◾ Observe, don't absorb — and Toni's version, hold, don't carry ◾ The client story: the boss's bad mood that had nothing to do with her ◾ Moving from hyper-responsible to "response-able": pause, clarify, build the internal boundary system ◾ The honest truth: this pattern comes back under stress — and that's okay ◾ Worst advice Yana ever received (from another coach): "you need to put on an act" ◾ Best advice: if you believe things will work out, you see opportunities — if not, you see obstacles Useful Links Connect with today's guest, Yana Carstens, on LinkedIn (https://www.linkedin.com/in/yanacarstens/) and sign up for her monthly newsletter at https://realignandthrive.com/newsletter. Ready to learn to coach — for your self-coaching, your leadership toolkit, or a business of your own? Ignite Coach Academy is open for enrollment. Doors close September 11: https://tonicollis.com/ignite-coach-academy This episode was sponsored by our guest, Yana Carstens. Thank you Yana for helping to bring Leading Women in Tech to this community!

Ever looked at an opportunity, a stretch role, a speaking slot, a bold idea, and thought "I could do that"… and then let it pass? And then been quietly furious with yourself weeks later? It probably wasn't a courage problem. It was an energy problem. In this episode of Leading Women in Tech, Toni Collis introduces the Leadership Energy Model: the relationship between bravery, grit, and confidence, and why understanding it changes how you take on hard things, how you recover from them, and how you lead a team through them. What's covered: ➡️  The three-stage model — bravery gets you started, grit gets you through, confidence is what you earn on the other side, and each one changes what the next hard thing costs you ➡️  Naive bravery — why not knowing how hard something will be is sometimes the greatest gift, and why the more naive you are, the more grit you'll need later ➡️  Why bravery and grit are finite — one shared pool across your entire life, which is why a house renovation, a health challenge or a hard season at home leaves you with nothing for the bold move at work (and vice versa) ➡️  The celebrity illusion — why some people seem infinitely brave, and what resources actually do to the price of courage ➡️  Confidence as the exchange rate — every hard thing you complete makes the next one cheaper, and how to build confidence deliberately through structured small wins instead of deep-end plunges ➡️  Self-coaching with the model — how to audit your own bravery and grit spend before you commit to the next hard thing ➡️  Coaching your team through it — especially in AI transformations, where you're asking everyone to be brave and gritty at once with no confidence to draw on, and what great leaders do about that energetic cost If you've been wondering why the version of you who used to leap at challenges has gone quiet, this episode will give you the answer, and the way back. Useful links Ignite Coach Academy — Toni's coach training program, enrolling now for the September cohort: tonicollis.com/ignite-coach-academy Book a complimentary chat with Toni about whether Ignite is right for you: tonicollis.com/lets-chat

What outcome are you actually after? It's one of the most important questions a leader can ask — and one most organizations get wrong. Jessi Szurek, Associate Partner at Synthesis, joins Toni for a conversation about outcome-focused leadership, AI adoption done right, and the career-defining skill of speaking up when you're being overlooked. Jessi's path took her from an architecture degree at Cornell to an MBA at NYU, through 17 years at Ernst & Young working across process automation and AI with global financial institutions, to a smaller consulting firm reinventing what client value really means. This episode is full of practical wisdom for anyone leading change, adopting AI, or trying to get clear on what actually matters — plus one of the best examples of calling out being ignored that we've had on the show. What we covered: The non-linear journey: architecture, an MBA in economics, and 17 years at a global consulting firm Why Jessi left a role she was good at when her objectives and her employer's diverged Outcome-focused thinking: the difference between the actions and the actual outcome Why most companies think they know their outcomes but don't — and how to find real clarity Why sometimes the right move is to stop and reprioritize instead of just doing what you're told Transparency as a leadership tool — and why short-term discomfort creates long-term value AI adoption is change management, not magic: why AI is just the next tool in the toolbox The AI skepticism problem: what to do when people are being forced to adopt tools they resist Why user buy-in matters more than the perfect solution — the paper Rolodex principle The golf story: how Jessi challenged being overlooked and what it taught everyone in the room What's the worst that can happen? Reframing the fear of speaking up Setting boundaries and choosing your environment over putting your head down Why the most important decision you'll ever make is who you choose as your partner Finding success in discomfort — and being your own biggest cheerleader Useful Links Connect with today's guest, Jessi, on LinkedIn https://www.linkedin.com/in/jessi-petrosino/ and find out more about Synthesis at https://synthesis.inc. This episode was sponsored by our guest,Jessi Szurek. Thank you Jessi & Synthesis for helping to bring Leading Women in Tech to this community!

You're delivering. You're the one your team relies on, the one who steps up, the one whose reviews are consistently strong. People call you invaluable, dependable, a safe pair of hands. And yet when the conversations that matter happen, the succession discussions, the stretch assignments, the rooms where the next senior appointment gets decided, you're not in them. Someone else is being talked about as a future leader while you're being talked about as a great performer. In this episode of Leading Women in Tech, Toni Collis breaks down the gap between the leadership you're delivering and the leadership you're being credited with, and gives you the practical system for closing it. Not by working harder, and not by becoming someone you're not, but by changing the signals that build how you're seen.   What's covered: ➡️  Perception is a system, not a verdict — why the two stories you tell yourself ("the system is broken" or "something is wrong with me") both keep you stuck, and the third story that actually gives you something to do ➡️  The four perception gaps — the language gap, the visibility gap, the signal gap, and the narrative gap, and how to diagnose which one is costing you most ➡️  Why your best work has no name on it — drama is visible by default, prevention is invisible by default, and what to do about it if your leadership style is prevention ➡️  Helper signals versus leader signals — the behaviors that made you indispensable may be teaching people you're a support function, and the three-signal swap one client used to change how her VP described her within a quarter ➡️  The one-line leadership narrative — could your boss's boss finish the sentence "she's the person you go to when…"? Why choosing your story matters and how to write it ➡️  Is your mindset holding you back? — the three beliefs that stop capable women doing this work, including an honest conversation about the double standard and why contribution signals don't trigger it the way dominance signals do ➡️  Where to start this week — the diagnosis, the one signal change, and the one conversation that accelerates everything   Being seen as a leader isn't a personality transplant. It's a set of consistent, honest signals about the leader you already are. You've been doing the hard part for years. This is letting it be seen.   Useful links Book a complimentary strategy call with Toni: tonicollis.com/lets-chat   Related episodes ⏹️  Episode 264 — Why You're Not Getting Promoted (Even When You're Overperforming): https://tonicollis.com/leading-women-tech/264-why-youre-not-getting-promoted   ⏹️  Episode 228 — Mastering Your Value: Strategies to Stop Underselling Yourself: https://tonicollis.com/leading-women-tech/228-not-getting-promoted-heres-the-one-thing-you-need-to-stop-doing  ⏹️  Episode 112 — The Problem With Not Blowing Your Own Trumpet: https://tonicollis.com/leading-women-tech/112-if-you-dont-openly-celebrate-your-achievements-who-will  ⏹️  Episode 276 — Busy ≠ Valuable: How to Prioritize Work That Gets You Promoted: https://tonicollis.com/leading-women-tech/276-busy-not-valuable-how-to-prioritize-work-that-gets-you-promoted ⏹️  Episode 286 — Executive Presence for Women in Tech: https://tonicollis.com/leading-women-tech/286-executive-presence-for-women-in-tech ⏹️  Episode 290 — The Promotion Gap in Tech: https://tonicollis.com/leading-women-tech/290-women-in-tech-promotion-gap

What does it mean to build products that truly work for everyone — including the people most systems were never designed to include? Debbie Hsu, EVP of Product at Experian Consumer Services, joins Toni for a conversation that spans the full arc of her career — from software engineer at Oracle to leading product at one of the world's most significant consumer financial data companies — and gets into some of the most important questions facing product leaders today. Debbie leads the evolution of EVA, Experian's AI-powered virtual assistant, and brings a consumer-first lens to everything she builds. In this episode she shares how AI is changing team structures and role boundaries in product, why over-reliance on AI risks making every product look and sound the same, and what the socioeconomic stakes of AI access mean for product leaders who care about inclusion. She also shares three pieces of advice that I see as foundational to leading: Being humble is not the same as being invisible. Self-advocacy is not the same as bragging. And never let an official meeting be the first time people hear about your idea. What we cover: ⏹ The unplanned path from software engineer to EVP of Product — and what learning by doing really looks like ⏹ Why Debbie went back to business school to pivot into product management — and what actually landed her the job ⏹ How product leadership has evolved over 20 years: from Flash-based seat maps to AI-powered financial assistants ⏹ T-shaped builders and the blurring of roles in the AI era — what this means for product teams right now ⏹ The AI homogeneity risk: why over-reliance on AI makes products look and sound the same — and what differentiates the ones that don't ⏹ EVA: how Experian's AI assistant uses trusted credit data, expert compliance, and lender eligibility to go beyond generic AI responses ⏹ AI access as a socioeconomic equity issue — and why product leaders need to be part of this conversation ⏹ Financial inclusion and credit invisibility: what it means to build products for people the system overlooked ⏹ Being humble is not the same as being invisible ⏹ Self-advocacy is not bragging — and why visibility for meaningful work is a leadership skill ⏹ Never let an official meeting be the first time people hear your idea ⏹ Diverse voices in product: why every product leader has a responsibility to build inclusively Useful Links Connect with today's guest and sponsor, Debbie on LinkedIn at https://www.linkedin.com/in/debbie-hsu/ and find out more about Experian at https://www.experian.com. This episode was sponsored by our guest, Debbie Hsu. Thank you Debbie & Experian for helping to bring Leading Women in Tech to this community!