"Bring your whole self to work," they said. Then they promoted someone else because apparently, your whole self was too much. That exhausting reality of trying to be yourself in workplaces that weren't built for people who think or communicate differently. For women, people of color, neurodivergent professionals, and anyone navigating being "the only," authenticity can feel like a trick question.There's a way to honor what matters to you, use your actual strengths, and still get things done without abandoning who you are. In this episode:➡️ Why "bring your whole self to work" advice doesn't hit the same for everyone. ➡️ The difference between authenticity and full transparency (and why it matters)How to adapt without disappearing, especially if you're neurodivergent➡️ Small moves you can make this week to test real connection at work➡️ How to know when it's time to find a place that actually fitsResources mentioned:💚 Career Co-Pilot Mentorship: https://www.talentcareercoaching.com/copilotmentorship💚 Follow on Instagram: https://www.instagram.com/talentcareercoaching💚 Newsletter: https://www.talentcareercoaching.com/newsletter💚 Podcast: https://www.talentcareercoaching.com/podcast💚 LinkedIn: https://www.linkedin.com/company/talent-career-coaching/If this episode resonated, I'd genuinely love to hear about it. What does authenticity look like in your work right now?#AuthenticityAtWork #CareerClarity #NeurodivergentProfessionals #WomenInLeadership #WorkplaceCulture #CareerCoaching #BarrierBreakers #WorkLifeAlignment #CareerDevelopment #ProfessionalGrowth

You're too experienced for entry-level programs but not senior enough for executive attention. You see systemic problems but lack the authority to fix them. You're capable of strategic thinking, but rarely asked for strategic input. Welcome to career limbo—the in-between phase that no one talks about.In this episode, I'm breaking down what it really means to be stuck in the middle of your career, why this phase is so challenging, and how to turn it into your biggest opportunity for growth. If you've ever felt capable yet limited at the same time, this conversation is for you.What We Cover:➡️ Why the "in-between phase" is where most careers quietly plateau➡️ The danger of coasting when you're no longer struggling to learn➡️ How to build credibility that makes leadership undeniable➡️ Your unique value as a translator between junior teammates and senior leaders➡️ Practical strategies to discover what really energizes you➡️ How to become the organizational expert (even without formal authority)➡️ Why volunteering for messy projects is leadership training in disguise➡️ Your roadmap for turning the in-between years into a workshop for growthClient Resources:🔗 Career Co-Pilot Mentorship: https://www.talentcareercoaching.com/copilotmentorship🔗 Follow me on Instagram: https://www.instagram.com/talentcareercoaching🔗 Subscribe to the Newsletter: https://www.talentcareercoaching.com/newsletter🔗 Podcast: https://www.talentcareercoaching.com/podcast🔗 LinkedIn: https://www.linkedin.com/company/talent-career-coaching/If this resonated with you, I'd love to hear about it. What's one area where you could become the organizational expert? Drop a comment below—I'm rooting for you.#careerlimbo #midcareer #careergrowth #professionaldevelopment #careerclarity #womeninleadership #careercoaching #leadership #careertransition #careeradvancement #professionalgrowth #worklifebalance #careerstrategy #leadershipdevelopment

Most career advice obsesses over mentorship. But that's only half the story.

If you're a high-achieving woman who's been doing everything right and still feeling stuck, this episode will make some things click into place.

Traditional career wisdom says find mentors, get guidance, learn from people ahead of you. All good advice. But here's what gets left out: mentors give advice. Sponsors give access. And that second part? That's where real movement happens.

In this episode, I'm talking about why women and barrier breakers end up over-mentored and under-sponsored, and what you can actually do about it. If you've been waiting for your work to speak for itself, this conversation might shift how you think about career growth.

What We Cover:➡️ The real difference between mentorship and sponsorship (and why it matters)➡️ Why people with sponsors are 5x more likely to be promoted➡️ How to spot potential sponsors whose goals match your strengths➡️ The approach that builds sponsor relationships without begging for favors➡️ My personal story about how one lunch completely changed my business➡️ Your action plan: becoming someone worth advocating for

Resources Mentioned:

🔗 Career Co-Pilot Mentorship: https://www.talentcareercoaching.com/copilotmentorship

🔗 Follow me on Instagram: https://www.instagram.com/talentcareercoaching

🔗 Subscribe to the Newsletter: https://www.talentcareercoaching.com/newsletter

🔗 LinkedIn: https://www.linkedin.com/company/talent-career-coaching/

🔗 Podcast: https://www.talentcareercoaching.com/podcast

If this resonated with you, I'd love to hear about it. What's one way you could add value to a potential sponsor's goals this week?

#CareerGrowth #Sponsorship #WomenInLeadership #CareerAdvancement #ProfessionalDevelopment #CareerCoaching #HighAchievers #LeadershipDevelopment #CareerClarity #WomenEmpowerment

Remote work gave us flexibility, and quietly took away something we didn't realize we needed: professional witnesses.

No one sees you solving problems in real time anymore. The hallway conversations that built relationships are gone. Those moments when you stayed late, and a senior leader noticed are gone.Here's the hard truth: remote employees are 31% less likely to get promoted and 35% more likely to be laid off. Not because you're less capable, but because you're less visible to decision makers.In this episode, I'm breaking down how to build visibility, influence, and advancement opportunities when you're working from home. If you love remote work but feel invisible, this one's for you.

What We Cover:

➡️ Why remote work creates a "professional vacuum" (and what that costs you)

➡️ How to engineer the relationships that used to happen organically

➡️ The visibility strategies that actually move the needle for remote workers

➡️ How to compete on ideas, not office politics

➡️ One big question to ask yourself before diving into visibility tactics

Resources Mentioned:

🔗 Career Co-Pilot Mentorship: https://www.talentcareercoaching.com/copilotmentorship

🔗 Follow me on Instagram: https://www.instagram.com/talentcareercoaching

🔗 Subscribe to the Newsletter: https://www.talentcareercoaching.com/newsletter

🔗 LinkedIn: https://www.linkedin.com/company/talent-career-coaching/

🔗 Podcast: https://www.talentcareercoaching.com/podcast

If this resonated with you, I'd love to hear about it.Drop a comment below or reach out, I'm rooting for you.

#remotework #careeradvancement #remoteworkers #professionalvisibility #careergrowth #workfromhome #careercoaching #leadershipdevelopment #remoteleadership #careerstrategy

You're the person everyone counts on. The one who never misses a deadline, holds the team together, and quietly keeps everything running smoothly. But here's the hard truth: your reliability might be the very thing keeping you stuck.In this episode, I'm breaking down why high performers often get overlooked for promotions—and what you can do about it. If you've ever felt too valuable to move, this conversation is for you. What We Cover:➡️ Why being "indispensable" can actually trap you in your current role➡️ The shift from being the doer to being the driver➡️ How to become visible for your strategic thinking (not just your execution)➡️ Exactly what to say in your next career development conversation➡️ Your 90-day action plan to break free from being stuckResources Mentioned:🔗 Career Co-Pilot Mentorship: https://www.talentcareercoaching.com/copilotmentorship 🔗 Follow me on Instagram: https://www.instagram.com/talentcareercoaching🔗 Subscribe to the Newsletter: https://www.talentcareercoaching.com/newsletter 🔗LinkedIn: https://www.linkedin.com/company/talent-career-coaching/🔗 Podcast: https://www.talentcareercoaching.com/podcastIf this resonated with you, I'd love to hear about it. Drop a comment below or reach out, I'm rooting for you.#careergrowth #HighAchievers #CareerAdvancement #PromotionStrategy #CareerDevelopment #WomenInLeadership #CareerCoaching #ProfessionalGrowth #LeadershipDevelopment #CareerClarity

Most of us spend our entire careers chasing a version of success we never actually chose. We inherit it from family expectations, workplace culture, and social media highlight reels. The formula is familiar: climb the ladder, grab the title, make more money. But what happens when you finally get there and realize it doesn't feel the way you thought it would?

In this episode, I'm walking you through how to redefine success on your own terms. We'll talk about why the traditional metrics of achievement often leave high performers feeling empty, how to identify what actually matters to you (hint: it might not be what you think), and five alternate frameworks for measuring career success that go way beyond titles and paychecks.

Whether you're stuck in a role that looks great on paper but feels hollow in practice, or you're just starting to question if there's more to career fulfillment than what you've been taught, this conversation is for you.

Resources mentioned in this episode: 

🔗 Aligned: Build A Career That Fits You (Values Course) - https://www.talentcareercoaching.com/getaligned 

🔗 Work with me 1:1 - ⁠https://www.talentcareercoaching.com/bookonline 

🔗 Join My 3 Month Mentorship - https://www.talentcareercoaching.com/services

Connect with me: 

Instagram: https://www.instagram.com/talentcareercoaching 

LinkedIn: https://www.linkedin.com/company/talent-career-coaching/ 

Brandi Oldham Website: https://www.talentcareercoaching.com/

#careerclarity #careercoaching #redefinesuccess #careertransition #worklifebalance #purposedrivencareer #careeradvice #midcareer #valuesbasedcareer #professionalwomen

A lot of companies are quietly scaling back their DEI work right now. Diversity departments eliminated, job postings changed, employee resource groups defunded, bias training shifted from mandatory to optional (which usually means gone). It's discouraging. But this doesn't have to be the end of progress.

Because DEI was never about programs alone. Progress happens when people with influence decide to use it. And if you're in a position of relative safety or privilege, you have a unique opportunity right now to decide what signal you're sending to the people around you.

When companies roll back DEI, it sends signals about who belongs, whose contributions matter, and who gets visibility and advancement. Those signals erode trust quickly, and people feel them. But signals can also be changed. You don't have to wait for a C-suite announcement or new policy rollout. Every manager, director, or person with credibility has the ability to create a counter signal that says equity and inclusion still matter here.

In this episode, I'm giving you practical tools you can use today to keep momentum alive, even when formal programs are shrinking.

You'll learn:

✅ How to use your voice in leadership spaces to ask the questions others may not feel safe asking✅ The difference between mentorship and sponsorship (and why sponsorship accelerates careers)✅ How to create real psychological safety on your team through small, repeated behaviors✅ Why challenging coded language like "cultural fit" disrupts bias at its root✅ How to amplify overlooked voices in meetings so contributions get the credit they deserve✅ Ways to tie inclusion to success metrics so equity becomes measurable, not optional

Systemic change doesn't come from individuals outworking bias. It comes from leaders choosing to act differently. And you don't need permission to start.

This is a moment where real leaders get to prove that equity isn't just a trend—it's a value we care about. The best part? You already have the access, credibility, and influence to begin making change today.

Progress doesn't survive on glossy corporate reports. It survives when people with power decide to use it differently.

💼 Work with me: https://www.talentcareercoaching.com

📧 Book an intro call with me: https://talentcareercoachingcollective.com

📌 TIMESTAMPS:0:00 - Intro: DEI Rollbacks and What They Signal0:48 - Why This Doesn't Have to Be the End of Progress2:03 - Tool 1: Use Your Voice in Leadership Spaces4:00 - Tool 2: Sponsor, Don't Just Mentor4:28 - Tool 3: Create Real Psychological Safety5:04 - Tool 4: Challenge Coded Language5:57 - Tool 5: Amplify Overlooked Voices6:28 - Tool 6: Tie Inclusion to Success Metrics7:02 - Tool 7: Put Resources Behind Your Words7:19 - Reflection Questions for Leaders7:47 - Final Thoughts: Your Moment to Act

If you're listening and you've got privilege, influence, or security that others don't, this is your moment. Drop a comment below with one action you're committing to this week.

Getting laid off feels like the ground is disappearing beneath your feet. Your routine, identity, paycheck, and community—all gone after a single conversation. If you're navigating a layoff right now, I want you to hear me: you are not alone.

This year, I've walked through this process with so many clients—right now, 80% of my coaching clients are going through some form of layoff or severance. That's why I'm sharing my 10-step playbook: the exact roadmap I use when partnering with organizations to support employees during transitions.

In this episode, you'll learn:✅ How to stabilize your finances and benefits in the first 48 hours✅ Why rest matters before you launch into job search mode✅ How to update your resume and build a portfolio while details are fresh✅ The power of informational interviews (and how to do them right)✅ Why quality over quantity matters in your applications✅ How to maintain momentum without burnout

This isn't just about finding any job—it's about finding the right job while protecting your well-being and confidence along the way.

📚 RESOURCES MENTIONED:

🎙️ How to Network:

https://creators.spotify.com/pod/show/01HMYmJfZHbehXjVAJZ6hQ/episode/218r6Lhv6jBZOWwDE5tx2u/details

https://creators.spotify.com/pod/show/01HMYmJfZHbehXjVAJZ6hQ/episode/3bnnNm1h7WGEEPLX9BZ0tR/details

💼 Work with me: https://www.talentcareercoaching.com

📧 Book an intro call with me:

https://talentcareercoachingcollective.as.me/schedule/dc57faf8/category/Career%2520Coaching%2520with%2520Founding%2520Coach%252C%2520Brandi%2520Oldham/appointment/64468301/calendar/8849081

📌 TIMESTAMPS:0:00 - Intro: You're Not Alone0:47 - Step 1: Stabilize Your Finances1:19 - Step 2: Give Yourself Permission to Feel2:08 - Step 3: Know Your Financial Runway2:52 - Step 4: Update Your Resume & Portfolio3:08 - Step 5: Build Your Contact List3:53 - Step 6: Create a Simple Tracking System4:41 - Step 7: Post on LinkedIn (The Right Way)5:11 - Step 8: Reach Out for Informational Interviews5:42 - Step 9: Start Applying Strategically6:32 - Step 10: Keep Up Momentum Without Burnout7:11 - Final Anchoring Questions

This season doesn't define you—it's just one chapter. And I'm rooting for you.

💬 Drop a comment below if you're navigating a layoff right now. What's one thing you're committing to this week?

Feedback leads to growth, but if you don't get it, you're kind of stuck.One of my clients came to me recently with exactly this challenge. She'd been in her role for three years, doing great work, highly motivated, but her manager was stretched too thin and wasn't great at guiding development. She was getting almost nothing in terms of feedback. No real development suggestions. No insight into how leadership perceived her. She told me, "I feel like I'm working in the dark."If you've been there, let me normalize this for you: the problem isn't you. The problem is that most managers are terrible at giving feedback. They're busy, conflict-avoidant, or honestly, they just don't know how to provide useful developmental input.So what happens? You get a generic "good job" in your review comments, or vague critiques like "be more confident." Nothing you can actually work with.Here's the truth: you don't have to wait for better managers to suddenly get better at feedback. You can create your own feedback system.In this episode, I'm breaking down how to:Make your feedback requests specific and easy to answerDiversify your feedback sources beyond your managerCreate regular feedback check-ins (because annual reviews are way too late)Give feedback to get feedbackStop waiting for feedback to come to you. Go out and get it.#careercoaching #careerdevelopment #feedbackculture #professionalwomen #careerclarity

If you've been diagnosed with ADHD later in life, or you're just now realizing why things like "just focus harder" never worked, this episode is for you.I'm breaking down the complicated feelings that come with a late diagnosis. The relief of finally understanding why certain things felt impossible. The grief of realizing how many years you spent fighting your own brain.But here's what I really want you to hear: ADHD isn't a flaw. Once you learn how to work WITH your brain instead of against it, everything shifts.In this episode, we're covering:- Why traditional workplaces weren't built for ADHD brains (and why that's been exhausting you)- The hidden strengths your brain brings that stats don't capture- 3 shifts you can make this week to stop fighting yourself and start leveraging how you're wiredYou've spent years trying to fit into systems that weren't built for you. That doesn't make you less capable. It makes the system incomplete.Ready to design a career that actually works with your brain? Let's go.---👉 **Flown** - Virtual body doubling and co-working sessions: Use the code "REFER20" https://flown.com/?rfsn=8560198.145dcf5&promocode=REFER20 👉 **Obsidian** - Mind-mapping note-taking tool: https://obsidian.md---Search for "Careers Unchecked" on Spotify or Apple Podcasts to listen to this episode or check out our links below:Meet Our Team: https://www.talentcareercoaching.com/our-teamSign up for updates: https://www.talentcareercoaching.com/Watch on YouTube: / @talentcareercoachingRemember: Your brain isn't broken. The system is.