Silence feels safe but it costs more than you think.

In a world of layoffs, shifting priorities, and rising fear, organizations don’t need more quiet compliance. They need leaders who see what’s broken and dare to say it out loud.

Most leaders are trained to play it safe. Keep your head down. Don’t rock the boat. But here’s the truth: when you silence your voice, you’re not just protecting yourself—you’re putting your team and your organization at risk.

In this episode of Leadership Rewired with Allison Allen, we’re talking about the fear of speaking up—and why real change makers can’t stay quiet.

💥 Why speaking up sometimes earns trust—and other times earns labels like “disruptive”

💥 How silence sends signals of disengagement that leaders do notice

💥 Strategies to use your voice with impact: framing, timing, and bringing solutions

💥 Why your voice might be the missing piece your leader and your team desperately need

If you’ve ever second-guessed yourself in a meeting or wondered if it’s “worth it” to challenge the status quo, this one’s for you.

👉🏾 Share this episode with someone holding back their voice.

👉🏾 Subscribe to Leadership Rewired for more truth-talk leadership insights.

Because leadership isn’t about waiting for the right time. It’s about knowing the cost of silence—and choosing to speak anyway.

Hope you liked this audio.

Coaching works; let’s work together. Sign-up up clarity call today with Allison (https://calendly.com/allison-mmxs/intros)

Resources: https://leadershiprewired.com/resources

Thanks for watching.

Being told “you’re ready for more” feels good. But not every conversation about your potential is actually about your future. Sometimes it’s about their present.

Every top performer hears it: “You’d make a great VP one day.”

And let’s be honest—it feels good. It feels like recognition.

But here’s the danger: when you start chasing the role they want for you instead of mastering the role you have right now, things start to slip. Your team feels it. The work suffers. And the reputation that got you noticed? It starts to fade.

In this episode of Leadership Rewired with Allison Allen, we unpack:

💥 The two types of leaders who tell you “you’re ready for more.”

💥 How to tell the difference between genuine development vs. hidden agendas.

💥 Why chasing the next role too soon is the fastest way to burn out.

💥 A 3-step response to stay ambitious without losing focus on today’s job.

👉🏾 Remember: the next role isn’t promised. The one you have is. And the best way to earn the next role is to crush the current one—while building strategically toward what’s next.

🎥 Watch now and share this with a leader who’s been told “you’re ready for more.”

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Hope you liked this episode.

What happens when success no longer fits the story you’ve been told? Dr. Taryn Fletcher joins Leadership Rewired to unpack bold pivots, shedding old identities, and why the power to redefine success has always been inside you.

Most leaders chase titles, accolades, and the version of “success” they’ve been conditioned to believe. But what happens when those very definitions no longer serve you?

In this kickoff episode of Leadership Rewired Season 2, Allison Allen sits down with Dr. Taryn Fletcher — award-winning educator, bestselling author, and founder of the Pivot Accelerator for Closet Change Makers. Together, they explore how real leaders navigate pivots, shed outdated identities, and give themselves permission to pursue alignment over approval.

Dr. Taryn shares her deeply personal story of balancing joy and fear, redefining identity after seismic life changes, and why reconnecting with the truest version of yourself isn’t optional — it’s leadership.

In this conversation, you’ll learn:

Why success is often too small a vision — and how to expand it.

The difference between “closet change makers” and leaders with true CEO energy.

How permission, vulnerability, and integrity fuel bold pivots.

Why legacy isn’t about bigness — but about how you show up in the everyday.

🎧 Special for Leadership Rewired listeners: Dr. Taryn is offering access to her private podcast — designed for leaders who know they’re meant for more but haven’t yet made the leap. Tap into exclusive insights, behind-the-scenes strategies, and practical tools for navigating your next pivot. [https://www.drtaryn.co/clarity]

👉 Subscribe to Leadership Rewired for more truth-talk conversations on leading through change, building cultures that work, and staying human while doing it.

Coaching works; let’s work together. Sign-up up clarity call today with Allison (https://calendly.com/allison-mmxs/intros)

Resources: https://leadershiprewired.com/resources

Thanks for watching.

Gen Z leaders are stepping into management faster than ever — but without support, trust is breaking, teams are stalling, and talent is walking out the door. Is it really a Gen Z issue… or a system failure?

Leadership isn’t what it used to be. Gen Z now makes up nearly 20% of the workforce — and many are being promoted into management roles leading people twice their age. But here’s the catch: organizations are tossing them into high-stakes leadership with little to no support. The result? Burnout, attrition, and teams stuck in turf wars instead of teamwork.

In this episode of Leadership Rewired, Allison Allen unpacks The Gen Z Manager Paradox — why early-career leaders are set up to struggle, where organizations are getting it wrong, and the practical moves both managers and companies must make to stop burning out talent and start building leadership pipelines that last.

You’ll learn:

➡️ The hidden cost of “sink-or-swim” promotions.

➡️ The credibility traps new managers fall into — and how to avoid them.

➡️ Three moves every Gen Z manager can make in their first 30 days.

➡️ What HR and executives must change to actually support early leaders.

If you’re a Gen Z leader trying to figure it out on the fly — or a senior leader responsible for growing the next generation — this episode is for you.

Subscribe to Leadership Rewired for more truth-talk insights on leading through change, building cultures that work, and staying human while doing it.