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Ever had that moment at work where you think, I have hit a brick wall, and I honestly do not know what to do next? That feeling can look like boredom, burnout, resentment, or a quiet sense of disconnection, but the real problem is often simpler and harder at the same time: we have lost clarity. In this episode I share fresh Gallup workplace engagement stats as a reality check, then zoom in on what those numbers look like in real life when you are the one trying to lead, perform, and keep it together. 

We talk about why career clarity creates momentum. When you know what matters to you, you stop delaying decisions, stop second guessing, and stop bouncing between options that do not fit. In a job market full of AI generated sameness and hundreds of applicants per role, Magnetic Authenticity becomes your edge.

You will also hear what recruiters are seeing right now, why “spraying and praying” applications backfires, and what separates the tiny percentage of candidates who can clearly explain their value. We finish with three clarity builder questions you can use today to decide whether to stay and shift your approach, or move on with conviction, plus a story that stopped me in my tracks and forced a career reset. If this helps, subscribe, share it with a friend who feels stuck, and leave a review so more people can find the support they need.

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

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You can have it all… but have you ever stopped to ask what “all” actually means for you? We sit down with Carrie Fabrice, founder of Career Frame and author of *All In*, to unpack why so many high-performing leaders feel time-poor, stretched thin and quietly exhausted, even when things look great on paper. 

From there we get practical about energy management at work, because energy is not a fluffy concept, it is a strategic advantage. Carrie explains how strengths-based leadership (including Gallup CliftonStrengths), emotional intelligence, and honest self-awareness help leaders protect their capacity and lift team performance. We also talk about the tension between work and life, why balance changes by season, and how to be transparent with your team without dumping stress or pretending everything is fine.

Carrie also shares a powerful story about trust, timing, and what can happen when you stop waiting for certainty before taking the leap. You’ll walk away with a simple tool you can use immediately: grab your copy of the VIBE Checklist plus a grounded take on burnout that reframes the real issue as lack of stress recovery. If you want sustainable performance, better boundaries, and a healthier workplace culture, this one is for you. 

Subscribe for more conversations on leadership, executive coaching, women in leadership and building a thriving career without losing yourself. If you found this helpful, share it with a friend and leave a review so more people can find the show.

Want to connect with Carrie Fabris?
Instagram: @cdfabris

Linkedin: https://www.linkedin.com/in/cfabris-reframe-coaching-training/ 

Website: https://www.carriefabris.com/

Freebie: VIBE Checklist

Buy Carrie’s Book, ALL IN

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

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The shine of high achievement can hide a heavy cost. We sit down with Tosan Gregory Jemide, speaker, restorative leadership architect and creator of the Rewire Code to trace a journey from celebrity baking and relentless expectations to a mirror moment that changed everything. What begins as a story about cakes becomes a masterclass in human-centred leadership, authenticity at work and the quiet courage it takes to choose presence over performance.

We explore the ripple effect leaders create, how a room can feel the tension we won’t voice and the transformative power of simple honesty: “I’m carrying something today; I need your patience.” That small truth builds psychological safety, lifts execution and invites teams to meet leaders with real support.

If the masks feel heavy and the pace feels punishing, consider this your invitation to "slow down, mix well and lead better". Listen, share with a leader who needs it and if it resonates, subscribe and leave a review so more people can find their rhythm again.

Want to connect with Tosan?
LinkedIn: www.linkedin.com/in/tosan-jemide-ab9864a3 

Website: www.letsbakeit.com.au

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

Ever worked somewhere that feels wonderfully warm, smiles in the hallway, team lunches, endless encouragement yet big truths only surface after the meeting ends? We dig into the hidden trap of over-indexing on niceness and show how polite silence can quietly choke innovation, slow delivery and erode psychological safety.

We share the tell-tale signs that a “nice culture” is backfiring: hallway debriefs where the real issues live, long pauses when you ask for feedback, a stream of vague praise that hides the hard edges and the shock of performance management plans that should never be surprises. Drawing on leadership practice and behavioural science, we unpack why dissent gets dismissed, how commitment bias pushes teams to defend poor choices, and why the most valuable risk-spotters are so often labelled negative.

Across the conversation, we offer practical tools leaders can use now. You’ll learn three diagnostics to test for safety and candour, how to reward constructive challenge without losing warmth, and ways to replace feel-good vagueness with precise, respectful feedback.

If this resonates and you want help assessing whether niceness is holding your team back, reach out: to [email protected]. 

Your support matters, if you enjoyed this episode follow the show, share it with a colleague who needs it, and leave a quick review to help others discover it.

REFERENCES
Gallup, Inc. (2025, August 5). Anemic employee engagement points to leadership challenges. Available at: https://www.gallup.com/workplace/692954/anemic-employee-engagement-points-leadership-challenges.aspx (Accessed 20/11/2025)

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https://www.linkedin.com/in/jolynne-rydz/

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

Change doesn’t fail because the plan was weak; it fails because people didn’t believe, didn’t feel safe, or didn’t see themselves in the outcome. We sit down with communications strategist Lana North to explore how leaders can make transformation stick by swapping one-way announcements for human, two-way dialogue that creates ownership. From the first awkward moment of telling your team “something’s changing” to the steady work of involving them in shaping the path, Lana shares the practical moves that turn resistors into advocates and initiatives into embedded behaviours.

We dig into the mechanics of sustainable change (benefits realised long after the project team has packed up) and why authenticity is the quiet lever that makes messages land. Lana breaks down change fatigue with rare clarity, separating saturation (too much at once) from overwhelm (too much for too long), and explains how these forces collide to create a dead zone where nothing sticks. Her prescription is candid and actionable: map the full change load, create psychological safety for honest signals, and have the mature portfolio conversation that pauses, sequences, or stops work so people can succeed. Along the way, we talk about mindset before method, the power of a leader’s genuine voice, and a simple shift "communicate to involve, not to tell" that can transform engagement overnight.

If you’re leading through uncertainty and want change that lasts, this conversation offers clear next steps and the confidence to act.

Remember to subscribe for more practical leadership insights, share this with a colleague who’s navigating transformation, and leave a review with the one shift you’ll try this week. The more we share, the more we can make a ripple of impact.

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

Ever found yourself battling tech failures, communication breakdowns, and unexpected hurdles all at once? That's exactly what happened during the launch of my Rediscover Your Inner Compass program. But rather than spiraling into stress and self-criticism, I stayed surprisingly level-headed and it got me thinking about how we approach challenges (trust me I would have been in full meltdown mode not so long ago...)

Most of us instinctively try to avoid difficulties. We see them as threats or signs we're failing, which triggers that familiar spiral of self-doubt. The trouble is, challenges don't disappear when we dodge them, they often return with greater intensity until we finally face them head-on. For leaders, this avoidance can be particularly costly, keeping us stuck in reactive mode, constantly extinguishing metaphorical bushfires that drain our energy and hold back our potential.

What if we flip this perspective completely? What if each challenge isn't something to fear but an invitation to change? This shift brings us into our locus of control, focusing on what we can influence rather than what we can't. It enhances our adaptability and strategic thinking, transforming limiting questions like "Why can't we do this?" into empowering ones like "What can we do with what we have?" Most importantly, it builds resilience, our capacity to adapt well in the face of adversity, which research shows is crucial for both personal wellbeing and leadership effectiveness.

Ready to transform how you approach challenges? Then let's dive into the episode.

REFERENCES

American Psychological Association. (n.d.). Building your resilience. https://www.apa.org/topics/resilience/building-your-resilience

McLeod, S. (2023, August 14). What is the Yerkes–Dodson law? Simply Psychology. https://www.simplypsychology.org/what-is-the-yerkes-dodson-law.html

Neill, J. T. (2006). What is locus of control? University of Canberra. https://www.usmcu.edu/Portals/218/What%20is%20Locus%20of%20Control%20by%20James%20Neill.pdf

💖Love the podcast?💖
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Ready to level up your impact?

➡️Join Inspired Insights, a gentle nudge each month to help you lead with clarity, confidence and alignment, bringing fresh perspective, practical insight and meaningful reflection straight to your inbox. 

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https://www.linkedin.com/in/jolynne-rydz/

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

Ever caught yourself at the end of a workday wondering what you actually accomplished? Despite ticking off tasks, attending meetings and supporting your team, something essential was missing, you. In your most honest moments, you might recognise that you've been running on default, reacting rather than responding, and missing the richness of the present moment.

The shift from autopilot to awareness is the game-changing leadership skill nobody talks about. Harvard researchers discovered that 47% of our waking hours are spent thinking about the past or future, leaving us operating on default settings we don't even recognise. When we lead from this unconscious place, our impact dulls, our strengths can become liabilities and we miss opportunities to create meaningful connections.

What makes this shift so powerful is that awareness doesn't demand more time from your already packed schedule, it requires more presence in the moments you already have. By pausing to ask simple questions like "What's my intent?" and "Am I deciding from fear or purpose?", you interrupt patterns that keep you stuck and create space for intentional choices. The neuroscience backs this up: leaders with high self-awareness are more effective, more trusted and lead more profitable companies. Yet remarkably, while 95% of people believe they're self-aware, studies show only 10-15% actually are.

Dive in if you're keen to re-discover your clarity, presence and the capacity for deep work that creates lasting transformation for yourself and those you lead.

REFERENCES
Eurich, T. (2018, January 4). What self-awareness really is (and how to cultivate it). Harvard Business Review. https://hbr.org/2018/01/what-self-awareness-really-is-and-how-to-cultivate-it

Kauflin, J. (2017, May 10). Only 15% of people are self-aware—Here’s how to change. Forbes. https://www.forbes.com/sites/jeffkauflin/2017/05/10/only-15-of-people-are-self-aware-heres-how-to-change/

Killingsworth, M. A., & Gilbert, D. T. (2010, November 11). Wandering mind not a happy mind. Harvard Gazette. https://news.harvard.edu/gazette/story/2010/11/wandering-mind-not-a-happy-mind/

💖Love the podcast?💖
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Ready to level up your impact?

➡️Join Inspired Insights, a gentle nudge each month to help you lead with clarity, confidence and alignment, bringing fresh perspective, practical insight and meaningful reflection straight to your inbox. 

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

The relentless march of technology has many professionals wondering will AI replace me? This fear is understandable but misplaced. While skills may become obsolete overnight, your authentic self remains irreplaceable.

What AI struggles to replicate is your intuition – that knowing that can't be explained but shouldn't be ignored. Science reveals our conscious mind processes just 40-50 bits of information per second, while our entire brain processes a staggering 11 million bits. This explains why intuition isn't mystical but practical – it's your brain processing information beyond conscious awareness. This hidden processing power is your competitive advantage in an increasingly automated world.

The concept of magnetic authenticity extends beyond simply "being yourself." It means knowing yourself so deeply that you can show up confidently and consistently in any situation – whether speaking truth to power or admitting when you're wrong. Research from 2005 confirms authentic leadership increases psychological safety, focus, and career fulfillment. When you lead from this place of authenticity, you create environments where others can thrive too.

In recruitment, the difference between AI-generated applications and genuinely personal ones is immediately apparent. Generic statements like "I'm a team player" fade into the background, while specific, authentic expressions of your unique approach make you memorable. The future belongs to those who can define what they bring that others don't, show up as their genuine selves, and use AI as a tool rather than a replacement for their judgment.

Ready to stand out? Remember: you were born for a reason. It's time to shine.

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➡️Join Inspired Insights, a gentle nudge each month to help you lead with clarity, confidence and alignment, bringing fresh perspective, practical insight and meaningful reflection straight to your inbox. 

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

Have you ever felt that flicker of guilt when leaving work "on time" even when you've completed everything you needed to do? That nagging voice wondering if colleagues might think you're not dedicated enough?

This subtle pressure to constantly appear busy and productive is destroying our effectiveness. Looking at shocking research from the Workplace Wellbeing 360 report, Australia's rate of presenteeism—showing up for work when not fully capable of performing effectively—stands at a concerning 44%, higher than the global average. This phenomenon costs Australian organisations an estimated $34 billion annually in lost productivity.

The mounting evidence is clear: our obsession with constant productivity is backfiring dramatically. South Korean researchers have found that working more than 52 hours weekly actually changes brain composition, particularly affecting areas responsible for focus, decision-making, and emotional regulation. When we try to fit 48 hours of work into 25 available hours, something has to give—and usually, it's our wellbeing and ultimately our true effectiveness.

But there's a powerful alternative approach. Being at peace with your natural pace isn't about working less—it's about working right. It means recognizing that each person has their own optimal rhythm and energy pattern. For some, that might mean intense focus in the morning hours; for others, creative bursts in the evening. Some thrive with intermittent rest periods throughout the day, while others need longer recovery after intense project work.

I share five practical steps to cultivate this healthier relationship with pace: pause to reflect on judgments, assess your optimal personal rhythms, align flexibility with business needs, plan realistically for downtime, and communicate clear expectations that normalize recovery and prevent burnout.

Ready to transform how you work?

Download my free ebook "Overwhelmed to Impact" at brilliance-inspiredkit.com/overwhelmedtoimpact for practical tools to help you reset your approach to leadership and work in a way that honors your natural rhythm while maximising your impact.

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Ready to level up your impact?

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https://www.linkedin.com/in/jolynne-rydz/

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com

Comments, questions? Let's connect!

What if everything we've been taught about diversity, equity, and inclusion is only the beginning of the journey? In this thought-provoking episode, we challenge the traditional DEI paradigm and propose something more transformative: empowering authenticity.

For over 70 years, we've been working on inclusion initiatives, yet discrimination persists. Why? Because approaches centered solely on DEI often trigger fear—fear of difference, fear of loss, fear of the unknown. When fear enters the equation, our primitive brains activate protective responses that undermine even the most well-intentioned efforts.

The concept of inclusion itself presupposes a "normal" majority that others need to be invited into—a fundamentally flawed premise when you consider that what we perceive as the majority actually represents only a small percentage of humanity. This framework keeps individuals with diverse backgrounds in a perpetual state of feeling like guests rather than essential contributors.

The GAPPS framework (Gratitude, Appreciation, Perception, Perspective and Shine) offers a practical pathway beyond inclusion to true empowerment. Like a bird that's been caged for years, simply opening the door isn't enough; we need to help each other feel safe enough to fly and explore our full potential.

For individuals who've faced discrimination, this approach provides tools to move from victim to victor mindset. For leaders and organisations, it offers strategies to create environments where authenticity can flourish and everyone can contribute their unique strengths—which science tells us are as individual as our fingerprints.

✨✨✨Ready to move beyond inclusion and Empower Authenticity? ✨✨✨

➡️Connect with me on LinkedIn and DM me the word "GAPPS" to receive a free guide on implementing the GAPPS framework in your own life, OR

➡️Book a complimentary consultation to explore how you can Empower Authenticity in your leadership and organisation.

References:
Campbell-Stephens, R. (2022).
 Global majority: Decentring whiteness in educational leadership.
In M. Green & S. R. Santamaría (Eds.), Decentering Whiteness in Education: A Multidisciplinary Approach (pp. 93–108). Peter Lang Publishing.

Meltzoff, A. N., & Gilliam, W. S. (2024). Young children & implicit racial biases. Dædalus, 153(1), 65–83. https://doi.org/10.1162/daed_a_02049

Pew Research Center. (Various Reports, 2014–2022

💖Love the podcast?💖
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Ready to level up your impact?

➡️Join Inspired Insights, a gentle nudge each month to help you lead with clarity, confidence and alignment, bringing fresh perspective, practical insight and meaningful reflection straight to your inbox. 

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I am a Confidence and Impact Coach for leaders, Organisational Development Consultant and independent Leadership Circle Profile® Certified Practitioner. Information shared about this tool is courtesy of Leadership Circle®, all rights reserved. www.leadershipcircle.com