You're Overqualified Podcast - Career and Leadership Strategies for Women

In episode 144, we're talking about skip-level meetings, the promotion move you probably think is a waste of time.This one is for you if you're delivering great work and a little voice keeps asking, "What if I'm wasting their time?" I'm sharing what that voice sounded like for me at every title I held, what happened when I finally showed up to my skip-level meetings, and why those 20 to 30 minutes ended up helping both of us.In this conversation, I break down the inner narratives that keep you out of the room and what your skip-level is actually looking for.In this episode, I cover:→ The thoughts that talk us out of skip-level meetings, and where they come from→ Why skip-level meetings are a known dance, and why they help your skip-level too→ How a 20 to 30 minute meeting every other month led to my weekly recaps being forwarded to the senior team→ What skipping these meetings costs in time, visibility, and promotion cycles→ How to break the pattern when an inner voice keeps stopping you before you startKey Takeaways:– Skip-level leaders are responsible for developing talent, so they expect this conversation– Your skip-level may not have your work fresh and top of mind, even when your manager shares updates– The work that feels ordinary to you can be exciting to someone farther from the ground floor– A short recap email after the meeting puts your work in front of more people– Skipping a meeting that happens every other month costs you months, and sometimes a promotion cycleChapters:00:01 Welcome + what we're talking about today02:08 The thoughts that keep you out of the room04:31 The dance: what your skip-level expects from this meeting06:56 My skip-level story and the recap email09:20 What skipping these meetings costs you11:43 The inner voice and how to break the pattern14:03 Why brilliant, ambitious women get stuck, and how coaching helps

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In episode 143, we're talking about why your promotion decision happens months before your review, not during it.

This one's for you if you're executing, delivering, doing the work, and still watching the title and the pay stay stuck. I'm breaking down the real timeline behind promotion decisions, the one bias working against you without you knowing it, and the exact first moves to make right now before performance cycle season hits.

In this conversation, I break down why waiting for review week is already too late, and what to do instead.

In this episode, I cover:

→ Why the promotion decision is made months before your official review conversation

→ How recency bias quietly works against even your best quarters

→ Why one single champion (just your manager) is never enough, and what I call the "leadership ecosystem"

→ How to start building your business case today, not the week before your review

Key Takeaways:

– Promotion decisions are made long before the performance review conversation happens

– Recency bias means your manager won't remember your February wins by October

– You need more than one person vouching for you across your organization

– Waiting until review week to build your case means you've already waited too long

Chapters:

00:00 Welcome + who this episode is for

01:07 Your promotion is already being decided

02:18 The real timeline: why cycles start months earlier than you think

03:23 Recency bias and why nobody remembers your February wins

05:33 The leadership ecosystem: why one champion isn't enough

06:47 Two client wins: new offers, new titles, in one week

09:07 Why this isn't common knowledge, and why it's not about hustle

10:07 Start now: build your business case before cycle season

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In episode 142, we're talking about what happens when you stop waiting for permission and start trusting your gut, even when you're scared.

This episode is for the first-gen high performer who has been playing it safe in rooms she's already earned a place in, and is ready to see what's possible when she bets on herself. My client is Stacey, a corporate professional and the owner of Sip N' Slay, and her story is proof you don't have to choose between showing up fully at work and building something of your own.

In this conversation, I break down how Stacey went from staying private and playing small to landing a feature on WGN News and getting into Matcha Fest Chicago in her drinks business's first year, all while doing the work in corporate at the same time.

In this episode, I cover:

→ What actually led Stacey to invest in coaching as a first-gen eldest daughter

→ The difference between corporate's individualistic culture and the collective "we" she grew up with, and how she learned to flex between them

→ Why nobody knows your wins if you don't share them

→ How Sip N' Slay started at a farmers market with her niece and nephew

→ What it looked like to say yes to visibility before she felt ready

Key Takeaways:

– Your own experience already makes you an expert, you don't have to be the loudest person in the room to have influence

– Confidence isn't waiting for someone else's green light, it's trusting your own gut

– You can hold both: excelling in your corporate role and building something creative on the side, for the joy of it

– Rejection is part of putting yourself out there, and you put yourself out there anyway

Chapters:

00:00 Intro

00:58 Meet Stacey

02:28 What led her to coaching

04:52 The tipping point to invest in herself

07:23 Confidence as the real goal

09:09 Individualistic vs. collective culture at work

10:57 Trusting her gut over waiting for a green light

13:06 The shift to being visible

16:21 How Sip N' Slay started

19:18 Holding corporate excellence and a creative business at once

20:35 WGN news, Matcha Fest, and betting on herself

23:47 What's different about Stacey now

25:49 Her advice: do it scared

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In episode 141, we're talking about how to start a business while working full time, without quitting your 9 to 5.

This one is for you if you've been carrying a business idea and a job you're proud of at the same time. You've built skills, you've earned your position, and there's still an itch to build something of your own. Both can be true, and this episode shows you how to honor both.

In this conversation, I break down the black-and-white thinking that keeps so many of us from starting, where the guilt actually comes from, especially for first-gen professionals, and the one-hour exercise that turns "someday" into a starting point.

In this episode, I cover:

→ The "just go all in" advice and why it sparks financial scarcity instead of action

→ The extremes we attach to building something: escape, ingratitude, or all-or-nothing

→ First-gen conditioning: why the "good job, 401k, don't veer" script made sense for a prior generation and how to honor it while writing your own

→ How I built my business alongside my 9 to 5 for two years before stepping out

→ The one-hour exercise: what would you build, who would you help, and what do people already come to you for

→ Portfolio careers and why you're allowed to be great at more than one thing

Key Takeaways:

– You can love your job and want to build something for yourself. Both can be true.

– Wanting more means you're evolving and growing, and the itch means you're someone who builds.

– The same drive that made you great at your job is the drive that will build your business.

– Nothing about your job has to change for you to start. Give the idea one hour and write it down.

– Building alongside your paycheck creates the runway to step out without risking everything.

Chapters:

00:01 Welcome + my story: 11 promotions, 5 pivots, and leaving it all to build this
02:17 The "go all in" advice and the extremes that keep us stuck
04:43 First-gen conditioning and the guilt of wanting more
07:04 Wanting more means you're evolving: legacy, family, community
09:24 The one-hour exercise + the renaissance woman era
11:47 An era of opportunity: start before the year ends

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In episode 140, we're talking about what a promotion actually buys you, and why "I'll just wait for my company to promote me" is costing you more than you think.

This one is for the woman telling herself she'll just wait for them to notice. I break down the real math behind that decision, and why a single raise you don't ask for doesn't just affect this year, it compounds for the rest of your career.

In this conversation, I walk through what a promotion really buys you (it's not the title), the math on a delayed raise, and how one client turned a promotion into an $18,000 runway to leave corporate and build her own consulting business.

In this episode, I cover:
→ Why a promotion is a tool, not the end goal
→ The math behind waiting to ask for more
→ How one client used her promotion to fund her exit into consulting
→ Why money and financial safety are not shallow reasons to want more

Key Takeaways:
– A raise isn't a one-time bump, it's a new base that compounds through every job after it
– "I'll just wait for them to promote me" is the most expensive plan you can run
– Promotions can fund the life you actually want, not just the title on your LinkedIn

Chapters:
0:54 What a promotion actually buys you
2:19 The math on waiting
4:16 Client story: the $18,000 consulting runway
7:27 Promotions as freedom, not just status
9:37 Book a discovery call

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In episode 139, we're talking about what actually unsticks a stalled promotion, told by my client Liz, in her own words.

You've probably had a season where you knew you could figure it out yourself, eventually. Liz had one too. This episode is for every woman doing great work in a role with no playbook, no benchmarks, and no clear next level.

In this conversation, Liz shares her pivot from physical therapist to health tech, how we mapped her workplace ecosystem to unstall a promotion that had been stuck for months, and how she went from nervous to cold-DM anyone to conversations with 20+ CEOs.

In this episode, I cover:
→ Why non-traditional backgrounds need a map, not more effort
→ Mapping the people who actually influence your promotion
→ Building a network you can leverage without cold applying
→ The permission piece of coaching nobody talks about

Key Takeaways:
– Your manager can be great and still not be enough, you need champions beyond her
– The relationships have to exist before the promotion conversation happens
– CEOs are just people, and reaching out is a skill you can practice
– You could figure it all out alone, the question is whether you want it to take five years

Chapters:
0:00 Welcome + who this is for
1:12 Liz's pivot: physical therapist to health tech
3:29 The moment she decided to get support
5:50 How she chose a coach
8:37 The promotion that stalled for months
12:37 Mapping her workplace ecosystem
15:38 What came after the promotion
20:24 From nervous to DM to 20+ CEO conversations
25:18 "It might have taken me five years"
26:51 Liz's advice if you're on the fence

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In episode 138, we're talking about the gratitude narrative that's been quietly costing you your paycheck, your title, and your peace.

If you were raised to believe that having a job at all is something to be grateful for, full stop, this episode is for you. That belief kept generations before you safe. It might also be the reason you're doing a job above your title for free right now.

In this conversation, I break down where that gratitude narrative comes from, what it actually costs you when you stay stuck in it, and why gratitude and ambition were never supposed to be opposites.

In this episode, I cover:
→ Where the "just be grateful to have a job" wisdom comes from, and why it isn't wrong, just incomplete
→ What "gratitude priced labor" looks like: the interim role that never converts, the stipend instead of the raise, the promotion that keeps getting delayed
→ A real client story of the moment gratitude turned into resentment, and what changed the second she said "I want more" out loud

Key Takeaways:
– Gratitude and ambition are not opposites. You can deeply value what you have and still require the title and pay that match your work.
– If you're being paid in "thank yous" instead of your market rate, that's a pattern worth naming, not a character flaw.
– The market being hard is a reason to get strategic, not a reason to stay silent.
– Review cycles are where decisions get announced, not where they get made.
– Say it out loud: I am grateful, and I want more.

Chapters:
00:00 Welcome & About the Podcast
01:02 The Client Quote That Started This Episode
01:43 Where the Gratitude Narrative Comes From
02:11 Gratitude Priced Labor: What It Actually Costs You
03:30 A Client Story: When Gratitude Turns Into Resentment
04:52 Gratitude and Ambition Are Not Opposites
06:08 Reframing "The Market Is Bad" and "I'll Wait for Review"
06:52 The Exercise: Say It Out Loud

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In episode 137, I'm doing the actual math on what "I'll just figure it out myself" is costing you, in real dollars, not just time.

This one is for the woman weighing whether to get support or keep trying to DIY her way to the next level. If you've been telling yourself that hiring help is the less responsible choice, I want you to hear the numbers before you decide.

In this conversation, I walk through what DIY actually looks like in practice, why it works for some things and reliably fails for others, and the real financial delta of waiting one more year to get support.

In this episode, I cover:
→ The actual dollar cost of waiting one more year to figure it out alone
→ Why DIY frequently isn't responsibility, it's fear wearing a costume
→ When DIY works and when it fails
→ Why information was never the problem, execution under pressure was
→ Why the higher you go, the less anyone does it completely alone

Key Takeaways:
– One year of "figuring it out" can cost you the equivalent of a full salary increase, and it compounds.
– DIY works for low-stakes, mechanical skills. It fails anywhere you have to be strategic about yourself while afraid.
– Every executive you admire has had help. Asking for support is not a remedial path.

Chapters:
0:00 Who Dani is and who this episode is for
0:54 Can't I just do this on my own?
1:52 Pattern recognition across clients
2:21 The real math: what one year of "figuring it out" costs
3:17 DIY as fear wearing a responsibility costume
3:44 What DIY actually looks like in practice
6:25 The common thread: information wasn't the problem
7:19 When DIY works and when it fails
8:43 Asking for help is not a remedial path
9:59 The higher you go, the less anyone does it alone
10:53 What got you here won't get you there
11:51 The real cost comparison: coaching vs. waiting
12:57 This week's action item
14:40 Book a discovery call

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In episode 136, I'm breaking down the 3 questions your manager and leadership are actually asking before they promote you, questions that get answered in rooms you're usually not in.

This one is for the woman doing great work, staying visible to her manager, and still watching the promotion stall out. You are not being rejected. You may just be unmentioned, and that is something you can change.

In this conversation, I walk through exactly what leadership evaluates when your name comes up, months before your review cycle, with more people in the room than just you and your manager.

In this episode, I cover:
→ The 3 questions your manager asks before promoting you
→ Why promotion decisions are made months before the review cycle, and who else is in that room
→ The real cost of staying at your current salary one extra year
→ Why claiming your results out loud is not bragging, it is data
→ How to build influence with more than one person, without it feeling like politics

Key Takeaways:
– The 3 questions: do we trust her with more scope, who is advocating for her, and what story do we tell about her.
– Unmentioned is fixable. Rejected is a different conversation, and this usually is not that.
– You cannot outwork a positioning problem. You have to position yourself.

Chapters:
0:00 Who Dani is and who this episode is for
0:56 The decisions being made in rooms you're not in
3:43 The lie that work speaks for itself
5:10 Why promotion decisions happen months in advance
6:02 The real cost of staying at your current salary
7:54 Unmentioned, not rejected
9:45 Effort is not the currency, the story is
11:38 The 3 questions your manager asks before promoting you
15:23 Why this is information flow, not politics
17:43 Claiming your results is not bragging, it's data
18:56 This week's action item
20:47 Book a discovery call

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In episode 135, we're talking about what actually moves the needle when you've been doing the job above your title — and still waiting on that promotion.

If you've been going above and beyond for months, getting great feedback, and still hearing nothing, this one is for you. You are not behind. You've just been working without the right positioning in place.

In this episode, I break down a real client story: a new manager at a fast-growing startup who was doing the job above her title for six months with no movement and exactly what changed when we shifted her strategy.

In this episode, I cover:
→ Why having a great manager relationship isn't enough to get you promoted
→ The stakeholder mapping exercise that changed everything for her
→ How she went from invisible to promoted in under three months — and built influence that followed her everywhere after

Key Takeaways:
– You are not underperforming — you are underpositioned
– Your manager's support alone does not move a promotion forward; the GM and cross-functional partners need to know your work too
– Confidence isn't a prerequisite to taking action — you build it by mapping what you already know
– Visibility inside your org is step one; visibility outside is what unlocks the next level
– The skills you build through this process — presenting, relationship-building, communicating impact — transfer to every next move

Chapters:
00:00 — Welcome & About the Podcast
01:36 — The Client Story: Before
03:55 — The Coaching Steps: Stakeholders, Confidence, and the GM Meeting
06:09 — Building Visibility Beyond the Organization
08:20 — The Lesson: A Skill, Not a One-Time Fix

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