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

In episode 147, “Your Manager Keeps Saying You’re Next in Line. Why Hasn’t Anything Happened?”, we’re talking about the false yes: a sincere “you deserve it” with no title and no date behind it.

This episode is for the woman who is already doing the work, gets great feedback, and keeps hearing that her time is coming. You’ll leave with five moves that turn a kind yes into a title, a timeline, and a plan.

In this conversation, I break down what a false yes sounds like, why your manager’s yes costs them nothing without a date, and what to ask so you know where you stand before your next review cycle.

In this episode, I cover:
→ The phrases that make up a false yes
→ Five moves to get a clear answer from your manager
→ Why the decision often sits above your manager
→ What happens after the first conversation
→ What a false yes costs you in decisions, options, and time

Key Takeaways:
– A false yes is sincere and still has no date, so it costs your manager nothing to give.
– Ask for 20 minutes about your path to a specific title and timeline.
– Ask “What would need to happen, and by when?” and follow with “How come?” if the answer is vague.
– Ask who else needs to approve it and what the odds are, then pause and let them fill the silence.
– Send a written recap with the title, the date, and the process.

Chapters:
00:00 Welcome
01:04 What a false yes sounds like
02:20 Why your manager’s yes costs them nothing
03:18 Five moves to get a clear answer
05:09 Why your manager isn’t holding the date
06:04 What happens after the first conversation
07:24 Why hard work alone doesn’t decide a promotion
07:53 A client who found out early
08:41 What a false yes costs you
09:09 Asking for the title and the timeline
10:06 Why support helps
11:01 Get Promoted: Before Review Season

Next free live training: www.danitan.com/promotion-training/

Get Promoted: Before Review Season, starts Thursday, November 19: www.danitan.com/promotion-program/
Early enrollment runs through Tuesday, November 17.

Enroll or book a call by Friday, October 30 at 11:59 p.m. CT and get a 45-minute kickoff call with me.

Learn more and stay connected:
www.danitan.com
www.linkedin.com/in/dani-tan

In episode 146, we're talking about how to ask for a raise when you've taken on more responsibility.You raised your hand for growth, stretch projects, and a bigger scope, and your pay is ready to catch up with the work you're already doing.

This episode shows you how to build your case with numbers and plan the conversation.In this conversation, I break down how scope grows quietly, why most companies tie pay to level, how to build your case from your job description, your review goals, the market, and the role above you, and why this is a series of conversations. I also share a reveal: my new 8-week cohort, Get Promoted Before Review Season, which opens for enrollment today.

In this episode, I cover:

→ Why more responsibility doesn't automatically mean more pay

→ How pay is tied to your level in most companies

→ How to list the work outside your scope and measure it in hours

→ How to compare your work to the role above you and to the market

→ How to plan timing, who approves, and how to present it

→ Why asking for a raise takes multiple touch points

→ The new cohort: Get Promoted Before Review Season

Key Takeaways:

– Scope can grow quietly while pay stays the same.

– Start with the job you were hired for, then list everything outside it.

– Measure that outside work in hours and dollars, using the market and the role above you as benchmarks.

– Frame the ask around how it makes sense for the business and your manager.

– Plan for several conversations, and let the answers show you your true options.

Chapters:

00:00 Welcome and a new way to work together

01:24 Why more responsibility doesn't mean more pay

02:49 Pay is tied to your level

03:13 Build your case: job description, reviews, outside scope

04:08 Look at the role above you and the market

05:46 Having the conversation

07:11 It's never a one-and-done ask

07:37 Recap

08:04 The new cohort: Get Promoted Before Review Season0

8:31 Free live training, Wednesday, October 28

08:55 Who the cohort is for and what we cover

10:07 Enrollment details and early bonus

11:03 Questions and wrap-up

Learn more and stay connected: Get Promoted Before Review Season: https://danitan.com/promotion-cohort/

Free live training, Wednesday, October 28: https://danitan.com/promotion-training

www.danitan.com

www.linkedin.com/in/dani-tan

Get Promoted Before Review Season: 8 live Thursday sessions, November 19, 2026 to January 28, 2027, 11:30 a.m. CT / 12:30 p.m. ET. No sessions Nov 26, Dec 24, or Dec 31.

Enrollment closes Tuesday, November 17.

$987, or 2 payments of $518.

Early bonus: submit the interest form by Friday, October 30 and enroll within 48 hours of my reply, and you get a free 45-minute private session with me.

Details and the interest form:https://danitan.com/promotion-cohort/⁠

Free live training, Wednesday, October 28 at 12 p.m. CT / 1 p.m. ET: https://danitan.com/promotion-training⁠

Questions? Text the word COHORT to 833-966-4974. Once you get the reply, send your questions.

You can also DM me on Instagram @danitani.

In episode 145, we’re talking about whether you should turn down a promotion, told through my client Steph’s story.

If you’re greenlit, or close, and a quiet voice is asking “is this what I actually want?”, this one is for you. Steph was set for her promotion, and what she found out along the way changed her next step.

In this conversation, Steph shares how she tested the decision, what it felt like to question everything she’d been taught, and how she made her choice with confidence.

In this episode, we cover:
→ Being greenlit for a promotion and still asking what you want
→ The questions that helped Steph decide, including her values and her ideal day
→ How to ask your manager the hard questions, and what a “false yes” is
→ Planning the exit: transition plan, boundaries, and a sabbatical plan
→ Why a promotion creates options instead of a finish line

Key Takeaways:
– A promotion creates options, and the goal is to build a life you want.
– Your goals can change in coaching, and that is the work doing its job.
– A “yes” from your manager can be a false yes, so keep asking until the picture is complete.
– Plans create safety in a new path.
– The skills compound after coaching ends.

Chapters (raw recording times, re-time after your edit):
01:47 Meet Steph
02:06 Why she hired a coach
04:52 How her goals changed
06:11 “I don’t want this promotion”
09:55 Asking your manager the hard questions
13:02 The moment she knew
15:28 Making a scary decision with confidence
19:43 The plans: transition and sabbatical
21:30 Why coaching is an investment
26:41 Skills that compound

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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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