Power of Leadership Slide Show
Last month, I had the absolute joy of speaking and moderating a panel of powerhouse women at The Ultimate Event in Scottsdale.
Describing this event is like trying to bottle magic—you must experience it. Imagine 250 people overflowing with love, connection, and a deep commitment to reshaping the world. That’s this event. I’m already signed up for next year. If you’re looking for a community of like-hearted and like-minded people, this is it.
My talk? The Power of Leadership.
I shared a deeply personal moment—standing at my mother’s graveside, realizing I was meant for something bigger. I experienced an epiphany that prompted me to resign in 2006 and start coaching men and women CEOs, Senior Leaders, and Executive Coaches while promoting love, kindness, care, and humanity in the workplace.
But as I prepared, one thing became clear: I couldn’t talk about leadership without addressing the inequities women face—especially at work.
So, I shared the statistics. They weren’t new but still staggering (slides above).
And then, as I stood on stage, the federal government was actively rolling back Diversity, Equity, and Inclusion (DEI) programs—programs that were never just about hiring quotas but about creating fairer workplaces. Some companies embedded DEI into their culture; others treated it as a checkbox. Now, many are walking away from it altogether.
The potential impact? Greater inequities, fewer opportunities, and stalled progress.
So, where do we go from here? Here are three actions you can take to continue to drive change:
- Advocate for pay equity and transparency inside your organization. Ask for transparent salary bands, regular pay audits, and clear, fair promotion criteria.
- Increase women in leadership and decision-making roles. Establish clear and specific measurable targets for women in senior leadership roles. Invest in coaching and leadership development. Create mentorship programs inside your organization.
- Redesign workplace policies to support women’s careers. Create paid parental leave and flexible work arrangements for all genders.
These aren’t just ethical imperatives—they’re business imperatives. A 2016 Harvard Business Review article states, “Companies with greater gender diversity tend to outperform competitors because diverse teams challenge assumptions, encourage creative thinking, and drive innovation.”
Because here’s the truth: Leadership isn’t about titles. It’s about who we choose to be. We shift the game when we stop leading from fear, inequity, and exclusion and start leading with courage, clarity, and connection.
Let’s rewrite the leadership story—together.
Source: 2016 Harvard Business Review article, “Why Diverse Teams are Smarter.”