Women's Leadership Success copertina

Women's Leadership Success

Women's Leadership Success

Di: Sabrina Braham MA MFT PPC
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 Since 1989, Women Business Leadership Skills and Career Development Advice. Interviews with Successful Women CEOs, Managers and Entrepreneurs to Help You Influence People, Improve Performance, Get Promoted, Increase Earnings and Enhance Your Job/Life BalanceSabrina Braham MA MFT PCC 2026 © Economia Gestione e leadership Leadership Management Ricerca del lavoro Successo personale
Episodi
  • Successful but Unfulfilled? 5 Hidden Forces Keeping High Achievers Stuck, and How to Break Free

    Successful but Unfulfilled? 5 Hidden Forces Keeping High Achievers Stuck, and How to Break Free
    Oct 27 2026
    Successful but Unfulfilled? 5 Hidden Forces Keeping High Achievers Stuck, and How to Break Free Last updated: October 27, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary If you feel successful but unfulfilled, you are not alone: 60% of senior women report frequent burnout (Women in the Workplace, 2025). Former McKinsey partner Ashish Kothari reveals five hidden forces that keep high achievers stuck and shares three practical steps to find more meaning in your success. Quick Takeaways Feeling successful but unfulfilled is a signal, not a personal failure or weakness. Five hidden forces hold you in place: identity, worthiness, routines, relationships, and expertise. Your body often registers misalignment before your mind can explain it. A one-week "field diary" reveals what energizes and drains you, hour by hour. Ten to twenty people can show you strengths you cannot see yourself. In This Article The Hidden Cost of Success "Perfection Is the Price": How the Climb Begins The 5 Hidden Forces That Keep You Successful but Unfulfilled It Wasn't Courage. It Was a Calling. 3 Steps to Find Your Authentic Path Your 7-Day Action Plan Common Mistakes to Avoid Unfulfilled vs. Fulfilled Success What's New in 2026 People Also Ask The Hidden Cost of Success: Why High Achievers Feel Successful but Unfulfilled As an executive leadership coach with more than 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast, ranked in the top 1.5% of podcasts worldwide with 57,000+ monthly downloads, I hear one quiet confession more than almost any other: "I have everything I worked for. So why do I feel successful but unfulfilled?" This is not a private problem. In the most recent Women in the Workplace report (McKinsey & LeanIn.Org, 2025), about 60% of senior-level women said they frequently felt burned out, compared with 50% of senior men. That is the highest level in five years, and many are recalculating whether the climb is worth it. My own story started in a very different place. I grew up poor, with food insecurity, and nobody expected much of me. I still ended up with anxiety after I "made it." That taught me something I now share with every client: achievement cannot fill an emptiness that only meaning can fill. When you understand that, you stop chasing the next title to fix how you feel, and you start building a career that actually feeds you. That is why I invited Ashish Kothari to the show. Ashish spent 17 years at McKinsey & Company, made partner in six years, and walked away from a seven-figure role to found Happiness Squad. He is the author of Hardwired for Happiness: 9 Proven Practices to Overcome Stress and Live Your Best Life and host of the Flourishing Edge podcast. In Part 1 of our conversation, he explains why so many high achievers feel successful but unfulfilled, and exactly how to change it. Hardwired for Happiness by Ashish Kothari When I asked Ashish what listeners could expect if they applied his advice, he did not hesitate: "I think they can go from being miserably successful to joyfully significant." — Ashish Kothari "Perfection Is the Price": How the Climb Begins Ashish's drive started with a story he told himself at age seven. He came home with 97 out of 100 on a math test. His mother, a PhD gold medalist in calculus, praised him and then pointed out the three questions she knew he could have answered. Next time, she said, check your work so you can get to 100. Her love never depended on his grades. But the seven-year-old inside him concluded something else. "The story was: perfection is the price I had to pay to be loved." — Ashish Kothari That story fueled him through IBM and a McKinsey partnership. Then, at 42, he began waking up anxious, though his health, marriage, and finances were fine. "My body knew it before my head knew it," he told me. The work mattered to clients, but not to what he personally cared about. He wasn't burned out in the classic sense. He rarely worked weekends and took real vacations. That's the part high achievers miss: you can have a balanced calendar and still feel successful but unfulfilled, because balanced hours are not aligned purpose. Coach's Note Many clients name their own "seven-year-old story" early, such as "I have to be the one who never drops the ball." Naming it lets you choose whether it still serves you. If anxiety persists, please also talk with a licensed health professional. The 5 Hidden Forces That Keep You Successful but Unfulfilled Ashish is building a nine-month fellowship called Escape Velocity for leaders in their 40s and 50s who have reached the top and cannot break away. The name comes from his framework: five forces, or "gravities," that hold high achievers in place long after the work stops feeding them. The 5 hidden forces that keep high achievers stuck 1. The Gravity of Identity "If I'm not a partner, if I'm not a CFO, who ...
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    40 min
  • Signs of Manager Burnout: 10-Minute Fix for Leaders 2026

    Signs of Manager Burnout: 10-Minute Fix for Leaders 2026
    Oct 20 2026
    Signs of Manager Burnout: How One Leader of 18 Got Her Energy Back — and the 10-Minute Meeting That Helped Last updated: October 16, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary: Managers keep hitting deadlines while quietly running on empty. Gallup reports manager engagement fell to 22% in 2025. In WLS 170, Sabrina Braham shares the signs of manager burnout, how Martha recovered after suddenly leading two teams of nine, and a 10-minute Monday meeting any leader can start this week. Quick Takeaways: Manager engagement dropped from 27% to 22% in 2025 alone (Gallup, 2026). Strong results can hide the signs of manager burnout — watch for postponed one-on-ones. Ask a stretched manager: "What's become harder, and what support are you missing?" A 10-minute Monday meeting — wins, roadblocks, ideas, recognition — re-energized two teams. Coaching changes how you lead; organizations must still fix the conditions you lead in. Jump to: Why It's Missed · 6 Signs · Martha's Story · The 10-Minute Meeting · The Results · For Senior Leaders · Action Plan · Mistakes · FAQ · 2026 Trends As an executive leadership coach with more than 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — on air since 2007, ranked in the top 1.5% of podcasts worldwide, with 57,000+ monthly downloads — I see the signs of manager burnout long before most companies do. The deadlines still get met. The problems still get solved. But listening, developing people, and thinking ahead quietly disappear. The numbers explain why this matters now. Global manager engagement fell from 27% to 22% in 2025, and managers are now no more engaged than the people they lead (Gallup, 2026). Meanwhile, the average U.S. manager now leads 12.1 direct reports, up from 10.9 a year earlier (Gallup, 2026). When I posted an infographic on the signs of manager burnout on LinkedIn, it drew more than 40,000 impressions. So in Episode 170, my co-founder Tim Warren interviewed me about Martha — a director moved to manager in a downsizing and handed two teams — and the 10-minute meeting that helped her lead again. Key moments in this episode 00:00 — When managers run out of energy to lead 02:30 — Why results hide the signs of manager burnout 03:00 — What senior leaders should notice 04:10 — Martha's story: director to manager of two teams 06:30 — Where coaching began: listening and strengths 09:00 — The 10-minute Monday meeting 12:25 — The agenda and "How can we help you?" 16:50 — What companies must change after downsizing 20:55 — One conversation to have this week 22:10 — Where Martha landed Why the Signs of Manager Burnout Are So Easy to Miss in 2026 Managers are expected to deliver results, solve problems, develop people, and keep morale up — all at once. Many keep meeting deadlines while exhausted. As I told Tim, the results can hide how much they're struggling. Manager engagement is falling fastest Gallup's latest State of the Global Workplace report shows manager engagement has dropped nine points since 2022. In the prior year's report, female manager engagement fell by seven points (Gallup, 2025). That matters because Gallup attributes about 70% of the variance in team engagement to the manager. When managers run on empty, their teams follow. The "Great Flattening" is stretching managers thin Companies are cutting management layers. The leaders who remain absorb larger teams and more work. Gallup finds 97% of managers also carry individual contributor work, and more managers now report burnout, stress, and job-seeking than a few years ago. Martha's 18 direct reports were triple Gallup's median of five to six. Senior women are feeling it most About 60% of senior-level women report frequent burnout, compared with 50% of senior-level men — the highest level in five years. Among senior women with five or fewer years at their company, it's 70% (McKinsey & LeanIn.Org, 2025). The cost of missing the signs of manager burnout Ignored, the signs of manager burnout become a team that disconnects and a high performer who quietly starts job-hunting. For you, it can mean losing the energy and visibility that get leaders promoted. Running on empty — and worried it's showing up in how leaders see you? Send Sabrina a direct message on LinkedIn. Tell her what's become harder, and she'll point you to your next best step. Name what's draining your capacity to lead Find one change to propose to your leader this week Protect the energy and visibility that get leaders promoted DM SABRINA ON LINKEDIN 6 Signs of Manager Burnout Senior Leaders Should Notice Just like success leaves clues, so does struggle. Here are the six signs of manager burnout from the infographic that sparked this episode. The infographic that drew 40,000+ impressions on LinkedIn. One-on-ones become status reports. Or they get postponed entirely. ...
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    29 min
  • Get Promoted Faster: Dolphin Strategy Guide 2026 | WLS 169

    Get Promoted Faster: Dolphin Strategy Guide 2026 | WLS 169
    Sep 28 2026
    Get Promoted Faster: How the Dolphin Strategy Took One Stuck Supervisor to VP — and What It Means for Women Leaders Last updated: September 26, 2026 Trusted by leaders at Stanford University, Ernst & Young, Autodesk, MGM Grand Resorts, and Farmers Insurance Executive Summary: Have you been told you "don't have the personality" for promotion? Sabrina Braham shares how her coaching client Martin, stuck five years as supervisor, reached VP using five moves: decode feedback, recruit dolphins, build your voice, make the Half-Point Ask, and volunteer for visibility. Use them to get promoted faster. Quick Takeaways: Vague feedback like "personality" isn't a verdict — translate it into observable behaviors. Recruit "dolphins": allies in the room who back your ideas when you speak. Employees with sponsors are twice as likely to be promoted (McKinsey & LeanIn.Org, 2025). Ask your manager for a 1–10 rating, then ask what earns one more half point. Martin: five stuck years, then manager in six months — then director and VP. Jump to: Martin's Story · Why You're Stuck · The 5 Moves · The Results · Action Plan · Mistakes to Avoid · FAQ · 2026 Trends As an executive leadership coach with over 30 years of experience (MA, MFT, PCC) and host of the Women's Leadership Success Podcast — on air since 2007 and ranked in the top 1.5% of podcasts worldwide — I hear one question more than any other: how do I get promoted faster when I'm already doing a great job? The question is urgent. By September 10, layoffs.fyi counted more than 128,000 tech layoffs in 2026 — already more than all of 2025. And McKinsey and LeanIn.Org's Women in the Workplace 2025 found only about half of companies still prioritize women's advancement. Good work alone won't help you get promoted faster. In Episode 169, the tables turned. My co-founder and executive producer, Tim Warren, interviewed me about Martin — a Fortune 500 supervisor told he "didn't have the personality" to be a manager. He believed it. Then, step by step, he proved it wrong. His story is the clearest map I know to get promoted faster, especially if you're the only one like you in the room. The Feedback That Kept Martin Stuck for Five Years At Martin's company, supervisors usually became managers within a year. Martin had been a supervisor for five. His numbers were strong, his people loved him, and his leaders said he was doing a great job. Then came the "but": he just didn't have the personality to be a manager. Martin grew up speaking English as a second language, was the first in his family to attend college, and graduated with honors. None of that protected him. When someone with authority labels you, you tend to believe it. I know that feeling. I was raised in a blue-collar family, and when someone with authority said I had a flaw, I assumed it was true. It took me years to unlearn. If you've absorbed a label like Martin's, take this from his story: the label can be wrong, and you can change the evidence behind it. His question to me was painful: could he change his personality to move up? Why Talented Leaders Don't Get Promoted Faster in 2026 Martin's situation isn't rare. A strong performer gets fuzzy feedback, loses confidence, goes quiet in the rooms where promotions are shaped — and stalls. Here's why that pattern makes it harder to get promoted faster right now. The "broken rung" is still broken For every 100 men promoted to first-level manager, only 93 women are promoted (McKinsey & LeanIn.Org, 2025). That first step — the one Martin was stuck on — shapes every level above it. The sponsorship gap is real At entry level, 31% of women have a sponsor versus 45% of men, and employees with sponsors are about twice as likely to be promoted. The finding that matters most: when women and men get equal career support, the gap in promotion ambition disappears. The problem isn't drive. It's backing. Being "the only" changes how you're heard Roughly one in five women are often the only woman in the room, more for senior and technical women (LeanIn.Org). Being "the only" tends to make people cautious about sharing ideas — less visibility when you need more. The cost of waiting In 2026's market, "I'll speak up once I feel confident" is a risky plan. To get promoted faster — or stand out after a layoff — treat visibility as a skill you practice. Ready to get promoted faster — before you feel fully ready? Leading Before You're Ready — a practical playbook for leaders stepping into bigger roles. Inside, you'll find: Language for speaking up with confidence before you feel fully ready Ways to build trust fast with the decision-makers who shape your next role A framework for positioning yourself as promotion-ready — actively, not passively GET THE COMPLIMENTARY PLAYBOOK The Dolphin Promotion Framework™: 5 Moves to Get Promoted Faster Here's exactly what Martin and I worked on. None of it required a new personality — just consistent, specific ...
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    29 min
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