Power Women: Dr Kerry Mitchell Brown of KMB On How to Successfully Navigate Work, Love and Life as a Powerful Woman
An Interview With Shawna Robins
Balancing Ambition with Empathy: Lasting success is not just about relentless ambition; it’s equally about being empathetic and understanding toward others. Leading with empathy has allowed me to build meaningful connections with community, colleagues, and clients alike. For instance, during a crucial negotiation, instead of pushing aggressively, I took the time to understand all parties’ perspectives, fostering cooperative relationships that benefited all sides. This balance of ambition with empathy has been key to my sustained success and positive impact, enabling me to cultivate engagements and environments based on mutual respect and collaboration. By prioritizing empathy, I have inspired trust, loyalty, and a shared commitment to our goals.
How does a successful, strong, and powerful woman navigate work, employee relationships, love, and life in a world that still feels uncomfortable with strong women? In this interview series, called “Power Women” we are talking to accomplished women leaders who share their stories and experiences navigating work, love and life as a powerful woman.
As a part of this series, I had the distinct pleasure of interviewing Dr. Kerry Mitchell Brown.
As a recognized authority on strategy, equity, organizational transformation, and capacity building, Dr. Brown has supported numerous organizations that prioritize confronting racism, specifically anti-Black racism, in analysis and action, with particular analysis on the ways political, economic, and social systems disadvantage Black women.
Thank you so much for doing this with us! Before we dig in, our readers would like to get to know you a bit more. Can you tell us a bit about your childhood “backstory”?
Reflecting on my journey to becoming an entrepreneur, cultural architect, and racial equity strategist, I recognize a consistent pattern of resilience, determination, and a steadfast commitment to justice. Growing up in a historically marginalized community and often navigating systems where I was one of the few with these lived experiences, I became acutely aware of systemic inequalities from an early age. These formative experiences instilled in me a profound sense of urgency and purpose. I was driven to disrupt the status quo and dismantle barriers, not just for myself but for future generations.
As a mother of four, with two sets of children twenty-one years apart and two daughters, I witnessed firsthand how society often limits the opportunities and potential of women. This further fueled my determination to forge a different path for myself and others.
Throughout my career, working in many sectors, I have consistently encouraged reflective practices and continuous learning, blending theoretical knowledge with practical experience to champion a human-centered approach in supporting communities, coalitions, and organizations. My focus has been on value creation, strategic activism, and evidence-based decision-making, all while addressing the intersecting challenges of race and gender in political, economic, and social systems, especially where Black women face significant disadvantages.
Academically, my pursuits spanned from sociology to organizational behavior, equipping me with both the theoretical foundation and practical skills necessary to drive change. I delved into the complexities of social structures and organizational systems, but it was my lived experiences and the narratives of those around me that truly fueled my passion. Engaging with community members, witnessing the struggles and triumphs of my peers, and experiencing systemic injustice firsthand were pivotal in shaping my path.
Understanding that culture is the cornerstone of any transformation, I pivoted toward establishing a consultancy dedicated to championing racial equity, operationalizing justice, and crafting inclusive environments where everyone can thrive. I have invested countless hours in comprehending the intricacies of cultural transformation and the methods to embed equity into organizational practices. This work is not just a career; it’s a calling that I pursue with relentless resolve and passion every single day.
My work is grounded in a deep understanding of the factors driving individual, team, and organizational behavior and performance. This perspective enables me to enhance collaborative solutions that effectively address real-world challenges. I have also integrated aspects of leadership development into community-based and workplace cultures, helping individuals and teams become more impactful, efficient, and effective. My goal is to cultivate the skills and interventions necessary for continual adaptation and thriving.
My consultancy’s mission is to provide organizations and leaders with a blueprint for effortlessly integrating, developing, operationalizing, and upholding the principles of justice and fairness in all aspects of their operations. Our goal is to drive meaningful change for those most impacted, using evidenced-based approaches that go beyond knee-jerk reactions or temporary crisis management tactics to create lasting solutions that extend beyond isolated events. We work tirelessly to create spaces where voices from all backgrounds are heard, respected, and valued. The joy and fulfillment that come from witnessing tangible and sustainable change and knowing that our efforts contribute to a more just and equitable society are unparalleled. Each project is a reminder of the importance of this work and its profound impact on individuals and communities alike.
Can you share the most interesting story that happened to you since you began your career?
One of the most interesting stories happened early in my career when I was working for a large corporate brand that was struggling with fully engaging, valuing, and leveraging professionals of color, especially Black women. The organizational climate was fraught with tension, and many employees, especially people of color and women, felt unseen and unheard, contributing to a pervasive sense of dissatisfaction and low morale. During a particularly tense meeting, where the leadership team was grappling with how to address these issues, I posed a simple yet powerful question: “Whose voices are missing from this conversation and thus meaningful and sustained solutions?”
That question, almost immediately, sparked a cascade of realizations among the executives. It prompted them to pause and thoroughly evaluate their internal culture, highlighting the gaps in what they were touting as their amazing diversity initiatives. This moment became a turning point — not just for the company but for me as well. I watched as the leadership team gradually transformed, shifting from a reactive mindset to a proactive one. They began to actively seek out and include those marginalized voices that had been overlooked for so long.
The journey wasn’t easy. It involved numerous engagements, including leadership workshops, candid discussions, and the implementation of evidence-based initiatives aimed at fostering a more inclusive environment, not just because they wanted it to be so, but in practice. Over time, these efforts led to meaningful changes within the organization. Employees started feeling more valued and heard, which significantly improved overall morale and productivity.
Witnessing this transformation reaffirmed my belief in the power of taking things head-on, being willing to lose my job, and having courageous conversations. This demonstrates the profound impact that an intentional focus on equity can have, not just on a company’s culture but on its overall success. This experience solidified my resolve to continue this challenging yet deeply rewarding work. It also taught me that, sometimes, asking the right question at the right time can open doors to significant and lasting change.
You are a successful business leader. Which three character traits do you think were most instrumental to your success? Can you please share a story or example for each?
Certainly! The three character traits that have been most instrumental to my success are resilience, empathy, and integrity.
Resilience: Early in my career, I faced setbacks and resistance from organizations unwilling to acknowledge their systemic issues. Instead of being disheartened, I remained resilient, viewing each challenge as an opportunity to grow and develop new strategies for survival. Let’s face it, I had mouths to feed. During my first go at independent consulting, a career transition that happened after a particularly challenging period, a client abruptly ended their contract, citing discomfort with the uncomfortable truths we were uncovering. Rather than succumbing to frustration, I used the experience to refine my approach and craft strategies that make difficult conversations more accessible and constructive. I ended up working full-time for another client shortly after and there I had a laboratory for experimentation. I focused on creating frameworks that allowed for open dialogue and incremental change and meeting people where they were. My perseverance paid off, and when I relaunched my practice almost a decade later, I reconnected with that same client to find things had shifted significantly for both of us. They had moved further from their promise and impact as an organizational culture and the inequities had gotten drastically worse, and, at the same time, I had built a praxis that aligned with their commitment to long-term success and fostering substantive change within their organization.
Empathy: I believe that genuine understanding and compassion are foundational to effective leadership and managing change. On one occasion, while working with an organization undergoing a significant cultural shift, I made it a point to listen deeply to the concerns and emotions of all employees, from entry-level to executive. By creating an empathetic space where everyone felt safe to share their experiences and perspectives, I was able to bridge gaps and foster a sense of community and shared purpose. This empathy-driven approach not only smoothed the transition and important individual and collective work that was required, but also cemented high levels of physiological safety, trust, and collaboration among the staff. The positive environment we created led to increased employee engagement and a more cohesive and motivated team, which significantly contributed to the organization’s overall success.
Integrity: In my line of work, integrity is paramount and serves as the foundation upon which all else is built. There was a time when I was offered a lucrative contract on the condition that I downplay systemic cultural concerns, discriminatory practices, and the implications of abusive leadership practices within that client’s company. Despite the financial allure and potential for short-term gain, I stood firm in my commitment to honesty and transparency, opting to turn down the offer. This decision, though difficult, reinforced my reputation as a consultant who puts principles above profit. It was a pivotal moment that underscored the importance of staying true to my values. Ultimately, my decision to uphold integrity attracted more clients who value real, impactful change over superficial fixes. These clients were looking for a strategic partner who would not compromise on ethics and who was dedicated to fostering genuine, sustainable improvements.
By cultivating resilience, empathy, and integrity, I have been able to navigate the complexities of consultancy with confidence and create meaningful, lasting impact for my clients.
Ok, thank you for that. Let’s now jump to the primary focus of our interview. The premise of this series assumes that our society still feels uncomfortable with strong women. Why do you think this is so?
This discomfort likely stems from deeply ingrained stereotypes and societal norms that have historically relegated women to passive, supportive roles. For centuries, these roles have been reinforced by cultural narratives, media portrayals, and institutional structures, creating a pervasive expectation that women should remain meek and in the background. Literature, films, and television often depicted women as secondary characters whose primary function was to support the male protagonists. Educational systems and workplace environments mirrored these portrayals, subtly discouraging women from pursuing leadership roles or careers in traditionally male-dominated fields.
When women assert themselves and exhibit strength, it often contradicts these outdated expectations, causing discomfort or even resistance among those who cling to traditional views. This discomfort can manifest in various ways, ranging from subtle biases and microaggressions to overt discrimination and hostility. It’s not uncommon for women in leadership to face undue scrutiny or to be labeled as “bossy” or “aggressive” for behaviors that would be considered assertive or confident in their male counterparts.
However, this is precisely why it is crucial for women to persist and thrive in positions of power. By doing so, they not only break down these harmful stereotypes but also pave the way for future generations of women to aspire to leadership roles without facing the same biases. The presence of women in leadership positions provides role models for young girls, showing them that they can achieve their ambitions despite societal expectations. It’s about shifting the narrative and demonstrating that strength and leadership are not inherently masculine traits but universal qualities that anyone, regardless of gender, can possess and wield with efficacy.
Diverse leadership brings a range of perspectives and approaches that can benefit organizations and society as a whole, fostering innovation and more inclusive decision-making processes. Studies have shown that organizations with diverse leadership teams tend to perform better financially and are more adept at problem-solving due to the variety of viewpoints they encompass. This inclusivity can lead to products and services that better meet the needs of a diverse customer base, creating a positive feedback loop that encourages even more diversity and innovation.
Without saying any names, can you share a story from your own experience that illustrates this idea?
Early in my career, I found myself working in a male-dominated industry where my capabilities were constantly questioned due to my gender and race. The environment was challenging, often filled with overt and covert biases that made my professional journey more arduous. One particular incident stands out vividly in my memory. I was leading a major project that required innovative thinking and a strategic overhaul to revitalize a stagnating team within a company preparing for a major transition. This project was a high-stakes endeavor that would significantly impact the company’s direction and future success.
Despite my successful track record and the confidence of senior management in my abilities, some of my colleagues were blatantly skeptical about my capacity to deliver. They questioned my decisions at every turn, undermined my authority in meetings, and even attempted to intimidate me into backing down by openly dismissing my ideas. The pressure was intense, and the atmosphere was charged with resistance. It often felt like I was navigating a minefield, with every step scrutinized and every decision second-guessed.
However, instead of succumbing to the pressure, I stood my ground with unwavering confidence. I knew that the success of this project depended on clear communication and a solid plan. I articulated my vision with precision, backed it up with comprehensive data, and presented well-thought-out strategies that left little room for doubt. My approach was meticulous; I gathered extensive feedback from various stakeholders, adjusted plans based on constructive criticism, and ensured that every team member felt heard and valued. The amount of energy it took to constantly perform at this level was exhausting.
Over time, as the project progressed, the results began to speak for themselves. Milestones were met ahead of schedule, innovative solutions were implemented with great success, and the overall performance of the team improved significantly. These tangible outcomes silenced the doubters and proved that my leadership was not only effective but transformative. Senior management took notice of the turnaround, recognizing the significant improvements and the renewed energy within the team. The project received accolades, and the success was highlighted in internal communications as a model for future initiatives.
The experience was a profound lesson in resilience and conviction and came at a huge cost to my family and mental health. It reinforced my belief that facing resistance head-on and showcasing one’s competence is essential in overcoming stereotypes and reaffirming the universal power of strong leadership, regardless of gender. This journey not only strengthened my resolve but also paved the way for future successes in my career. It taught me the importance of standing firm in my principles, trusting my expertise, and the value of perseverance in the face of adversity.
Reflecting on this experience, I realize how crucial it was in shaping my professional ethos. It bolstered my confidence and equipped me with the skills to handle challenging situations with grace and determination. This incident became a cornerstone of my career, reminding me of the power of resilience and the impact of steadfast leadership. It’s a journey I look back on with pride, knowing that it played a pivotal role in my growth and success as a leader.
What should a powerful woman do in a context where she feels that people are uneasy around her?
In situations where a powerful woman senses discomfort or unease from others, it is crucial for her to remain steadfast and unapologetic about who she is, and in some instances, that includes asserting her authority. Confidence is key in navigating these challenges. She should address the issue head-on by creating an environment of open communication and inclusivity, encouraging colleagues, or others, to share their concerns and perspectives. By actively listening and demonstrating empathy, she can dismantle some barriers and build trust.
It helps to foster a supportive and collaborative environment where diverse ideas and contributions are not only welcomed but celebrated. Participating in or providing learning opportunities on human-centric leadership principles would be invaluable. These principles, which emphasize prioritizing well-being, fostering a supportive environment, and ensuring open communication and mutual respect, can also be instrumental in transforming any relationship or environment.
Additionally, it is important to highlight her accomplishments and the value she brings to the table, ensuring others recognize her contributions and expertise. This might involve regularly updating stakeholders on project milestones, successes, and the positive impact she brings. Showcasing these achievements not only reinforces her authority but also demonstrates her dedication and effectiveness.
Building a network of sponsors and allies who can advocate for her and validate her authority can further solidify her position. These advocates can offer valuable guidance, provide opportunities for advancement, and help navigate complex organizational dynamics. Mentorship programs and networking events can be great places to cultivate such relationships, offering mutual benefits and fostering a sense of community and support.
She should also invest in continuous personal and professional development. Engaging in leadership training, attending industry conferences, and obtaining relevant certifications can enhance her skills and knowledge, making her an even more formidable leader. Such investments in growth not only bolster her confidence but also ensure she remains at the forefront of her field.
Ultimately, she should never dim her light to make others comfortable. Instead, she should illuminate the path so others may follow in her footsteps with respect and admiration. By doing so, she not only empowers herself, but she also paves the way for future leaders to step into their power. Encouraging women and underrepresented groups to assert their authority creates a ripple effect, fostering equality and opportunities for all.
A powerful woman must embrace her identity and authority with unwavering confidence, fostering open communication, empathy, and inclusivity. By highlighting her achievements, building a supportive network, investing in personal development, and inspiring others, she not only solidifies her position but also paves the way for a more equitable and empowering future for all leaders.
What do we need to do as a society to change the unease around powerful women?
As a society, we need to actively challenge and dismantle the ingrained biases and stereotypes that contribute to the unease around powerful women. This begins with education, where we must instill values of equality and respect from an early age. Teaching young people to challenge traditional gender roles and celebrate women’s leadership is crucial. Incorporating gender studies into school curricula can enlighten students about the historical and social contexts of gender inequality. It also highlights the various intersections, like race, class, age, and sexual orientation, that underscore the importance of diversity in leadership.
We need to amplify the voices and achievements of women in professional environments, ensuring they receive the recognition and opportunities they deserve. This can be achieved by implementing policies that promote equal opportunities, such as gender-balanced hiring practices and equitable pay structures. Additionally, organizations should highlight successful women through awards, leadership programs, and public speaking opportunities. At the same time, it’s essential to create supportive workplace cultures that encourage open dialogue about gender issues and provide safe spaces for women to express their concerns and experiences.
Media representations should also evolve to positively and accurately portray women in roles of power, showcasing their leadership, intelligence, and resilience. This involves not only including more female characters in influential roles in films and television but also ensuring that news coverage and journalism reflect the contributions of women across various sectors. By normalizing women’s leadership in media, we can challenge societal perceptions and inspire future generations. Social media platforms can be leveraged to highlight the achievements of women, creating viral campaigns that spread awareness and appreciation for women leaders.
Mentorship programs play a vital role, providing guidance and support for aspiring women leaders while fostering networks of solidarity and empowerment. These programs can include one-on-one mentorship, career development workshops, and networking events, all designed to build confidence and provide practical advice for navigating professional challenges. Moreover, mentorship should extend beyond the workplace, including community-based programs that empower young girls and women through educational and extracurricular activities.
Ultimately, the onus is on every individual and institution to champion gender equality actively and to create a culture that universally respects and celebrates the strength and capabilities of women. This means committing to continuous learning and unlearning, holding each other accountable for discrimination and biases, and standing in solidarity with women in all spheres of life. By working together, we can create a more inclusive and equitable society where everyone has the opportunity to thrive. This collective effort involves not only policies and programs but also a fundamental shift in mindset, where every person recognizes their role in fostering a fair and just community.
In my own experience, I have observed that often women have to endure ridiculous or uncomfortable situations to achieve success that men don’t have to endure. Do you have a story like this from your own experience? Can you share it with us?
I vividly remember being the only woman in a high-stakes meeting with senior executives to discuss a pivotal project. This was a critical juncture for my professional development, and the pressure to perform was immense. The room was filled with seasoned professionals, each of whom carried years of experience and a strong presence that could easily intimidate even the most confident newcomers. Despite my excellent performance and proven track record, I was constantly interrupted, and my contributions were minimized. At one point, a male colleague even suggested that I focus on taking notes rather than participating in strategic discussions, implying that my role was merely to record the important business decisions made by the men.
The atmosphere was tense, and it was clear that I was being underestimated simply because of my gender and more than likely race. Instead of succumbing to the pressure, I firmly voiced my insights and strategically countered every attempt to undermine my authority. I made sure to back my points with solid data, meticulously gathered from various reliable sources, and crafted clear, logical arguments, which made it difficult for others to dismiss my input outright. The turning point came when an idea I proposed — one that I had spent countless hours refining — led to significant breakthroughs for the project, ultimately proving my value and expertise beyond doubt. This success not only elevated my standing within that room but also served as a reminder to my colleagues of the importance of inclusive and diverse perspectives.
This experience was a stark example of the additional hurdles women face in the professional world, yet it also reinforced my resolve. It highlighted the importance of persistence, resilience, and unwavering confidence in one’s abilities. I learned that, in such situations, it is crucial to maintain one’s composure and assertiveness, refusing to be sidelined. It’s critical for women in similar circumstances to push back against disrespect and assert their rightful place at the table. By doing so, we not only advance our careers but also pave the way for others.
Reflecting on this experience, I realized the broader implications for workplace equality and the vital role that allies play. It’s important for men to recognize their unconscious biases and actively support the women they work alongside. By fostering an environment where everyone’s voice is valued equally, we can drive more innovative solutions and create a more inclusive workplace culture. This journey, while challenging, has made me more determined than ever to advocate for gender equality and mentor young women entering the workforce, ensuring they too can navigate and overcome the obstacles that stand in their way.
In your opinion, what are the biggest challenges faced by women leaders that aren’t typically faced by their male counterparts?
One of the most significant challenges faced by women leaders is the pervasive issue of gender bias. This bias often manifests in subconscious assumptions that women are less competent or less committed due to their gender. For example, in many workplaces, women frequently have to prove their qualifications and capabilities more rigorously than men, regardless of their track record or credentials. This can include undergoing more stringent performance evaluations or having their achievements scrutinized more closely. These biases can erode confidence and create additional undue stress, affecting overall performance and career progression. Notably, these biases are not limited to any particular sector; they span across industries such as finance, technology, healthcare, and more, highlighting the systemic nature of the problem.
Another pertinent challenge is the balancing act between professional responsibilities and societal expectations concerning family and caregiving roles, a burden disproportionately shouldered by women. Many women leaders find themselves juggling demanding work schedules with the expectations of being primary caregivers at home. This dual burden can lead to burnout and may force some women to make difficult choices between career advancement and family responsibilities. The COVID-19 pandemic exacerbated these challenges, with many women taking on additional caregiving responsibilities, further straining their work-life balance. Policies such as flexible working hours, parental leave, and supportive workplace cultures are crucial in mitigating this issue. Moreover, the availability of affordable childcare and the recognition of paternity leave are significant factors that can assist in redistributing these caregiving responsibilities more equitably.
Women leaders also often encounter a lack of mentorship and sponsorship opportunities, which are crucial for career advancement. Mentors provide guidance, support, and advice, while sponsors actively advocate for their protégés, opening doors to new opportunities. The scarcity of women mentors and sponsors in leadership roles can limit the professional growth of aspiring women leaders. This lack of representation can be particularly challenging in male-dominated fields where women might feel isolated. Networking opportunities, leadership development programs, and intentional efforts to connect women with mentors and sponsors can help bridge this gap. Creating formal mentorship programs within organizations and encouraging male leaders to also take on mentorship roles can amplify these efforts.
These challenges, coupled with the underrepresentation of women in leadership positions or powerful roles, create an environment where women leaders must navigate a labyrinth of obstacles that are much more diverse and complex than the obstacles their male counterparts encounter. Addressing these issues requires systemic changes, active allyship, and a commitment to fostering inclusivity and equity at all organizational levels. Companies and institutions must implement policies that promote gender equality, such as unbiased operating practices, equal pay initiatives, and leadership development programs that emphasize diversity and inclusion. Efforts to raise awareness about unconscious biases and provide training on inclusive leadership can also play a vital role. Only through these concerted efforts can we create a more equitable landscape where women leaders can thrive. The journey toward gender equality in leadership is ongoing, but with persistent effort and dedication, substantial progress can be achieved.
Let’s now shift our discussion to a slightly different direction. This is a question that nearly everyone with a job has to contend with. Was it difficult to fit your personal and family life into your business and career? For the benefit of our readers, can you articulate precisely what the struggle was?
Balancing personal and family life with the demands of a business career is a formidable challenge. Even when I wasn’t in a demanding leadership role, I often found myself at a crossroads where my professional ambitions and personal commitments collided. I based my dissertation on my personal experience of grappling with the question of whether we can truly do it all or if we just end up losing time. This struggle was intensified by my taking on, and continuing to shoulder, the lion’s share of caregiving responsibilities. The challenge extends beyond the physical logistics of balancing time and energy between work and home; it also encompasses the emotional and mental toll it exacts.
For me, the day starts early and ends late, filled with back-to-back meetings, deadlines, and the unending stream of emails that demand immediate attention. On a typical day, I might wake up at 5 AM to get a head start on work, allowing me a few quiet hours before the rest of the household awakens. This is often the only time I can tackle strategic planning or deep work without interruptions. Once the day fully begins, it’s a whirlwind of conference calls, client meetings, and project management. Meanwhile, personal life does not pause; children need to be dropped off at school, elderly parents require care, and household chores await. This struggle has involved making tough choices, setting priorities, and sometimes facing the harsh reality of not being able to be everywhere at once. Missing a child’s milestone event due to a critical work commitment can be an emotionally wrenching experience. Changing careers or the way I work to center the needs of my family has been a recurring consideration.
Additionally, there are the social pressures and expectations that come with both roles. In the workplace, there is the constant push to perform, innovate, and lead effectively. Work often demands not just your time but your complete mental and emotional investment. At home, there is the expectation to be present, nurturing, and involved. Balancing these demands has often led to feelings of guilt and stress, not to mention total exhaustion. Social media and society at large frequently paint an unrealistic picture of the “perfect” professional and the “perfect” parent, making it even harder to navigate these roles without feeling inadequate.
For over 30 years, I’ve been navigating these challenges with resilience, leveraging my support systems, robust professional networks, flexible/non-traditional work arrangements, and the support of family and friends. Time management techniques, such as delegating tasks and setting clear boundaries, have also played a crucial role. My goal is to strive for a dynamic equilibrium where both personal and professional aspects of my life can thrive in harmony rather than perpetually compete against each other. I have and continue to make significant investments in my mental health, self-care, and fostering a supportive community to achieve or maintain this balance. This includes weekly therapy sessions, mindfulness practices, carving out personal time to recharge, and spending quality time with the people I love.
Ultimately, while it is a complex and ongoing challenge, I’ve been able to find the right strategies that work for me so I can continue to lead a more fulfilling and balanced life, where success is not just measured by career achievements but also by the quality of personal and family relationships. It’s been about finding joy in the little moments, celebrating small victories, and recognizing that balance is not a static state but a fluid process of continual adjustment.
What was a tipping point that helped you achieve a greater balance or greater equilibrium between your work life and personal life? What did you do to reach this equilibrium?
Nearly two years after giving birth to twins in my mid-forties, I reached a turning point in my journey toward achieving greater balance. Juggling a weekly commute to the nation’s capital, caring for two nursing infants, coordinating with caregivers, and supporting two older children transitioning into adulthood made it clear that excelling in every area without adequate support was unsustainable. My relentless pursuit of perfection in both my personal and professional life was taking a toll on my well-being.
Recognizing that I was overstretched, I took decisive action. Reflecting now, I wonder how I had managed for so long. Ultimately, I left my job to rebuild my consulting practice. To transition into this new lifestyle, I established clear boundaries and goals for both my work and personal life. This change allowed me to be present for significant family moments without compromising professional responsibilities. I could attend to my children’s lives and handle personal errands without feeling guilty or stressed. I no longer missed out on events or those precious everyday moments that form lasting family memories.
I began prioritizing engagements based on their long-term impact rather than immediate urgency. This mindset shift enabled me to focus on what truly matters, both in my career and personal life: working on projects that aligned with my long-term goals and values. I took the time to re-evaluate my professional aspirations and ensure they aligned with my personal values. This self-reflection allowed me to identify opportunities that not only advanced my career but also fostered personal growth and fulfillment.
First and foremost, I prioritized my family’s well-being and my mental health. This meant saying no to opportunities or projects that didn’t align with my values or would be too taxing on my time and energy. It also meant learning to delegate tasks and ask for help when needed rather than trying to do everything myself. By trusting others and building a supportive network, I was able to share the load and reduce the overwhelming stress.
Additionally, I incorporated regular therapy sessions and mindfulness practices into my weekly routine for self-care. Making time for myself allowed me to recharge and maintain a healthy balance between work and personal life. I explored various forms of self-care, from yoga and meditation to simple practices like taking walks and enjoying quiet moments with a good book. These practices became essential in managing stress and maintaining a positive outlook.
Achieving equilibrium is not a one-time event but an ongoing process of adjustment, reflection, and growth. It requires regular self-assessment and the willingness to make changes as needed. This journey is driven by a passionate commitment to thriving in all aspects of my life. By continuously striving for balance, I find greater fulfillment and resilience in both my personal and professional endeavors.
Through this process, I learned the importance of being kind to myself and accepting that perfection is an unattainable goal. Instead, I focused on progress and celebrated small victories along the way. This shift in mindset not only improved my well-being but also set a positive example for my children, showing them the value of resilience, self-care, and the pursuit of a balanced life.
Ok super. Here is the main question of our interview. Based on your opinion and experience, what are the “Five Things You Need To Thrive and Succeed as a Powerful Woman?” (Please share a story or example for each.)
Unwavering Self-Belief: The importance of self-belief cannot be overstated. At various stages in my career, I’ve taken on projects that many considered unfeasible due to their complexity. Despite the skeptics, I remained confident and led my teams to not only complete these projects but to surpass many of our initial goals. These experiences highlight the power of self-belief, fueling my ambition to tackle even greater challenges. The lessons learned from these endeavors stay with me, constantly reminding me to trust in my abilities.
Resilience in the Face of Adversity: Adversity is an inevitable part of any success journey. During a particularly challenging period when my company underwent major restructuring, I faced significant uncertainty and immense pressure. Instead of succumbing to stress, I saw it as an opportunity to adapt and grow stronger. By staying resilient, maintaining a positive outlook, and focusing on the things I could influence, I guided my team through the turbulence, implementing innovative solutions that enhanced our processes. We emerged stronger and more cohesive, proving that resilience can transform challenges into triumphs.
A Strong Support Network: Thriving in isolation is impossible. Throughout my career, I have leaned on a network of mentors, sponsors, colleagues, and friends for guidance, encouragement, and advocacy. One mentor advised me to “never hesitate to seek advice,” a principle that has been crucial in my growth. This network became indispensable during times of uncertainty, offering diverse perspectives and support that I couldn’t have accessed alone. By strategically surrounding myself with supportive individuals, I have navigated challenges, celebrated successes, and continuously found opportunities for growth and learning.
Continuous Learning and Growth: The pursuit of knowledge doesn’t end with formal education. In consultancy, staying ahead means continually refining my skills and expanding my knowledge base. I vividly remember attending a breakthrough conference that introduced evidenced-based frameworks and innovative practices. The insights gained revitalized my approach to work and positioned me as a thought leader in my field. This commitment to continuous learning has driven me to take additional courses, read extensively, and engage in meaningful discussions with others, all contributing to my professional evolution.
Balancing Ambition with Empathy: Lasting success is not just about relentless ambition; it’s equally about being empathetic and understanding toward others. Leading with empathy has allowed me to build meaningful connections with community, colleagues, and clients alike. For instance, during a crucial negotiation, instead of pushing aggressively, I took the time to understand all parties’ perspectives, fostering cooperative relationships that benefited all sides. This balance of ambition with empathy has been key to my sustained success and positive impact, enabling me to cultivate engagements and environments based on mutual respect and collaboration. By prioritizing empathy, I have inspired trust, loyalty, and a shared commitment to our goals.
Thank you for these fantastic insights. We greatly appreciate the time you spent on this.
About the Interviewer: Shawna Robins is an international best-selling author of two books — Powerful Sleep — Rest Deeply, Repair Your Brain and Restore Your Life, and Irresistibly Healthy — Simple Strategies to Feel Vibrant, Alive, Healthy and Full of Energy Again. Shawna is the founder and CEO of Third Spark, an online wellness hub for women over 40 who want to reignite their sleep, reset healthier habits and respark their lives. Shawna is a sleep expert, hormone health expert, and a National Board-Certified Health and Wellness Coach (NBHWC). She has been featured on many podcasts including Dr. Mindy Pelz’s “The Resetter Podcast” and in Authority Magazine, Thrive Global, and The Huffington Post. A free download of her latest book can be found at www.thirdsparkhealth.com/powerful-sleep/ You can follow her on YouTube, Facebook, Instagram and LinkedIn.
