Trish Collyer Of Redesigning Possible On How We Can Increase Women’s Engagement in Leadership and Management

An Interview With Vanessa Ogle

Vanessa Ogle
Authority Magazine
Published in
17 min readMay 30, 2024

--

…Embrace Empathy and Compassion. The “old school” ways are ineffective in today’s workplace culture. Scare tactics and fear based motivations no longer have a place — and for good reason. Aside from the obvious stress and anxiety implications, the old ways induce a toxic bullying environment that just isn’t healthy or helpful for anyone.

Previously, empathy and compassion in the workplace were seen as weakness. In actuality, it shows you care. The best part? Caring is contagious. When people know you care, they care. When they care, they automatically go the extra mile when needed. All of it trickles down- leaders care and connect with staff, staff care and connect with each other as well as clients.

You spend almost as much time (or more) with the people you work with. Why not respect each other? Understanding where someone is coming from, whether or not you agree, puts you miles ahead for teamwork and collaboration. Having compassion for their situation and still holding true to standards and policies gives the balance you need for a solid, sturdy foundation…

Despite strides towards equality, women remain underrepresented in leadership and management roles across various sectors. In this series, we would like to discuss the barriers to female advancement in these areas and explore actionable strategies for change. We are talking with accomplished women leaders, executives, and pioneers who have navigated these challenges successfully, to hear their experiences, tactics, and advice to inspire and guide the next generation of women toward achieving their full potential in leadership and management roles. As part of this series, we had the pleasure of interviewing Trish Collyer.

As a coach, trainer, hypnotherapist and founder of the Redesigning Possible movement, Trish Collyer truly understands the intricacies of sparking change, enhancing collaboration, and building connection to ignite impact. With certifications in leadership, communication, and wellness combined with expertise in business strategy, process efficiency, and change management, her unique perspective empowers you to connect and lead at every level.

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 “backstory”? What led you to this particular career path?

Thank you for having me. In a nutshell, I’d say my career path is a unique combination of following my interests, building on my strengths, and navigating my own journey of personal growth. Each experience like a piece of the puzzle, including nonprofits and IT, project management and coaching; it seems eclectic but they build upon each other. In reality, it has allowed me to gain unique insights and perspectives and combine them into theories and practices that allow me to pursue my passion-uplifting and empowering others to achieve what they never thought was possible.

Can you share the most interesting story that happened to you since you began your career?

Not quite a story, but the most unique place my career has taken me so far is abroad an aircraft carrier.

Can you share a pivotal moment in your career that significantly influenced your path to leadership?

Absolutely- I can still feel the feeling when I think about it. First, a little background.

Along my own journey of discovery, I came across the work of Brene Brown and ever since, her books have become my go-to resources. The scientist in me loves that the ideas aren’t just theory — they are explanations of years of data around what makes us who we are. Her work has taught me to embrace curiosity and have the courage to be vulnerable. People pleasing and perfectionism, which were the foundation of my identity up until that point, were just a shield to hide behind giving me a false sense of protection against fear and rejection. I distinctly remember a moment where her words hit me more deeply than I expected. They could have just as easily described me, my situation, and the thoughts I never dared to speak. It was at that moment I finally felt understood. The relief that I wasn’t the only one who felt the way I felt. I wasn’t alone in my journey.

Fast forward a year or two later when the company I worked for held a workshop based on her work, I jumped at the chance to attend and soaked it all up like a sponge. We were encouraged to share our ideas with our table of colleagues. Even though I was known as the shy one and the most junior staff member at my table, I shared openly and wholeheartedly. As quickly as I had finished my though, I was put in my place- told that it wasn’t part of my job to come up with ideas and even if it was, I was far from the level to be able share them. Naively assuming that during this discussion we were equals made those words, the looks and that feeling sting even more. I couldn’t breathe. I stepped outside my comfort zone and got flattened by a Mack truck.

The old me would have shrunk smaller and quieter than before; literally keeping my head down as I walked through the hall. Instead, it pushed me into the path that led me here. That was when I decided to step up and be part of the solution.

None of us are able to achieve success without some help along the way. Is there a particular person who you are grateful towards who helped get you to where you are? Can you share a story about that?

100% I didn’t get here alone — there were many people who supported me along the way. One in particular stands out above the rest. As I think back it seems ironic, but it was actually the person running a corporate workshop. At the end, we were to pair up as an accountability partner but there was an odd number and instead of making a group of three, she said she’d be mine. We checked in a week later and while I can’t recall exactly what we talked about, I remember what it felt like. I barely knew her, but it felt safe to share and every word seemed to land, taken in, but not judged.

We met a second time and I shared a struggle I was having in my job at the time. After letting me share, she asked me about what I truly wanted (not what I was supposed to want) from that job and what role it played in my career plan.

I froze. I realized in that moment I didn’t have a plan; I was following what I thought I was supposed to do. It occurred to me I had left “me” out of the equation. I never factored in what I wanted or thought about what I enjoyed. I was just going through the motions.

It is because of her that I am so passionate about what I do today- I love to empower and encourage people to find themselves just as she did for me.

Is there a particular book that made a significant impact on you? Can you share a story or explain why it resonated with you so much?

Robin Sharma’s The Monk Who Sold His Ferrari is the one that started it all. Without the initial shift in perspective, I’m not sure which path I would have taken. My paradigm around the meaning of success turned upside down as I read the story of an affluent lawyer who, after checking all of the boxes society has set as measures of value and worth — decides to leave it all behind in exchange for true purpose and happiness. In those pages I understood that being at the top with an overflowing bank account is worthless if you’re empty inside. The earlier in life that we realize this, the more time we have to discover our true self, hone our skills, lean into our strengths and use our unique gifts to give back with the biggest impact.

Do you have a favorite “Life Lesson Quote”? Do you have a story about how that was relevant in your life or your work?

It’s more of a motto, and has adapted over the years.

It started as the Girl Scout motto “ Leave it better than you found it” referring to the places you visit; as in if you see trash pick it up even if it isn’t yours.

As I entered the workforce, the words stayed the same but the meaning shifted to my position. Leave it better than you found meant make the processes more efficient and leave clues (or in my case, an instruction manual) for the next person in the role.

Now, “leave people better than you found them” is the phrase that echoes through my mind. It ties nicely into all situations- working with clients, interacting with people as I go about my day, friends, family , etc. Exactly what means changes in the moment- sometimes it’s impactful by solving a problem or lifting someone’s spirits; other times it’s a reminder to at the least, try not to leave them worse.

How have you used your success to make the world a better place?

Openly share where I’ve stumbled or fully derailed from the path and how I navigated the challenge and found my way back so others can avoid my mistakes and proactively prevent similar issues along their path. The more I learn, the more I share

Connecting seemingly unrelated pieces and highlighting the pattern

Interconnected

Finding the gaps and bridging them with tips, tricks, best practices

Resources so others don’t have to struggle where I did (or where my clients have)

Ok, thank you for that. Let’s now jump to the primary focus of our interview. According to this report, only about 31.7% of top executive positions across industries are held by women. This reflects great historical progress, but it also shows that more work still has to be done to empower women. In your opinion and experience what is currently holding back women from leadership and management?

Honestly, I think a large part of whats holding women back is the impression that in order to fit the expectations of the role, they need to sacrifice themselves and their authenticity. There’s a belief that they need to lead the same way as men to be successful and it will be a long, lonely uphill battle. The perceived reward isn’t worth the cost.

Additionally, the strain on an already overwhelmed mom/wife/friend to give even more is just too much. Already on the verge of burnout, this one more thing may just tip the scales.

Lastly, if they are willing to take on the battle and gather the extra energy to give it a try, the final barrier is imposter syndrome and not feeling like they aren’t enough or don’t have what it takes to be successful.

This might be intuitive to you but I think it will be helpful to spell this out. Can you share a few reasons why more women should become leaders and managers?

Put simply, women bring different perspectives to the table. We have a different approach to decision-making. We seek input and information in a different manner and communicate using different methods. Everyone is wired differently — staff, management, executives, boards, clients, customers- if in the end it’s all about connection and communication, doesn’t it make sense to have more options available by inviting women to the table? And for the women, isn’t it worth the short term discomfort to have a voice and add value through your strengths?

Can you please share “5 Things We Need To Increase Women’s Engagement in Leadership and Management?”

1 . Redefine What It Means To Be A Leader

So much has changed with how we work and what we actually need to thrive — but for many, the image that comes to mind when they think of the person in charge is the “big boss” with the “final say”. They equate the leader with the person who holds all of the power. The cold, curt, grumbling person who hides in an office watching your every move waiting to tell you everything you did wrong. The one we fear.

Honestly, who signs up to be the one everyone fears?

With true leadership, it isn’t about wielding power over those beneath you. It’s about standing among them and empowering them — the individual, the team, the organization — to rise above what they thought was possible and deliver value.

When we change the way we define a leader and remove the image of the red faced cartoon character shrieking like a train whistle as steam billows out of his ears, the position begins to shift into an opportunity instead of a punishment. By emphasizing that leading is more like guiding, people realize it isn’t as scary as they first thought. When they understand they don’t need to magically know all the answers, just be willing to seek them out, the prospect of leading becomes much less daunting. People begin to see themselves in those shoes- they see that it is possible for them, that they can do that- and that is when they step up to the challenge.

2 . Level Set Realistic Expectations

Those who are qualified to step into a leadership or management role are likely already putting in 110%. In their mind, they are asking themselves some hard questions:

I know I can do it — in some ways I already am- but how much extra will I need to put in? I barely have enough “left in the tank “ now — will I be able to give even more?

And…the ongoing internal dilemma:

I want to make a difference but not at the expense of family or myself. Do I have to choose?

We are in the midst of a positive shift where work- life balance, mental health, and wellbeing are finally being taken into account. Unfortunately, the women leaders who paved the way were in a constant hustle wrought with trade off. Following the “do more and do it better than your predecessor “ expectation has left us with a high burnout rate and caused those with high self leadership capabilities (the ones who make exceptional leaders) to draw a line in the sand and say no, it’s not for me. The price is too high; I’m not willing to make the sacrifice.

To be effective, leadership cannot be a sacrifice.

When it open it up to resentment, toxic behavior soon follows and erodes the foundation.

Instead when you emphasize that time outside of work time is just as valuable as time at work, it translates into feeling valued. It shows you care about the person as much as the bottom line. As Adam Grant recently shared, “Healthy workplaces value well-being as much as high performance.”

Level set what is expected from a leader. Available 24/7 is not healthy or realistic. Make it known that you expect balance between work and home, and you can expect higher interest in leadership.

3 . Allow Individuality in Leadership

Similar to the “do more and do it better “ precedent, there is often an assumption that you must also lead the same way your predecessor did.

Wait, what? Why was there a need to change in the first place?

When these types of constraints are placed on any employee, but especially leaders or managers, they do more harm than good. The intention is likely to sustain momentum, but it comes at the cost of creativity and belief. Again, the price is too high.

As we encourage women to step into the role of leadership, we must allow for flexibility in the “how”. Allow them to sample different approaches. Allow them to adapt. Allow them to innovate.

Not only does this do wonders for the team in helping them to be seen, heard and valued, it builds confidence for the leader. As things begin to click, as the team finds its stride, as deliverables are met, she also sees (and proves to herself) she facilitated that. She sees that she is capable; that she belongs.

One of the biggest hurdles to overcome is self doubt. The easiest way to let it win is to be forced into being someone you are not. Any wins are not your own; they belong to who you tried to be. Any failures are your fault for not being authentic.

When you open the door for creativity, you also show your belief in their abilities. That same gift they will then bestow upon those they lead.

4 . Lead at Every Level

People who know they are supported expand their comfort zone. Investing in them and their growth gives them the tools they need to up skill and up level. This is true for junior staff to CEOs — success is tied to support.

Consider this — if you had more work, more responsibilities, higher stakes, added pressure making it feel as though it was all on you, and you had to figure it all out on your own….would you sign up for that? Would you stay?

Leading at every level is two fold:

First, what you put in you get out. If you put in the time and effort to support staff though personal growth, professional development, and a place/space to give and get support, you’ll see the benefits extend exponentially.

Not only does it give the skills and practice to implement leadership now, it gives time and space to practice where they are.

Eventually, you have a team of leaders leading every step of the way. Each ready and more willing to step into future leadership opportunities as they arise.

5 . Embrace Empathy and Compassion

The “old school” ways are ineffective in today’s workplace culture. Scare tactics and fear based motivations no longer have a place — and for good reason. Aside from the obvious stress and anxiety implications, the old ways induce a toxic bullying environment that just isn’t healthy or helpful for anyone.

Previously, empathy and compassion in the workplace were seen as weakness. In actuality, it shows you care. The best part? Caring is contagious. When people know you care, they care. When they care, they automatically go the extra mile when needed. All of it trickles down- leaders care and connect with staff, staff care and connect with each other as well as clients.

You spend almost as much time (or more) with the people you work with. Why not respect each other? Understanding where someone is coming from, whether or not you agree, puts you miles ahead for teamwork and collaboration. Having compassion for their situation and still holding true to standards and policies gives the balance you need for a solid, sturdy foundation.

In your opinion, what systemic changes are needed to facilitate more equitable access for women to leadership roles?

The perception around it needs to shift. It’s not just about # male vs # female leaders. It’s more than that. Absolutely, it’s about equality- but more than that, it’s about an equal opportunity to innovate, risk, fail and bounce back. Quite often, it is perceived as a numbers game which sends the wrong message. “HR says we need more women in leadership roles” alludes to it being a box to check rather than understanding the benefits to the business and teams when you have a balanced boardroom. The staff chatter immediately turns into “she doesn’t deserve it, she’s not qualified, she’s only in that role because we already had too many men.” Any woman hired or promoted under that premise, within that context will have an uphill battle ahead. You could say it sets them up for failure even before they start.

Leadership is influence, and influence is built upon trust.

To shift corporate culture, you must keep the trust. When people see the right person was placed in the role based on their unique strengths and abilities to create positive change for the good of the team and company, that’s when you’ll have buy in. That’s when the chatter becomes “Wow, she heard our concerns. She really understands what we need and is making it happen.”

At the same time, we need to allow the flexibility to stumble and get back up. Expecting perfection or demoting at the first sign of failure doesn’t show trust- rather the opposite. In the same way you don’t fire a new employee for their first mistake, we need to give leaders the chance to lead by example- to show that it’s ok to fail, so long as you fail forward. Allowing a leader to build trust by allowing them to be human reinforces the common ground between us all and builds connection within the organization.(not to mention showing others that the position is attainable for them as well, when they are ready).

What strategies have you found most effective in mentoring and supporting other women to pursue leadership positions?

Probably the most important one I’ve found is building self awareness and confidence. When you help someone truly see themselves, everything changes. When you shine a light on strengths they never noticed and watch them own their worth rather than hustle for it, everything else fades into the background or disappears entirely.

Second is being available as a sounding board and trusted advisor. Sometimes they need guidance, often they need a reminder that they know what to do, but mostly it’s the security of simply knowing someone is there if needed.

Beyond that I’d say it depends on the person- the strategy adapts to supports their strengths.

How would you advise a woman leader about how to navigate the challenges of being a woman in a leadership role within a male-dominated industry?

Uncomfortable moments will happen; keep your composure. Resist the urge to fight back and prove your point, prove that you’re competent and capable, and that you belong. Change is hard, and people unknowingly fight to keep to their old beliefs and cling to “the way it’s always been“ because it feels safer than the uncertainty that comes with change. When you remain steady, confident in your approach, and respectful of the process, you become the constant. You become the certainty.

At the same time, make time for yourself to process it too. Personally, journaling or confiding in someone trustworthy helped me navigate the rough patches; to know that their reaction isn’t about me but rather a resistance to change. The key is to take the lessons, leave the rest.

How do you balance the demand for authoritative leadership with the stereotypical expectations of female behavior in professional settings?

Personally, I approach this through respect, calm confidence and trust.

Explicitly stating what is acceptable and what is not as far as communication and behavior goes is key for setting the tone. Making sure everyone knows what is expected gives clear boundaries to work within and fosters a respectful environment for collaboration. Knowing who I am and what I bring to the table allows me to approach situations both confidently and calmly. This also means there are no hidden or unconscious agendas like seeking validation, proving your worth. The rapport I build with my teammates and clients is rooted in trust — especially trusting that everyone is coming to the table with the best intentions and everyone deserves the benefit of the doubt when mistakes or disagreements arise.

In my experience, working this way yields the same end result of decisions made and boundaries held- just with a softer approach focused on understanding vs power.

You are a person of great influence. If you could inspire a movement that would bring the most amount of good for the greatest number of people, what would that be? You never know what your idea can trigger.

I’ve actually put a lot of thought into this and am in the beginning stages of sparking a movement around Redesigning Possible. It encapsulates the idea that, regardless of how stuck or overwhelmed life may feel, there’s always the potential for redesigning and reshaping it. It’s about moving away from resigning ourselves to the challenges and limitations, and instead, embracing the belief that positive change is not only possible but within our control. As individuals step up and into their greatness, it creates a ripple effect of positive impact on those around them- family, friends, teams, organizations, educators- the possibilities are endless.

How can our readers further follow your work online?

Website: www.redesigningpossible.com

Linked In: www.linkedin.com/in/trish-collyer

Facebook: https://www.facebook.com/trish.cartercollyer

FB Page:

Redesigning Possible- https://www.facebook.com/profile.php?id=61559554745103

Wellness With Trish- https://www.facebook.com/WellnessWithTrish

Thank you for these fantastic insights. We greatly appreciate the time you spent on this.

About The Interviewer: Vanessa Ogle is a mom, entrepreneur, inventor, writer, and singer/songwriter. Vanessa’s talent in building world-class leadership teams focused on diversity, a culture of service, and innovation through inclusion allowed her to be one of the most acclaimed Latina CEO’s in the last 30 years. She collaborated with the world’s leading technology and content companies such as Netflix, Amazon, HBO, and Broadcom to bring innovative solutions to travelers and hotels around the world. Vanessa is the lead inventor on 120+ U.S. Patents. Accolades include: FAST 100, Entrepreneur 360 Best Companies, Inc. 500 and then another six times on the Inc. 5000. Vanessa was personally honored with Inc. 100 Female Founder’s Award, Ernst and Young’s Entrepreneur of the Year Award, and Enterprising Women of the Year among others. Vanessa now spends her time sharing stories to inspire and give hope through articles, speaking engagements and music. In her spare time she writes and plays music in the Amazon best selling new band HigherHill, teaches surfing clinics, trains dogs, and cheers on her children.

Please connect with Vanessa here on linkedin and subscribe to her newsletter Unplugged as well as follow her on Substack, Instagram, Facebook, and X and of course on her website VanessaOgle.

--

--

Authority Magazine
Authority Magazine

Published in Authority Magazine

In-depth Interviews with Authorities in Business, Pop Culture, Wellness, Social Impact, and Tech. We use interviews to draw out stories that are both empowering and actionable.

Vanessa Ogle
Vanessa Ogle

Written by Vanessa Ogle

Vanessa is a writer, entrepreneur, inventor, and songwriter. She is the founder of Enseo, Catapult Technologies, Higher Hill Studios and Higher Hill Travel.

No responses yet