One of the first things I usually find myself working with my clients on, is setting and maintaining boundaries, because without boundaries, the people-pleasing, guilt, frustration and stress continues to grow, and we know that these things can lead to burnout.

POWER-FULL Boundaries are a promise to yourself and others where you clearly state what you will do, and won’t do, in a given situation.  The purpose of setting POWER-FULL Boundaries is to set reasonable limits, protect your energy, your sanity and your time, so that you feel more calm, more in control and much more stress-LESS.  POWER-FULL boundaries help you to become rich in time, energy, calm, and joy, BUT, you have to actually maintain them and enforce them in order for them to work!

Many of the clients that I work with say they struggle with implementing boundaries because they hate saying no to people, the trouble is, you’re already saying no, to yourself, ALL. OF. THE. TIME.

Many clients also assume that boundaries ar...

I’ve been getting a number of messages from women saying that the more senior they are becoming in their careers, the more they are starting to feel like an imposter. 

I can relate to this. 

When I got my seat at the table, that was when I really started to feel for the first time that I don’t belong. I started to doubt my abilities and whether I was good enough to be there. 

Much like the Spiderman quote ‘with great power, comes great responsibility’. 

It felt like that responsibility was too much to bear. It didn’t just feel like I had a responsibility for the role and in the organisation, it also felt like I had a responsibility for women, women my age (I was 30) and for young working mums (my sons were 10). I’d never had those feelings before, until I got that seat at the table. 

If we don’t tackle this feeling, we reach burnout. That’s where I got to. 

I didn’t have a big community of people around me. I had great friends, but none were at the level I was at. I didn’t have a...

As we know core-led women do 3 things:

They know who they are deeply at the core

They set and maintain boundaries 

They take time for themselves 

In doing these 3 things they are empowered individuals and they empower those around them. Core-led women role model empowerment for themselves and others. In doing this we can change the world and the world of work. 

I am committed and passionate about creating a core-led woman revolution, where we will be ditching frameworks and coming out as our true core-led selves. 

I sat down at the weekend to do my annual reflections and my goal setting for next year. I feel really excited about everything I want to achieve over the next 12 months. But I also noticed that my confidence levels have increased and I have a lot less feeling of fear and apprehension. So I thought, does that mean my goals aren’t big enough? But I know from my core that these goals feel right. 

Back in 2014 when I was 33 I attended a women in leadership event and met s...

I’m reflecting over the last 3 weeks that I took off. I do deep reflections at the beginning of every calendar year, then again around March, then September and I look at goals, what I’m doing, how I’m feeling, what I’m learning, where I want to be. But these last 3 weeks I’ve had some unexpected lessons. 

Let’s rewind to just over 3 weeks ago; I was looking forward to some downtime. I was thinking about taking time off social media and was in need of a digital detox. That was confirmed whilst I was scrolling through LinkedIn and seeing what only can be described as vileness. If you’re on LinkedIn I doubt you would have missed it, but there was this whole thing of the crying CEO. 

The CEO of HyperSocial posted a selfie of himself crying, talking about how he had to let some of his team go. I’d seen the original post and personally I wouldn’t have gone for the crying selfie, but actually what I took from it was that he had to make a very hard decision. This was because back in Februar...

When we hear about the Great Resignation and Quietly Quitting, we seem to think of our people as disengaged, unhappy or no longer committed to their roles, but, what if this is exactly the balance that we’ve been needing to create in the workplace for a long time?

When I first started my career, I worked my contracted hours. I worked in retail and I was either working when the store was open, or my contracted hours. I didn’t have a laptop or mobile phone to allow me to work from home, I worked at work. And when I wasn’t at work, I wasn’t working.

As my career developed I started to work additional (unpaid) hours, staying for longer in the workplace, but even then, when I left the workplace, I was no longer working.

I changed sector, worked in growing organisations and only in 2011 was I issued a work laptop and phone. Between 2006 and 2011, although I’d asked for the tech to allow me to work from anywhere at anytime, it wasn’t granted. The CEO was set on the fact that you worked whi...