『Career Growth Strategies for Women: Glass Ceiling, Smashed』のカバーアート

Career Growth Strategies for Women: Glass Ceiling, Smashed

Career Growth Strategies for Women: Glass Ceiling, Smashed

著者： Lauren Erbicella Career & Leadership Skills Coach Small Business Consultant
無料で聴く

Glass Ceiling, Smashed covers variety of topics related to business, communication skills, leadership development, career growth, and more!


This podcast is geared toward (though not specific to!) women wanting to climb the corporate ladder, improve their work/life balance, and become successful and respected leaders in their field.


This podcast also talks about sales strategies, process optimization and streamlining, and topics related to small and micro business owners and entrepreneurs.


Designed to educate and elevate, Glass Ceiling, Smashed puts a blunt, yet informational and supportive spin on all topics related to professional life.


Our host, Lauren Erbicella, is the founder of Windrose Coaching and Consulting. She focuses her services on 1:1 coaching related to career and leadership skills development. The consulting side of her business focuses on small/micro businesses and the joys, challenges, and experiences of those business owners and employees. Lauren holds a B.A. in Organizational Development and Leadership from Widener University, as well as an M.A. in Organizational Leadership from Gonzaga University. Lauren enjoyed over 20 years of professional experience in legal, tech, finance, and sales before deciding to take her expertise and channel it into helping others grow.


If you're a woman (or man, any other gender!) who wants to be respected, carry yourself with confidence, and lead yourself and others toward a more fulfilling career and life, you've found the place for you. Whether you're an experienced professional or a new college grad, I guarantee you'll learn something.


Everyone is welcome here, so let's go smash that glass ceiling together.


____________________________


This podcast is for you if you find yourself asking questions such as:


How do I ask for a promotion?

Why do high-performers fail to get promoted?

How do I ask for a raise?

How do I communicate better, more clearly, or more effectively?

How do I bridge the gender gap at work?

Do women make better leaders?

How can I be a better manager?

How do I get more respect at work?

What is strategy?

How do I become better at sales and establishing relationships?

What stats do I need to pay attention to to measure business growth?

What are the best leadership styles?

How can I simplify my business processes?

How do I give good feedback?

How can I change careers?

What skills do I need to become a leader?

How can I develop my employees?

How can I influence my coworkers when I'm not their boss?

What is the difference between management and leadership?


...and many more!


**If you have a request for a specific topic, please reach out at glassceilingsmashedpod@gmail.com**


____________________________


Glass Ceiling, Smashed is brought to you by Windrose Coaching and Consulting LLC. WRCC provides individual 1:1 career and leadership skills development coaching, as well as consulting services for small and micro businesses.


Visit our website (www.windrosecoachingandconsulting) to learn more about our services and pricing.


© 2026 Career Growth Strategies for Women: Glass Ceiling, Smashed マネジメント マネジメント・リーダーシップ 個人的成功 出世 就職活動 経済学 自己啓発
エピソード
  • 9 - Stop Talking About $10K Months and Start Talking About Growth Rates

    9 - Stop Talking About $10K Months and Start Talking About Growth Rates
    2026/09/01

    If you spend any time on social media, I’m sure you’ve seen someone bragging about having s $10K business month. And if your business’s month looked nothing like that, might have felt a twinge of comparison, or even worse, defeat. This episode makes the case that a dollar amount with no context is pretty much meaningless, and walks you through what to track instead: month-over-month growth, year-over-year growth, percentage change, and revenue per hour.

    Using a side-by-side example (a $10K month that's actually a 50% decline, versus a $3K month that's actually a 200% increase), this episode provides a simple formula for calculating your own growth rate, and shows you how to reframe your accomplishments from raw dollar amounts to data points and percentages on a resume or in an interview.

    Plus, we’ll take a look at why that reframe (stating your impact as a growth rate instead of a dollar figure), is a useful, low-effort tool for women to employ, given what research says about the cost women face for self-promotion that men largely don't.

    ___________________________

    Growth Rate Formula (mentioned in this episode):

    (Current Period – Previous Period) ÷ Previous Period × 100 = Growth Rate %

    Example: A $3,000 month after a $1,000 baseline month: ($3,000 – $1,000) ÷ $1,000 × 100 = 200% growth.

    Example: A $10,000 month after a $20,000 baseline month: ($10,000 – $20,000) ÷ $20,000 × 100 = –50% (a decline).

    ___________________________

    Sources Cited in This Episode:

    Moss-Racusin, C.A., & Rudman, L.A. (2010). Disruptions in women's self-promotion: The backlash avoidance model. Psychology of Women Quarterly, 34(2), pp. 186–202.

    ___________________________

    Help us continue to create content through our SUPPORT link. No amount is too small!

    ___________________________

    If the information contained in this episode gave you something to think about, Windrose Coaching and Consulting offers career and leadership skills mentoring and coaching to individuals seeking self-improvement. We also offer consulting services for small and micro businesses. To learn more about how we work, see our Services page.

    Not ready to jump into services just yet? Start with our downloadable guide Communicate with Confidence: 8 Tips to Enhance Your Communication Skills and Increase Your Credibility.

    AND NOW AVAILABLE!!! The Annual Review Companion 2027

    The Annual Review Companion 2027 is your guide to tracking your yearly progress so you can show up to your next annual review with alllllllll the receipts. Get yourself that raise and that promotion you deserve!

    Find it in our store: https://glassceilingsmashedpod.myshopify.com/products/2027-annual-review-companion-spiral-bound

    Follow us on socials:

    Instagram: @windrosecoachingandconsulting

    Threads: @windrosecoachingandconsulting

    TikTok: https://www.tiktok.com/@glassceilingsmashedpod

    For business inquiries: GlassCeilingSmashedPod@gmail.com

    Send us Fan Mail

    Support the show
    続きを読む 一部表示
    14 分
  • 8 – Women are Underpaid and Underpromoted: Let’s Do Something About It

    8 – Women are Underpaid and Underpromoted: Let’s Do Something About It
    2026/08/25
    Women are still paid less, promoted less, and chosen less often for roles that “matter.” In this episode, I’ll talk about exactly how much less women are paid, promoted, and chosen, using the most current data available, and we need to pay attention to it because right now it is NOT moving in our favor.First, I’ll talk about the pay gap. What is the data? Why do different sources report different figures? And why, after two decades of the pay gap holding fairly steady, has it started widening again?Second, I'll address what happens when women and men perform equally well but get evaluated differently when it comes to raises, bonuses, and promotions. There’s some lovely (sarcastic usage here) research that shows that organizations that explicitly call themselves “meritocracies” actually show more bias in favor of men instead of keeping things on an even evaluation field.From there, I get into the hiring issue: when a man and a woman are equally qualified candidates for the same role, who gets chosen? Surprisingly, the answer to this question is more context and industry dependent than you might think. There are actually some newer studies that show bias in favor of women in some settings. This is a complicated topic.Then, I’ll touch on the promotion gap: the “broken rung,” as McKinsey called it, of the corporate ladder.. The broken rung is the first and biggest step where women start to fall behind men on the path to leadership.Next, I’ll talk about why this all happens. Is it because women don't advocate for themselves as strongly as men do? The research on this topic is both surprising and disappointing, and it's more nuanced than “women just need to ask for raises more often” which you'll hear about as I address what happens to women specifically when they do ask for a raise or promotion.Finally, I’ll close out with two dedicated segments: 1) what women can do to make themselves more visible and eligible for the raises and promotions they've earned, and 2) what male colleagues and managers can do to help elevate the women around them, because unfortunately, this isn't a problem women can solve by themselves.This episode of chock full of info. Give yourself some time to digest it, maybe give it a second or third listen, if needed, and then get out there and take action!________________________Sources Cited in This EpisodeU.S. Census Bureau. (2025). 2025 Current Population Survey Annual Social and Economic Supplement.Pew Research Center. (2025, March 4). Gender pay gap in U.S. has narrowed slightly over 2 decades.Castilla, E.J., & Benard, S. (2010). The paradox of meritocracy in organizations. Administrative Science Quarterly, 55(4), 543–576.Bygren, M., Erlandsson, A., & Gähler, M. (2025). The when and whereabouts of gender hiring discrimination. SAGE Open, 15(2).Moss-Racusin, C.A., Dovidio, J.F., Brescoll, V.L., Graham, M.J., & Handelsman, J. (2012). Science faculty's subtle gender biases favor male students. Proceedings of the National Academy of Sciences, 109(41), 16474–16479.Erlandsson, A., Bygren, M., & Gähler, M. (2023). Is there a rating bias of job candidates based on gender and parenthood? A laboratory experiment on hiring for an accounting job. Acta Sociologica, 67(3), 371–386.McKinsey & Company and LeanIn.Org. (2025). Women in the Workplace 2025.Fortune. (2026, June 3). Women run a record 11% of Fortune 500 companies in 2026—but the gain came in a year of high-profile exits.Artz, B., Goodall, A.H., & Oswald, A.J. (2018). Do women ask? Industrial Relations, 57(4), 611–636.Bowles, H.R., Babcock, L., & Lai, L. (2007). Social incentives for gender differences in the propensity to initiate negotiations: Sometimes it does hurt to ask. Organizational Behavior and Human Decision Processes, 103(1), 84–103.Additional Resources Used to Write This EpisodeFortune coverage of the 2025 and 2026 Fortune 500 female CEO count and trend (fortune.com).General reporting on the McKinsey/LeanIn.Org “broken rung” concept and 2025 findings from LeanIn.org.________________________If the information contained in this episode gave you something to think about, Windrose Coaching and Consulting offers career and leadership skills mentoring and coaching to individuals seeking self-improvement. We also offer consulting services for small and micro businesses. To learn more about how we work, see our Services page. Not ready to jump into services just yet? Start with our downloadable guide Communicate with Confidence: 8 Tips to Enhance Your Communication Skills and Increase Your Credibility. AND NOW AVAILABLE!!! The Annual Review Companion 2027The Annual Review Companion 2027 is your guide to tracking your yearly progress so you can show up to your next annual review with alllllllll the receipts. Get yourself that raise and that promotion you deserve!Find it in our store: https://glassceilingsmashedpod.myshopify.com/products/2027-annual-review-companion-spiral-boundFollow us...
    続きを読む 一部表示
    23 分
  • 7 - Decision Rights, not Decision Fights

    7 - Decision Rights, not Decision Fights
    2026/08/18
    Have you ever been in a meeting where you were supposed to make a decision, but a group consensus was impossible, so the meeting just ended up being a total waste of time because no decision was actually made? Surprisingly, that's not indicative of a communication problem. It's actually considered a decision-rights problem. Luckily, it's also something that can be fairly easily fixed if people just follow the rules.In this episode, I get into a July 2026 Harvard Business Review study, “What Companies Get Wrong About Decision Rights,” by Lindy Greer, Jennifer Jordan, and Maxim Sytch, which covers the four most common ways companies get decision-making wrong.Before getting to the four mistakes, I start by comparing the three frameworks companies actually use to try to fix this, and when each one is the better fit:• RACI (Responsible, Accountable, Consulted, Informed): best for complex, cross-functional work where a lot of people need visibility into the outcome.• RAPID (Recommend, Agree, Perform, Input, Decide): best for major, infrequent, org-wide decisions that keep stalling at a specific bottleneck in the chain of command.• DARE (Decide, Advise, Recommend, Execute): best for fast, high-stakes situations where speed and a clear decider matter more than broad buy-in.Here are the four mistakes companies make with these frameworks, no matter which one they use:1. Assigning roles before the actual goal is clear.2. Treating decision rights as a static spreadsheet handed down from a single leader instead of something the team builds together.3. Not agreeing on what each role actually means in practice.4. Letting people repeatedly act in the same role regardless of what the specific decision calls for.I also share four ways to overcome these issues so that everyone can start on the same page:1. Cocreate roles instead of dictating them.2. Write out what each role looks like in actual behavior, not just in title.3. Revisit roles regularly instead of treating them as one-and-done.4. Redesign meetings around the roles you've assigned, with real time budgets for framing, debate, and the actual call.Finally, I address how collaborative and participative decision-making (the kind more often associated with women leaders) fits into all of this, both in positive and negative ways.___________________________Sources Cited in This Episode:Greer, L., Jordan, J., & Sytch, M. (2026, July–August). What companies get wrong about decision rights. Harvard Business Review.Rogers, P., & Blenko, M.W. (2006, January). Who has the D? How clear decision roles enhance organizational performance. Harvard Business Review, 84(1), 52–61.Eagly, A.H., & Johnson, B.T. (1990). Gender and leadership style: A meta-analysis. Psychological Bulletin, 108(2), 233–256.Paustian-Underdahl, S.C., Smith Sockbeson, C.E., Hall, A.V., & Halliday, C.S. (2024). Gender and evaluations of leadership behaviors: A meta-analytic review of 50 years of research. The Leadership Quarterly, 35, Article 101822. https://doi.org/10.1016/j.leaqua.2024.101822Additional Resources Used to Write This Episode:General industry and consulting sources on the DARE decision-making framework.___________________________If the information contained in this episode gave you something to think about, Windrose Coaching and Consulting offers career and leadership skills mentoring and coaching to individuals seeking self-improvement. We also offer consulting services for small and micro businesses. To learn more about how we work, see our Services page. Not ready to jump into services just yet? Start with our downloadable guide Communicate with Confidence: 8 Tips to Enhance Your Communication Skills and Increase Your Credibility. AND NOW AVAILABLE!!! The Annual Review Companion 2027The Annual Review Companion 2027 is your guide to tracking your yearly progress so you can show up to your next annual review with alllllllll the receipts. Get yourself that raise and that promotion you deserve!Find it in our store: https://glassceilingsmashedpod.myshopify.com/products/2027-annual-review-companion-spiral-boundFollow us on socials:Instagram: @windrosecoachingandconsultingThreads: @windrosecoachingandconsultingFor business inquiries: GlassCeilingSmashedPod@gmail.comSend us Fan Mail
    続きを読む 一部表示
    28 分
adbl_web_anon_alc_button_suppression_t1
まだレビューはありません