http://www.sherylkline.com/blog

My young memories of the holidays were a little tricky and not always as joyous as I imagined they were for everyone else.

If that’s you during this holiday season, I’m sending big hugs and deep gratitude for being a part of the Fearless Female Leadership family.

If you’re relaxing and enjoying family and friends, I’m also sending the same to you, and I truly believe that time is the absolute best gift of all!

Without you, there would be no Fearless Female Leadership community. As we approach 10 years of this work (speaking from stages, coaching incredible female executives and their teams, and now leading peer advisory masterminds) I’m in awe of the compounded impact that you all have had!

Thank you for showing up.

Thank you for speaking up.

Thank you for leading with courage, heart, and impact… often in rooms that ask more of you than they should.

I also want to share a few milestones I’m celebrating with The Zone Lab. We’ve formed new partnerships with Women in Securitization, Women in Product, and we renewed our partnership with Athena Alliance. All are organizations deeply aligned with advancing women in leadership.

One highlight I’m especially excited about: I’ll be leading a Rising Stars peer advisory cohort with Women in Securitization. It’s a powerhouse group of 12 high-potential female leaders on the fast track to executive roles. We’ll be working together in a hybrid format… meeting in person at their conference in February, gathering virtually throughout the year, and culminating with an in-person mastermind celebration in New York City next December. I couldn’t be more energized by this work.

On a personal note, there have been some meaningful moments at home too. My son Dan just turned 30 (which feels impossible), and I couldn’t be prouder of him (or of his siblings, Ryan and Megan.) My husband Scott also had a big birthday (I’ll just say it’s double Dan’s 😉).

And while my heart is a little heavy, my daughter Megan is moving from San Diego back to San Francisco. Sad for me, exciting for her, and I know she’s where she’s meant to be. As of this writing, she’s deep in final rounds of interviews for Salesforce, Baseten, and a couple others. Fingers crossed!

As we head into the holidays, please know this: I am deeply grateful for you and for the leadership you bring into the world.

Wishing you and your family health, happiness, and joy this season.

Happiest Holidays and cheering you on always,
- Sheryl

http://www.sherylkline.com/blog

Have you ever felt like a peer was quietly (or not so quietly) blocking your influence with leadership?

If so, you’re definitely not alone. And when it happens, it’s not just frustrating… it’s costly. Costly to your confidence, your credibility, your career momentum, and the business itself.

What makes it even harder is that this behavior is often driven by fear-based leadership or narcissistic tendencies. When someone feels threatened, they may try to limit your visibility, exclude you from conversations, or position themselves as the gatekeeper to leadership.

It is not a reflection of your capability or value.

Why This Matters So Much

When a peer blocks your access to leadership:

• Your ideas don’t get heard
• Your impact gets diluted
• Key relationships don’t form
• The organization loses out on your expertise

The good news is there’s a proven process to address it.

Imagine for a moment if that same peer became someone who supported your ideas, amplified your voice, and saw your presence as a win for them (not a threat.)

That shift is possible.

Here’s How:

1. Develop Strategic Empathy (Your Mental Preparation)

Before engaging with a difficult peer, most people are already frustrated—and understandably so. But going into a conversation with that emotional charge puts you behind the starting line. Why? Because those emotions will likely come out in your tone, body language, and gestures.

Instead, I recommend developing what I call strategic empathy, rooted in an ECO Mindset:

• “E”mpathy – What pressures are they under? What might they be afraid of?
• “C”uriosity – What do they perceive as a win? What do they need to feel protected?
• “O”ptimism – How do you want this interaction to turn out?

This isn’t about excusing poor behavior or being naïve. It’s about showing up with confidence and compassion, rather than frustration… which rarely gets us where we want to go.

Your tone matters more than you think.

2. Practice Gratitude

This may sound counterintuitive, but stay with me.

Instead of resenting the challenge, try saying (even silently): “Thank you for the challenge to grow my influence.”

Gratitude brings perspective.

Perspective brings calm.

And calm leadership is incredibly persuasive.

If nothing else, it brings a little levity to a heavy situation, and that alone can change the energy of how you show up.

3. Learn, Then Plan (Especially If You’ve Been Excluded)

I’ve recently seen several clients purposefully excluded from meetings both in-person and virtual. And while that never feels good, it’s important not to judge the situation, but to observe and learn from it.

Ask yourself:

• Why was it important for me to be in that room?
• Why might they have chosen not to include me?
• What relationships or perceptions were at play?

From there, you create a plan (or what I often call a mini campaign) to ensure next time is different.

That might include:

• Proactively building the relationship with that peer
• Making your value to the meeting visible before it happens
• Helping them see that your presence actually benefits them

When someone believes it’s good for them that you’re in the room, the dynamic changes completely.

You Can Reclaim Your Influence

If a peer has ever caused you to lose visibility, impact, or influence with leadership, please know this:

• It’s a real challenge.
• And there is a proven process to move through it.
• Develop strategic empathy.
• Lead with confidence and compassion.

http://www.sherylkline.com/blog

If you’ve ever walked out of a meeting thinking, “That was a lost opportunity… I could’ve been more prepared,” please know you are not alone. It happens to even the most capable, high-performing leaders. And yet, those small windows of time (whether it’s a 15-minute 1:1 or a brief hallway conversation with a senior leader) are often the moments that matter most.

They’re the moments that shape your influence, your visibility, and the confidence others have in your leadership.

I’ve been there myself. It’s frustrating, and it can sting. But I want to make sure it doesn’t continue happening to you.

There is a proven way to walk into these interactions feeling grounded, clear, and ready. Both you and the person you’re meeting with can walk away feeling energized, aligned, and confident.

And it starts before you ever say a word.

Start by Putting on Their Goggles

When we prepare for an important meeting (especially one with an executive) we often feel pressure to talk fast, showcase our wins, and prove our value. That’s normal. But it’s not the most effective way to lead the conversation.

Before you jump into your updates, accomplishments, or ideas, you need to create what I call the runway.

That runway begins with the other person’s world, not yours.

Ask yourself:

What pressure are they under right now?
Who is putting expectations on them?
What’s keeping them up at night?
What might they be worried about as we head into this next quarter?

This is not about being perfect or reading their mind. The beautiful thing is, it’s okay if your assumption isn’t exactly right. What matters is that you are showing genuine awareness and care.

This immediately lowers defensiveness, increases trust, and sets the tone for a productive interaction.

How to Start the Conversation Strong

After the basic pleasantries, you might say something like:

“It seems like there’s a lot of pressure right now to accelerate growth in Q1, and I can imagine that’s creating a lot of urgency.”

That simple sentence does three powerful things:

It acknowledges their reality.
It validates the pressure they’re carrying.
It signals that you’re thinking beyond your own priorities.

From there, one of two things will happen:

1. You’re spot-on.

They’ll say, “Yes, exactly,” and then give you more context.

2. You’re slightly off.

They’ll say, “That’s important, but what’s really stressing me right now is…”

Either way you win, because you gain insight you didn’t have before. And insight is influence.

More importantly, you’ve already built trust in the very first moments of the conversation. And trust is the foundation of impact, visibility, and upward momentum in any organization.

This Is Just Step One

If you struggle to feel fully prepared for short but important meetings, this is your starting point: Lead with empathy. Lead with awareness. Lead with their world first.

Next time, we’ll talk about how to structure your message in a concise, clear, and influence-building way, so you get the biggest return on even the shortest interactions.

If I can support you or your team in any way, I’m here for you.

And if you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl.

http://www.sherylkline.com/blog

If you’ve ever walked out of a meeting thinking, “That was a lost opportunity… I could’ve been more prepared,” please know you are not alone. It happens to even the most capable, high-performing leaders. And yet, those small windows of time (whether it’s a 15-minute 1:1 or a brief hallway conversation with a senior leader) are often the moments that matter most.

They’re the moments that shape your influence, your visibility, and the confidence others have in your leadership.

I’ve been there myself. It’s frustrating, and it can sting. But I want to make sure it doesn’t continue happening to you.

There is a proven way to walk into these interactions feeling grounded, clear, and ready. Both you and the person you’re meeting with can walk away feeling energized, aligned, and confident.

And it starts before you ever say a word.

Start by Putting on Their Goggles

When we prepare for an important meeting (especially one with an executive) we often feel pressure to talk fast, showcase our wins, and prove our value. That’s normal. But it’s not the most effective way to lead the conversation.

Before you jump into your updates, accomplishments, or ideas, you need to create what I call the runway.

That runway begins with the other person’s world, not yours.

Ask yourself:

• What pressure are they under right now?
• Who is putting expectations on them?
• What’s keeping them up at night?
• What might they be worried about as we head into this next quarter?

This is not about being perfect or reading their mind. The beautiful thing is, it’s okay if your assumption isn’t exactly right. What matters is that you are showing genuine awareness and care.

This immediately lowers defensiveness, increases trust, and sets the tone for a productive interaction.

How to Start the Conversation Strong

After the basic pleasantries, you might say something like:

“It seems like there’s a lot of pressure right now to accelerate growth in Q1, and I can imagine that’s creating a lot of urgency.”

That simple sentence does three powerful things:

• It acknowledges their reality.
• It validates the pressure they’re carrying.
• It signals that you’re thinking beyond your own priorities.

From there, one of two things will happen:

1. You’re spot-on.

They’ll say, “Yes, exactly,” and then give you more context.

2. You’re slightly off.

They’ll say, “That’s important, but what’s really stressing me right now is…”

Either way you win, because you gain insight you didn’t have before. And insight is influence.

More importantly, you’ve already built trust in the very first moments of the conversation. And trust is the foundation of impact, visibility, and upward momentum in any organization.

This Is Just Step One

If you struggle to feel fully prepared for short but important meetings, this is your starting point: Lead with empathy. Lead with awareness. Lead with their world first.

Next time, we’ll talk about how to structure your message in a concise, clear, and influence-building way, so you get the biggest return on even the shortest interactions.

If I can support you or your team in any way, I’m here for you.

And if you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

I am deeply and genuinely grateful for you. Without you, there would be no Fearless Female Leader community, no cohorts showing up with courage, no 1:1 clients pushing boundaries in boardrooms and beyond, and no powerful voices rising on stages and in conversations that matter. You’ve made an impact this year (in big and small ways) and I want you to know how much I see you, appreciate you, and cheer you on.

This year hasn’t been easy. There have been challenges, change, and moments that asked for more courage than comfort. And still, you showed up. You spoke up. You shook up old patterns and stepped into rooms and roles that stretched you. If you felt imposter syndrome along the way, remember this: feeling this is a sign of bravery and courage! It means you raised your hand for something meaningful… something that required growth. That takes grit, heart, and leadership of the highest kind.

I hope you’ll pause to feel grateful not just for family, friends, food, and warmth… but also for yourself. We can be so hard on ourselves, especially as women. Please take a moment to honor all that you’ve accomplished so far and how you’ve showed up for others.

And from my family to yours, I wish you a happy and healthy Thanksgiving.

Cheering you on always.
- Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the honor of talking with Sarah Lloyd Favaro, Senior Solutions Director, Office of Responsible AI and Governance at HCLTech, about one of the most urgent and misunderstood leadership topics today: how leaders can mitigate AI bias for women.

Sarah’s career has always lived at the intersection of technology and learning. Long before generative AI swept into the mainstream, she was exploring how tech could enhance human capability (not replace it.) But with the rapid rise of AI tools, Sarah doubled down on understanding how these systems work, why bias appears, and how leaders can prepare their organizations for a future where AI is woven into every workflow.

What makes Sarah’s perspective so powerful is her blended expertise: she understands both the practical magic of AI and the very real risks. She believes strongly that if organizations benefit from AI’s productivity and innovation, they must also ensure equitable, responsible, human-centered usage.

She emphasizes the critical role leaders play in upskilling their workforce… especially women, who are statistically underrepresented in AI fields. According to Sarah, equitable access to education and tools is non-negotiable if companies want to avoid widening gender and societal gaps.

Sarah also demystifies what many call the AI “black box.” She explains that becoming confident with AI doesn’t require being an engineer. Instead, it requires learning how to communicate with AI systems, think critically about outputs, and understand where bias may creep in.

Her message is both empowering and practical: AI is here to stay. And with the right awareness, skills, and strategies, women and leaders can shape a future where AI is an equalizer (not a divider.)

🔑 10 Key Takeaways from the Interview with Sarah Lloyd Favaro:

• 0:01:18 – Sarah has always been drawn to the intersection of learning and technology; AI naturally became part of her professional evolution.
• 0:04:31 – AI tools often use biased data, meaning biased outcomes can disproportionately affect women and marginalized groups.
• 0:05:00 – Leaders play a critical role in equitable access: upskilling the entire workforce is essential as jobs rapidly change.
• 0:06:10 – Women remain underrepresented in AI; ensuring they don’t fall behind in adopting new tools is crucial.
• 0:07:29 – Mid-sized and smaller companies may lack AI resources, but they still need a point leader and a diverse AI decision-making team.
• 0:08:42 – One of the most important first steps in upskilling is learning how AI communicates, and how you communicate with it.
• 0:10:59 – Building a simple no-code chatbot can demystify AI and strip away fear of the “black box.”
• 0:12:30 – Communication is becoming one of the most valuable skills in AI-enabled work environments.
• 0:13:48 – Start by experimenting with accessible tools like ChatGPT, Claude, Gemini, Copilot, or Llama to build comfort and understanding.
• 0:16:04 – Always review AI outputs with a critical lens; AI can hallucinate, amplify bias, and generate inaccurate or stereotypical results (e.g., CEOs portrayed only as men).

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the honor of speaking with Melanie Moore, the Inclusion and Engagement Leader at Honeywell, about “Building Inclusive Cultures That Drive Global Impact.”

Melanie’s journey into leadership wasn’t planned... it was discovered. A marketing major by degree, she was “accidentally” placed into a human resources internship, and that unexpected detour sparked a 30-year passion for people. From recruiting talent to fostering belonging across continents, Melanie has built her career on one guiding principle: say yes, try new things, and see where they lead.

Now leading Honeywell’s global Inclusion and Engagement efforts, Melanie has been traveling the world (from the U.S. to India, China, and Europe) hosting regional inclusion summits designed to meet people where they are. Rather than a “one-size-fits-all” approach, each summit was uniquely tailored to the challenges and cultures of its region. The response? Overwhelming gratitude and renewed engagement.

Melanie believes that inclusion is not a “soft skill.” It’s a business imperative tied directly to innovation, productivity, and ROI. True inclusion extends beyond race and gender; it touches well-being, psychological safety, and human connection. When people feel seen, valued, and safe, they perform better, and organizations thrive.

Her advice for leaders and employees alike is simple but profound: start small, stay curious, get involved, and build bridges across differences. Whether joining employee networks, learning from others, or meeting one new person each week, inclusion begins with action.

Thank you Melanie for a summary of your whirlwind global inclusion tour that impacted so many at Honeywell!

🔑 Key Takeaways

0:01:03 – Melanie’s HR career began by accident, but curiosity and openness turned it into a 30-year passion.
0:03:44 – “Just go for it” is her mantra for anyone afraid to make a career pivot or try something new.
0:05:37 – Honeywell’s inclusion summits were held across four global regions, each customized to meet local needs.
0:08:25 – Simply showing up communicates “I care.” Global presence builds trust and connection before a word is spoken.
0:10:26 – Inclusion goes beyond gender and race as it includes well-being, psychological safety, and engagement.
0:12:47 – ROI can be seen in engagement surveys and productivity gains. When people feel safe, innovation flourishes.
0:14:14 – Start small; you don’t need to “boil the ocean” to make meaningful progress.
0:17:03 – Inclusion builds kinship where shared understanding strengthens teams and drives excellence.
0:22:06 – Employees can increase belonging immediately by joining networks (especially those different from themselves).
0:25:33 – “There’s always something to learn” Seek out people with different skills or perspectives and build relationships daily.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Thomas, Senior Vice President and Chief Human Resource Officer at OneAmerica Financial, about the power of fear and how leaning into discomfort has shaped her extraordinary leadership journey. Kim shared her personal story of growing up with instability at home, which inspired her from a very young age to take control of her future. That determination carried her through college, career uncertainty, leadership challenges, and even personal transitions such as divorce, always guided by her decision to choose courage over comfort.

Kim emphasized that real growth often happens at the edge of fear, and that by saying “yes” to opportunities—even those that seem intimidating—we develop the skills and confidence needed for long-term success. She also highlighted the importance of writing out a personal and professional vision, staying grounded in values, and taking consistent quiet time to reflect and recalibrate. Her journey illustrates how facing fear not only unlocks personal breakthroughs but also creates a ripple effect of inspiration and empowerment for others.

10 Key Takeaways from the Interview with Kim Thomas:

1. 0:01:37 – Childhood decision to create a different future: At age seven, Kim chose not to repeat her parents’ struggles and committed herself to education and self-reliance.
2. 0:03:29 – Building resilience through discomfort: She intentionally sought out challenging environments—new programs, internships, and diverse groups—to grow and adapt.
3. 0:05:44 – Choosing faith mindset over doubt: Despite financial barriers and subtle discouragement, she refused to internalize limiting beliefs, staying focused on her long-term goals.
4. 0:09:04 – Living at the edge of fear: Kim believes growth and transformation happen when we step into fear, whether personally or professionally.
5. 0:11:14 – Courage in leadership: Initially afraid of “ruining someone’s life” as a leader, she reframed fear into an opportunity to positively impact others—and discovered her passion for leadership.
6. 0:12:03 – Asking “why not?” instead of “no”: A mentor encouraged her to challenge instinctive refusals, opening doors to new experiences like hiking, zip-lining, and eventually learning to swim.
7. 0:14:33 – Ripple effect of courage: By facing her lifelong fear of swimming, Kim not only grew personally but also inspired others to learn and save lives.
8. 0:16:25 – Creating a personal and professional vision: Writing down how she wants to show up and add value keeps her intentional and aligned.
9. 0:18:24 – Saying yes with discernment: Opportunities should align with values and long-term vision—while also recognizing balance and timing matter.
10. 0:22:09 – Carving out quiet time: Even five minutes of daily reflection builds consistency, clarity, and sustainable high performance.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl