In this Lead to Soar Network session, Michelle Redfern breaks down why strategic networking isn’t just a nice-to-have for ambitious women—it’s non-negotiable if you want influence, visibility, and advancement. Michelle shares practical tips, real talk about the barriers women face, and why “drinking from the fire hydrant” (aka, her sessions) is exactly what’s needed to shift from endless busywork to genuine leadership presence.

What You’ll Learn in This Episode

• Why traditional networking advice fails women

• The difference between busywork and strategic visibility

• How to audit your own network using Michelle’s Leadership Compass tool

• Simple steps to map, upgrade, and activate your leadership network

• How to move from “nice, dependable” to “visible, credible, promotable”

• Michelle’s story: building a life and network by design (with a shout-out to Bali & Kerry Ashbrook)

Resources Mentioned

• The Leadership Compass: Michelle’s essential guide for women who want more than ‘networking for networking’s sake’ www.michelleredfern.com/books

• Exclusive resource for Lead to Soar members: Strategic Network Mapping Tool (from Michelle’s book)

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In this Lead to Soar webinar episode, Michelle Redfern delivers a focused and strategic workshop on the art and necessity of speaking up and standing out as a woman in the workplace. Drawing on research, lived experience, and her work with women leaders globally, Michelle uncovers the systemic challenges women face when advocating for themselves and why remaining silent comes at a cost.

Listeners will gain a clear understanding of how societal expectations, rigid gender norms, and workplace culture create barriers to visibility—and what to do about it. Michelle shares practical strategies to communicate with credibility, use the language of power, and be recognised as a valued contributor and leader.

Episode Highlights

• Why “imposter syndrome” isn’t the real issue: Michelle challenges the common narrative and reframes it as a systemic problem rooted in workplace inequality.

• The Ambition Penalty and the Double Bind: Learn how stereotypes about women being either competent or likable create a lose-lose situation—and how to navigate it.

• Three Truth Bombs for Women in Leadership:

1. Good work alone is rarely enough to get ahead.

2. There’s no perfect time to self-promote—create the moment.

3. Others are speaking up—and they’re being noticed.

• Strategic moments to speak up: From one-on-one meetings to skip-levels and industry events, Michelle details when and how to speak up with purpose.

• Using the Language of Power: Swap vague or emotional language for direct, results-driven statements that resonate with decision-makers.

• Real examples, real scripts: Michelle shares how she learned to talk about her own leadership impact—and how you can too.

• Resource spotlight: No Ceiling, No Walls by Susan Colantuono—recommended reading for mastering the language of business and leadership.

• Key Quote:

“We pay our leaders to have an opinion. Speak up when you see opportunities, risks, or better ways to get results.”

Leadership Call to Action

1. Start using the language of power: Frame your accomplishments around business impact. Practice describing what you do in terms that highlight outcomes and value.

2. Claim your role as a leader: You’re not just a team player—you are driving results. Stop waiting to be noticed. Step forward with intention.

3. Prepare for key conversations: When meeting with your boss or senior leaders, have a clear agenda that includes what’s going well, what could improve, and what support you need.

4. Be visible in the right rooms: Speak up in meetings, conferences, and town halls. Introduce yourself, ask insightful questions, and show your alignment with the organisation’s goals.

5. Support other women: Share this episode with a colleague, and create space for other women to speak and be heard.

6. Join the Lead to Soar Network: Access coaching, tools, and peer support designed to help women lead strategically and advance their careers on their own terms.

Listen to this episode if:

• You’ve been told to “raise your profile” but aren’t sure how

• You want to build strategic visibility without compromising your values

• You’re ready to speak with influence and lead with clarity

Resources Mentioned

• Book: No Ceiling, No Walls by Susan Colantuono

• Book: The Leadership Compass by Michelle Redfern

• Lead to Soar Network: leadtosoar.network – For members-only content, coaching, and peer connection

• Podcast Archive: Access re-released episodes grouped by theme for easy navigation

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Michelle addresses strategies for women to effectively manage performance reviews, career progression conversations, salary negotiations, and navigating gender biases in the workplace.

Key Points:

1. Mindset Shift:

- Performance reviews are business meetings, not tests.

- Move from anxiety to proactive preparation.

2. Effective Performance Review Preparation:

- Gather evidence continuously; document accomplishments and contributions regularly.

- Use the STAR(O) method: Situation, Task, Action, Result, and Outcome for structured evidence.

- Prevent "accomplishment amnesia" by keeping ongoing records.

3. Setting the Agenda:

- Take charge by proactively proposing career goals and objectives.

- Reframe missed targets into learning opportunities; emphasize your growth mindset.

4. Salary Discussions:

- Frame requests using Business Intelligence (BQ): strategic, financial acumen, and ambition.

- Use data-backed reasoning, tie your achievements directly to organizational outcomes.

- Conduct salary benchmarking to understand industry standards and position yourself effectively.

- Clearly communicate compensation expectations using assertive, business-like language.

- Timing is crucial; prepare your manager and avoid surprises.

5. Career Progression Conversations:

- Initiate conversations early; don’t wait to be noticed.

- Nail your current role to be considered for advancement.

- Partner with your manager and strategic mentor in career planning.

6. Navigating Personality vs. Performance Feedback:

- Recognize gender bias; women frequently receive personality-based feedback.

- Redirect vague feedback by asking for specific examples and connect feedback to measurable outcomes.

- Counter biased feedback with documented, positive stakeholder evidence.

7. Advocating with Confidence:

- Confidence is built on competence and courage.

- Emphasize BQ—link your contributions explicitly to organizational success.

- Use clear, direct, and assertive language; eliminate diminishing phrases.

- Practice and prepare for challenging discussions, rehearsing with trusted colleagues or mentors.

Key Takeaways:

- Prepare continuously: Document achievements regularly.

- Advocate proactively: Speak clearly about your career ambitions and compensation.

- Understand the system :Navigate gender dynamics and organizational politics effectively.

Action Item:

Book a proactive conversation with your manager within one month to discuss your performance, career goals, or compensation.

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