Women's Leadership Success Podcast Por Sabrina Braham MA MFT PPC arte de portada

Women's Leadership Success

Women's Leadership Success

De: Sabrina Braham MA MFT PPC
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Since 1989, Women Business Leadership Skills and Career Development Advice. Interviews with Successful Women CEOs, Managers and Entrepreneurs to Help You Influence People, Improve Performance, Get Promoted, Increase Earnings and Enhance Your Job/Life BalanceSabrina Braham MA MFT PCC 2020 © Economía Exito Profesional Gestión Gestión y Liderazgo Liderazgo
Episodios
  • The Perfectionism Trap: Why Fear Is Hiding Your Leadership Brand (And the Neuroscience to Break Free) | WLS 160

    The Perfectionism Trap: Why Fear Is Hiding Your Leadership Brand (And the Neuroscience to Break Free) | WLS 160
    Apr 8 2026
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  • Stop Being the Best-Kept Secret in Your Company: Executive Personal Branding in 2026

    Stop Being the Best-Kept Secret in Your Company: Executive Personal Branding in 2026
    Mar 25 2026
    Executive SummaryGravitas drives 67% of executive presence—yet most high-performing leaders are invisible outside their immediate team. Branding strategist Howie Chan reveals why executive personal branding is a career survival tool in 2026, how the C.A.R.E. framework builds the credibility that gets leaders referred, and why thought leadership—not harder work—is the primary currency for promotion. Quick Takeaways Gravitas drives 67% of executive presence—confidence, decisiveness under pressure, and EQ are what decision-makers evaluate first. Executive personal branding in 2026 has shifted from self-promotion to stewardship and thought leadership. Your LinkedIn profile is a professional vault—every post builds a body of work recruiters and executives review before any interview. The C.A.R.E. Framework (Competence, Authenticity, Reliability, Empathy) is the proven path from visibility to trust to referral. The best time to start was years ago. The second-best time is right now. You Work Hard. You Deliver Results. So Why Doesn't Anyone Know Your Name? I'm Sabrina Braham, MA, MFT, PCC—executive leadership coach with over 30 years of experience, and host of the Women's Leadership Success Podcast, ranked in the top 1.5% globally with more than 950,000 downloads. In nearly three decades of coaching senior leaders, I have seen one pattern repeat itself again and again: the most talented professional in the room is frequently the least visible one. In a March 2026 interview on this podcast, branding strategist Howie Chan—former managing director of brand strategy, now one of LinkedIn's most recognized voices on executive personal branding—laid out exactly why that invisibility happens and what to do about it. His story begins on March 31st, 2022. A Friday afternoon calendar invite. His manager and an HR person on the Zoom call. After nearly nine years as managing director, he was laid off. His first thought wasn't strategy—it was shame. He had painters in his house that day. What would they think? "There's no such thing as loyalty to you. It's a business, so people get let go all the time. That's what led me to help executives become known outside the four walls of their company—before a crisis forces the issue." — Howie Chan, Professional Brand Strategist In 2026, that mission has never been more urgent. Executive search firms and hiring committees now evaluate digital presence as seriously as a résumé. The professionals landing opportunities fastest are not the most credentialed—they are the most visible and the most strategically positioned. Want the complete framework? Download our FREE Women's Leadership Branding Blueprint Accelerator — used by 250+ senior leaders to accelerate their visibility and get promoted faster. Download Free Why Executive Personal Branding Is No Longer Optional Most high-performing leaders were taught a lie: put your head down, do exceptional work, and the right people will notice. Current research defines executive presence as the "ability to win the confidence of those around you"—and gravitas, which includes confidence, decisiveness under pressure, and emotional intelligence, accounts for a dominant 67% of that equation. But gravitas cannot win confidence from people who have never encountered you. Executive branding in 2026 has shifted decisively from self-promotion toward stewardship and thought leadership. The leaders gaining traction are not the loudest voices—they are the most consistent, most authentic, and most strategic about who they serve. "You might say, 'my colleagues know me,'" Howie told me. "But there will be a time you will leave your company—and what happens then?" The Hidden Cost of Being Invisible Think about what happens when your name appears in a decision-maker's inbox. What comes to mind for them? "I need to take this call—this person can help me with X"? Or do they scroll past because they have no mental model of who you are? "That's essentially what brand is—the story someone tells themselves about you when you're not in the room." — Howie Chan In my coaching practice, I see this constantly: high-achieving leaders going up for promotion, being passed over—not because of performance, but because the decision-makers above them do not know their story. No brand equals no promotion. The correlation is that direct. Executive Personal Branding vs. Self-Promotion: The Critical Difference One of the most liberating reframes Howie offers is the distinction between personal branding (how people perceive your personality) and professional branding (who you serve and what problems you solve). "When you hear 'personal brand,' people think it means talking about your life or your experiences," he explained. "But from a professional standpoint, it starts with who: Who are you helping? What problems are you solving?" This shifts the entire frame from bragging about yourself to making your value legible to the people who need ...
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    33 m
  • Women Leaders Continuous Improvement Culture Guide 2026 | Women’s Leadership Success 158

    Women Leaders Continuous Improvement Culture Guide 2026 | Women’s Leadership Success 158
    Mar 9 2026
    Part 2 of 2 | Continued from: Continuous Improvement Leadership: Women's Career Guide 2026Executive SummaryWomen leaders continuous improvement culture succeeds or fails based on one variable: the leader's personal commitment. Olaf Boettger's 27-year framework reveals the CEO's 90-day launch plan, two fatal CI mistakes, women's natural CI advantage, and the 10-minute personal Kaizen practice that compounds career results starting today.Quick Takeaways70% of CI initiatives fail — almost always due to leader behavior, not methodology (Olaf Boettger, 27 years P&G/Danaher)Women leaders continuous improvement culture succeeds because women's natural humility and collaborative style align with CI requirementsThe CEO's first 90 days: Gemba ? Top-10 Problem List ? 5 Whys ? Impact-Effort Matrix ? Daily HuddlesPersonal Kaizen takes less than 10 minutes per day and starts compounding career results immediatelyLaid-off women can apply CI directly to job search — turning a demoralizing process into a systematic, controllable oneIn Part 1 of this conversation, Olaf Boettger revealed the foundations of women leaders continuous improvement culture — Kaizen philosophy, Gemba principles, and the three capabilities that make it work: courage, humility, and discipline. But knowing the philosophy is not the same as executing it.Most organizations have heard of Kaizen. Most have tried it. Most have failed.According to Olaf, who spent 27 years at Procter & Gamble and Danaher mastering this system, the failure is rarely about the methodology. It is almost always about the leader.In Part 2 of our Women's Leadership Success Podcast interview, Olaf reveals exactly what a successful women leaders continuous improvement culture launch looks like — the CEO's first 90 days, the two fatal mistakes that kill every initiative, why women bring a genuinely underappreciated competitive advantage to this work, and the personal Kaizen practice that takes less than 10 minutes a day and starts compounding results immediately.As an executive coach with over 30 years of experience (MA, MFT, PCC) and host of a podcast ranked in the top 1.5% globally with over 750,000 downloads, I have seen this framework transform the careers of women who stopped waiting to be recognized and started building systems that made them impossible to overlook. Building a women leaders continuous improvement culture is not only a leadership strategy — it is a career survival strategy in 2026.Ready to make yourself the standout candidate in 2026's competitive market?Download our FREE Leadership Branding Blueprint Accelerator and discover:The exact 5-step system to position yourself as indispensable (not just competent)How to document CI results in a format that gets you promoted 3x fasterThe personal achievement tracker that turns invisible work into visible impactScripts for self-advocacy conversations that feel natural, not pushyDOWNLOAD FREE — womensleadershipsuccess.com/blueprintThe CEO's First 90 Days: Your Continuous Improvement Culture Launch PlanIf you are stepping into a new leadership role — or finally ready to build a women leaders continuous improvement culture in your existing organization — the first 90 days set everything. Olaf's approach is structured around a deceptively simple insight: the problems you can solve are already visible if you are willing to go look at them.Step 1: Go to Gemba — The Real Place (Days 1–30)Gemba is the Japanese term for the real place — where the work actually happens. For a CEO or senior leader, Gemba might mean riding along with a salesperson, observing operations on a floor, sitting with engineers reviewing prototypes, or speaking directly with customers about how they use your product.This is not a listening tour. It is a fact-gathering mission. The gap between what leadership believes is happening and what is actually happening is, in most organizations, enormous. The only way to close that gap is to go see for yourself.For women building a women leaders continuous improvement culture, this Gemba-first approach is especially powerful: it signals humility and curiosity before authority — the exact combination that earns trust fast in new organizations.Step 2: Build Your Top-10 Problem List (Days 15–30)After Gemba, the next move is prioritization. A former Danaher colleague of Olaf's — who became CEO of a large Anglo-American corporation — used exactly this method: he created a numbered top-10 problem list and began working through it methodically with his teams.The discipline here is critical. You are not solving all problems. You are sequencing them. Problem 1 gets your full attention and resources until it is resolved. Then Problem 2. Then Problem 3. This focus prevents the scattered, multi-initiative paralysis that kills most CI attempts before they produce results.Step 3: Apply the 5 Whys to Find Root Causes (Days 20–60)Once you have your prioritized list, the next step is diagnosis. ...
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    30 m
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