Leadership Secrets Launch Party Part 1: Authenticity and Influence: Finding Your Leadership Voice6/26/2025 What does it mean to lead authentically while navigating different audiences and situations? How do we silence that inner voice that questions whether we truly belong in leadership roles? And most importantly, how can we lift up the next generation of women leaders? These were just some of the powerful questions explored during our recent panel discussion at the Dynamic Women® Leadership Secrets Book Launch on "Authenticity and Influence: Finding Your Leadership Voice." Featuring four incredible women leaders who are contributing authors to the new Leadership Secrets book, this conversation dives deep into the real challenges and triumphs of authentic leadership. Join us as we hear from our panel moderator, Barb Stuhlemmer and panelists Angie Schmitz Meghan Simington, and Karen Ta as they share their personal journeys, practical wisdom, and actionable tips for finding your authentic leadership voice.  Whether you're a seasoned leader looking to refine your approach or someone just stepping into leadership roles, this discussion offers valuable insights on staying true to your values, overcoming imposter syndrome, and creating spaces where others can thrive. Barb: We are going to look at authenticity and influence, finding your leadership voice on this panel, and I'm your panel moderator. I'm Barb Stuhlemmer. I'm a business strategist and my business is Blitz Business Success. I'm in this book mainly because Diane—a highly respected, at least I highly respect her, and I know the people who know her or know of her—highly respected leader. I just want to be around great leaders like Diane. The nice thing is, when I came out and got to meet many of the people that are here today. I'm going, "Wow, this has been a group of really wonderful leaders." So this has been a really lovely experience for me. My book piece was really around—because I'm a business leader—I know that business owners feel like they have to control everything. You don't even have to be a business owner to think that. You might think that you have to control everything, but if you have people around you that are willing to do that work, that are willing to step up and be a leader, you can make some really big differences in your business. Like going on vacation and not worrying while you're gone, or maybe seeing growth in your business. My section is called "Great Leaders Don't Just Sit at the Top." Let's introduce and get to know our other panelists. Angie, why don't you start first? Angie: Okay, well, I'm Angie Schmitz and I work as an admin team lead in a global consulting firm, but I'm also a culture consultant and trainer through my personal business, Effective Perspective. It's an honour to be part of this group because of my passion to help others, when in fact, they were the ones that helped me, and I'm truly grateful for that. My piece highlights a leadership style that has potential benefits that are not fully recognized. Meghan: My name is Meghan Simington. I'm a marketing launch strategist and consultant. I work with businesses, helping them with startups as well as launches that they're putting together. My piece is about building conscious connections, and I've given four tips for building a roadmap to those relationships. I really feel honored to be a part of this book, because that's exactly it—having those connections.  Karen: Hi everyone. I'm Karen Ta, and my day job includes working as a corporate trainer at an organization called PricewaterhouseCoopers (PwC), focusing on leadership development. But I'm also a certified coach, and I have a passion for helping those who feel invisible become more visible, so that they can break through doors and ceilings. The reason why I'm part of this book is partly because it's been on a bucket list of mine to be an author since I was a teen, so now it honestly feels like a dream to be here. The other reason is I don't see many Asian Canadian women as authors, and it felt like it was important to overcome my imposter syndrome of not feeling like I belong here and be part of that author group. Also being a role model to my two daughters, to showcase that, “Hey, you can dream something big, and eventually it'll come true.” My piece focuses on that, specifically creating a sense of belonging. Research has shown that once employees feel like they belong, it creates a greater sense of engagement and increases retention. I'm writing from the perspective of being a founder of an inclusion network or employee resource group for East Asians and Southeast Asians, and what the power of a community like that can do to create a sense of belonging that has a cultural change that's really powerful. Barb: Awesome, awesome. And of course, you do belong, Karen. You all belong. Thank you for sharing. Those are really interesting components. I can't wait to read the book myself. Okay, so we have a few questions we're going to ask of each of you. How do you balance being authentic to yourself while being a leader in different situations and different audiences? Why don't we go backwards this time? Karen, why don't you start? Karen: That's a tough question. I think that, again, being an Asian Canadian woman, I have to be honest and vulnerable at this point—I feel like it's a bit of a tightrope. Sometimes the authentic side of me feels like I have to be quiet and respectful to those that are more senior or elders in the room, and sometimes I feel like, "No, I have something to say," and so I'm going to speak up. So it's a fine balance of being brave enough to overcome that cultural upbringing, to feel like I have something important to say as a leader. Barb: I love that. I'm so glad you're stepping out then, because there are a lot of people who need that. Alright, Angie, why don't you go next? Angie: Well, being authentic in any situation is to be basically true to my core values. My values mean a lot to me, and I would like to know that I feel that my actions and decisions are aligned with them. Often, my inside voice comes out when I see that something's not right or someone's not being treated right. Authenticity is really important to me. It builds trust, and also knowing who my audience is and understanding how to communicate to that audience to get the message through is the key to authenticity by still staying true to my values. No matter what situation I'm in, I'm hoping that I'm remaining consistent in that. Barb: I love that, Angie, and I relate completely with that, with the values component. I teach that at the college when I'm teaching entrepreneurship. We always start with values because that's a driving factor for how we make decisions. I love that. Okay, and Meghan? Meghan: I really think that being authentic to yourself is, just like Angie had said, owning your values and where you're setting forward for your business and who you want to attract in your life. I really think that when you're creating relationships around yourself, it's really important to capture those five people that are going to inspire you to be greater, whether it's from your core, whether it's from being a parent or being a business owner. What is going to drive you forward, where you can set an example, like Karen said, for your children, but also for your community, where you can be of service? Barb: I love it. Love it. Okay. So next question: What tips do you have for leaders who are suffering from the internal voice that questions whether you belong in the leadership space? I know Karen's got a really good answer because she's already pointed at that. So I'm going to save you for last, Karen, and this time we'll start with Meghan.  Meghan: I think we all question ourselves, and at any stage in our career. I think always to remind ourselves that every step is the first step in a new direction, and that we're learning from those steps, and there's always something to be taken away. So it might not be the most perfect first step, but you could probably learn a lot and take a lot away from that. Barb: I love it. And Angie? Angie: Well, growing up, I was that shy girl standing in the distance pretending to be invisible and just closing my eyes, saying, "Don't pick me. Don't pick me." But unfortunately, I've been “volun-told” several times to be in leadership positions, and some may not agree with the statement I'm going to make, but leaders are not born or trained. Leaders evolve, and I really believe that everyone evolves in every position that they're in. Through that, to make it work, we need to learn the techniques, we need to find the resources that provide the expertise, mentorship, and everything you need to grow as a leader. As the years go by, you'll become more comfortable by being your natural self, because it takes time and hard work, and really, leadership is an art form. There's no one size fits all. Barb: I love it. That's a great answer. And Karen? Karen: I feel like Meghan and Angie have such great responses. I would say there are times I haven't felt like I fit in. Obviously, even in this forum, I feel like I stick out a little bit, to be honest. But I think that internal voice also will tell you, like, maybe there's somebody—there's a cheerleader over there for me. I've been lucky enough to have kind of a personal accountability board to just run things by, whether it's my best friends or close colleagues at work, to see like, "Hey, can I just run something by you? I want to say something—does it resonate? Does it not?" To almost have that little safe space of a small group of cheerleaders or personal advisory board, or whatever you might call it, to run that by to just kind of get a sense, like, "Hey, does this make sense?" And that gives me some confidence to feel like, "Yeah, I belong at this table. I have a voice and it matters, and it's going to land and it's going to stick." So find yourself that group of cheerleaders. Barb: I love that. That's great, and that's why we're all here—we want to be part of a group of cheerleaders. So we only have a couple minutes, so I would like you to do this fairly quickly, and then we have a rapid fire. But I want to ask this question, because my daughter and her friends are here, and they're young women. I want them to hear what you have to say about: How can we identify and develop women leaders around us? Angie, why don't you start this time? Angie: Well, for myself as a privileged white woman, I need to really show up as an ally for women in the BIPOC community. Wherever you go, when you see a woman accomplishing and wanting to move in her career, sponsor her by talking about her. Raise her up to leadership and keep people in the organization. Again, being a mentor, and then teach them how to feel comfortable. Because one of the things as women, we don't talk much about ourselves and don't self-advocate for ourselves like men do, and feel comfortable about it. And lastly, those daughters and nieces and young women around us, lift them up so that they have the confidence they need to know that they've got it and can use it and speak up. Barb: I love it. I love it. Karen? Karen: I totally resonate with what Angie said about mentorship. And even more so importantly, sponsorship. Find that woman or women that you want to invest in, and whether it's your time or money or resources, find something to invest in them, and that might put them a little bit outside of their comfort zone, but I think that's a way to stretch them. I know that I've done that with my team members, and a couple of my team members I see online will attest to that. But also with my kids—sometimes it's a little bit of pushing them outside their comfort zone, but making sure that they feel supported and empowered along the way. Barb: I love it. And Meghan, last word on this? Meghan: It's funny because I just had this conversation today. I have a 12-year-old and a 14-year-old, and was just talking to another mother in the same position. I really think that being a problem solver is probably one of the biggest things, but being a problem solver within your community. Angie kind of spoke to that about our privilege. When we do see others that we can help, how can we pitch in? But I also think the one big thing that's really missed is that internal dialogue and how we talk to ourselves, and just reminding ourselves when we have that negative thing that's said out there, how do you reverse that? Almost put a note—a Post-it note on your mirror—to tell you that that dialogue's not always the best message, and it's not your North Star. Your North Star is positivity. Barb: I love it. These are great answers. Okay, this is rapid fire, so one word that describes your leadership style. Okay, so I'm going to say mine is "transitional". Angie: Integrity. Karen: Collaborative. Meghan: We’re the same, right? Engagement and collaborative. Karen: Yeah, collaborative. Barb: Oh, you had the same word. I love it. I love it. Thank you so much for sharing your insights into leadership. Wrapping Up How was that? Wasn't that amazing? You've got to learn a little bit more about what the Leadership Secrets book is, my part in it, as well as hear from four of our amazing 35 authors. I encourage you to take some of the wisdom that these authors have shared from the panel. Also, go and pick up the book, or you can get the whole bundle: all four Dynamic Women Secrets books—Success Secrets, Confidence Secrets, Trailblazer Secrets, and now Leadership Secrets.
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In this blog, you’ll get a front-row seat to some of my thoughts on dynamic leadership, what it really means to lead, and why every woman, yes, even the ones who don’t see themselves that way, has leadership within her.  Please don’t forget to pick up your copy of Dynamic Women Leadership Secrets! When you grab it through this link, you’ll also have the option to bundle it with the other books in the series: Success Secrets, Confidence Secrets, and Trailblazer Secrets. Support not just me, but all the amazing women sharing their stories and secrets on leadership. As the publisher of this book, the fourth in the series, it is just my absolute joy to bring together such an amazing group of leaders who have shared their stories and secrets. Behind the Dynamic Women® Leadership Secrets Book Let me share a little more from the heart. I kept meeting women who would say,
I would think, “Are you kidding? The story you just told me is amazing! Your insights, your experiences—these are things people need to hear.” After publishing my first book Dynamic You™, I realized publishing isn’t as hard as people think. I wanted to use my platform to give these incredible voices a stage. This is how the Dynamic Women® book series was born. It all started back in 2013 when I launched the Dynamic Women® community. The first book was Success Secrets, then Confidence Secrets, followed by Trailblazer Secrets, and now Leadership Secrets.  Each book dives into a core truth of who we are and who we’re becoming. These books are proof of what happens when women come together. They are the blueprint of what’s possible when we share openly, support fiercely, and lead boldly. If you look through the previous books:
The authors in this book are already making an impact, and now, they’ll make an even greater one as their stories reach new readers. Dynamic Women® You might be wondering, where did “Dynamic Women®” come from?  Back in 2013, I was returning to networking after my daughter was born, I was disheartened by the surface-level nature of it all. I craved deeper connections. So I had a choice: be bitter or do something about it. Then, I created the Dynamic Women® community. When naming it, “confidence” came up. But people often say “I am” or “I’m not” confident. “Dynamic,” however? That sparked curiosity. It meant different things to different people: analytical, creative, soft-spoken, loud, introverted, outgoing. It was all-encompassing. In the book, I write more about what it means to be a dynamic woman and a dynamic leader. Dynamic Leadership Leadership isn’t about a title, a corner office, or how many people report to you. Leadership doesn’t look just one way, and thank goodness for that. We’ve been fed a narrow version of leadership: assertive, polished, corporate. But that’s not the whole story. A dynamic woman can lead with humor, softness, fire, collaboration, intuition, and strategy. All of it. The question is: Will we welcome it? Dynamic women don’t wait to be called leaders. They lead in how they live: onstage, offstage, even when no one is watching. Sometimes, they lead without even realizing it. That’s the kind of leadership that changes the world. Wrapping Up Remember: you don’t need a title to lead. You already are a leader by how you live, how you show up, and how you take a stand for the AND. Grab your copy of Dynamic Women Leadership Secrets and consider bundling it with the other powerful books in the series. You never know… your next breakthrough could be just a chapter away. Until next time. Stay dynamic.
In this inspiring segment from the Dynamic Women podcast, we delve into the transformative power of collaboration among women leaders. I have the pleasure of speaking with Katherine, Barb, and Jeanine about how working alongside other leaders, particularly female leaders, has shaped their approach to leadership and business. Their responses reveal the profound impact of authentic partnership and shared vision.  Finding Your Collaborative Sweet Spot Diane: How has collaboration with other leaders influenced your perspective on leadership, and specifically female leaders? Katherine: I have two thoughts here because I've seen it go either way. I've had either the best relationships with other female leaders or the worst. The men are kind of in between. I am fortunate in the career I have now because I get to choose. It's my own company, I choose who I work with, and I'm very values-oriented. First of all, one thing I've learned about myself is that I am at my best, and I produce the best concepts and programs when I collaborate with others. I get a lot of energy from building on others' ideas and making something new. That's my driving force. I've been fortunate to find people. I have a dear business colleague I've worked with 15-plus years, maybe 20 now, in Norway, and we are very family-first. We support each other, and if something comes up with family, the other steps in. Having that collaboration and being able to sort of hand-off and present as a united front, you're always trying to make the other person look good, right? Even if something goes wrong, you just slide in and make them shine. I have the same philosophy when it comes to clients: make them shine. Collaboration is really key for me.  The one thing, and that's how we met, Diane, was at the WNorth conference almost a year ago. That was the first all-female conference I have ever been to. Don't know what I was waiting for, but it was very interesting because there was an atmosphere of sharing and vulnerability and openness, which does not equal weakness. To me, it was this strength of "This is who I am. This is where I am. This is what I want. How can we help each other?" That, I think, is more unique to constructive female relationships when they work. I love collaboration for sure. Diane: I'm hearing some key things: Is this something that's good for you? People have to ask themselves, "Is collaboration good?" And then follow the energy of it and make sure your values are in alignment, that's crucial. How about you, Barb? The Foundation of Gratitude and Curiosity Barb: I think I've lived a very blessed life, but honestly, I think there's a component of gratitude that I've had through my life: gratitude for things that a lot of people don't look at when they're younger. I can remember writing in my teens a list of all the people who I was grateful for and the things that I'd learned from them, and they turned out to be all women. I was lucky. My grandmother had raised three children on her own in the '50s when her husband passed away, and she ran the Kincardine newspaper. She owned that for a few years and was part of the community, so she has a very strong personality. Two of my great aunts: one was the head of one of the school board music programs for the entire district, and the other one had been in the war. She was a nurse in the war and had incredible stories, but she spent 30 years as a nurse. All these women were in my life. All my bosses that I worked for were women. I can remember being at an event when I was working, we were young, so I was in my late teens and some of the other girls were like, "You're in talking to the b&%$h." And I went, "What?" And they said, "The b&%$h, you know, the woman who's in charge of us." And I said, "Did you know that she's actually really nice?" She was such a lovely person, and she had a lot of teenage children to look after, basically. When they realized that I wasn't the same way, I love to collaborate with the people who were in positions to do the work that I was interested in. I wanted to see what other people had done. I wanted to know how I could be better. I was always asking questions, and I was just fortunate to be around a lot of people who had answers. I was lucky that way.  Diane: Did you catch the three action items here? One: Write down your gratitude for those people who are supporting you and teaching you and mentoring you, and the things that you've learned from them. And go and speak to the people that maybe intimidate you. Second: We need to play for the same team. I could give business stories, but I'll give just a quick soccer one. On the soccer field, I'm competitive, and I've come from a very high-level soccer background. Now I'm in a rec league, but there are other competitive people, and sometimes we get a bit aggressive with each other, and sometimes there are little words said here and there and I end up not liking some players. I realized, when there is a player I don’t like, I need to sub for their team so I can play with them, connect with them, and be their teammate, so that I can like them. Once the game is over, they're my best friend because we're on the same team. We're not competing against each other. That can be taken to all places of the world, in all different areas of life. Third: Curiosity, asking questions of others. Sometimes, collaboration isn't "Let's go into partnership on something" or "Let's promote each other." It doesn't have to be that. It can be a mentor-mentee type of relationship for collaboration as well. Barb: A point to that is that you often learn whether you are the mentor or the mentee. If you're open to learning, that happens both ways. A lot of times, the people who were my elders, who were my mentors growing up, learned a lot from me as well. Diane: Thanks Barb. People can read your piece in the book and get some more wisdom from you. How about you, Jeanine? Where have you had collaboration? How has that really influenced your perspective on leadership? Beyond Transactional: The Gift of Shared Resources Jeanine: I really appreciate, Diane, your piece around actually getting a sense of the following: the more you build relationship, the more there's a desire to work together, to collaborate, to co-create. The sense that it doesn't have to be one direction, it can be shared. I think I saw that as an attorney doing deals with organizations, whether it was a small company or a big company, or I was working at Motorola or at Google. Whether I was negotiating with somebody who was just a tiny little startup or a large organization, there was possibility, there was leverage, there were resources across the spectrum. I bring that a lot into my purpose-led work now with leaders where they're often working with community members and multiple stakeholders and maybe funders. The resource that each stakeholder brings is significant. There's a contribution to be made from every direction, and there's learning, and there's growth, and there's possibility for gratitude or receiving from each of those stakeholders as well. Taking that moment to really get a sense, I sit on the board of World Pulse, which is a global social network for women in over 200 countries, thousands of women. They're really focused on connecting women's voices and sharing women's stories and supporting women change-makers across the globe. I sit on the board and have sat on the executive board for the last eight years, but I also have done significant work with their community members, grassroots members around the world. When these groups come together, they each have an insight, they have resources, they have lived experience and perspective that contribute and make the organization thrive. Where I see that collaboration is really remembering that it isn't transactional, it isn't in one direction. It's understanding the gift, the resource, and the capacity to receive from all seats. Diane: And how can we have everyone win, right? That's why the collaborative books that I've done—this is the fourth in the series: Dynamic Women® Success Secrets, Confidence Secrets, Trailblazer Secrets, and now Leadership Secrets. The reason why I wanted to do it is seen in your piece around sharing stories and sharing voices and coming together, because I kept meeting amazing women like you all who maybe they had a book but wanted to be in that experience with others, or they didn't have a book and felt they maybe didn't have the right to write—the permission to be an author. They felt they didn't know enough to write, and didn't have enough accolades or external validation to be able to write. And their stories were incredible. Their expertise is amazing. I'm like, "We've got to share this with more people." This is where I think, in collaboration, some people need to step up and say, "I've got a platform, I have the knowledge, I will make this happen." And then there are others who just have to say, "Yes, I think I can do it. I think I can be part of that. I don't know how, but I know that being part of this group is going to make it better." So I applaud all of you for saying yes, either for the first time, or saying yes for the second or third time, for being part of this book. This meaningful conversation highlights the essence of what we explore on the Dynamic Women podcast: authentic discussions about leadership growth, business innovation, and personal transformation with remarkable women leaders. These three inspiring voices are contributing authors to the Dynamic Women Leadership Secrets Book. If you want to order your copy, go here: https://leadershipsecretsbook.dynamicwomen.biz
In this segment from the Dynamic Women podcast, we dive deep into the real challenges women face in leadership roles. I engage in an honest conversation with Carol Surbey, Karen Ta, and Gigi Blair about the resistance and biases they've encountered throughout their leadership journeys. One of the questions I asked them was, "Have you faced any resistance or biases in your leadership roles, and how have you navigated those challenges?" Here are their authentic and insightful answers.  Staying True to Your Values Despite Difficult Leaders Gigi: Leadership just comes with challenges. I described the individuals that I had worked for who really set my model of how I wanted to lead. I've also had the opportunity to work with people who were not like that at all: people who I would call ungracious, unfriendly, and just borderline angry all the time. That showed up in their work and in the environment that they created for people to work in—a challenging place to be, for sure, kind of the antithesis of the first example that I described. But I think it's so important to recognize what you can change and what you can't change. If I hoped to change them at all, it would just be through my behaviour and my presentation to influence them in some way. So it was very important to me to stay aligned with my values and firmly rooted.  I think a key skill that we are all always learning, I don't say all and always often, Diane, but we are all often learning to be better communicators. Those situations are primed to work on communication skills when you're working with people that, can we just say honestly, should not be in a leadership role. It's kind of a head scratcher how they got there. Diane: We all have stories about that, I'm sure. That's why I'm glad that in the book, we have 35 authors who have shared the great ways to be as a leader and the lessons that have been learned through their stories. So yeah, we are going to face bad leaders, but we can control our response. The key thing is to stay true to your values—that's what Gigi was saying. So let's go to Carol next. How about you? Have you faced resistance or biases? Breaking the "I'll Just Do It Myself" Cycle Carol: Being a female in the industry, I faced tons of biases. But the resistance, and I think as women, we can all relate to this, is that not only as leaders in our industry, but also as moms and wives, sometimes we get stuck in that "Oh, it's just easier if I do it myself" mindset. The tendency not to delegate, the tendency to just take on more and more and more. I think we're all old enough to know that leads down a path that's no good for anybody. It doesn't apply just to women, but I think when we talk about the mental loads of household responsibilities, women understand that at a potentially deeper level. So when it comes to leadership, it's about allowing and trusting: trusting your vision, trusting your team, trusting your capacity to delegate. Once you step fully into leadership, your prime directive is about helping your team stay in alignment with your vision and creating the structure that helps them stay there. That's what I ended up doing in my own business. That's what I've done now in my own personal life as well. I'm a little bit luckier; my kids are grown and moved out, so I'm not having to wrangle young children anymore, but my husband definitely got a bit of a wake-up call. So the bias, or the challenge, was "it's just easier to do it myself." Initially, yes, but that leads to fatigue, burnout, all those things. Diane: I'm glad you brought that up because so often solopreneurs or business owners or leaders will not expand their team or lean on their team at all, in other words, empower their team to be able to step into those roles. I actually did an episode last week on this piece, and delegation is smart. So stop doing it all yourself. So Gigi gave us values, you gave us vision. These are key things, if you don't have these, either in your own business or you're not locked into what your company stands for or what you personally stand for, those are a few things you might want to take some notes on and do as an activity. Let's jump to Karen. Let's see what her biases and challenges have been. I know that part of that is what pushed you to do something specific that you wrote about in the book. I'll let you share what you're going to share here. Navigating Cultural Barriers and Creating Visibility Karen: I think it's even hard to use the words "resistance" and "bias," because with my cultural upbringing, we've almost been taught to be polite, respect our elders, respect the system. That's what I did for many years, just respecting the system, until I was like, "This doesn't add up. I feel like there should be more awareness around East Asians and Southeast East Asians in the workplace." The resistance I felt wasn't done out of malice, I don't think. It's just this level of unawareness, something that wasn't done before. Even as we launched the inclusion network, which took a couple of years (and you can read more about it in my piece in the Dynamic Women® Leadership Secrets book), there was resistance around things like, "Hey, should we put some communication around Lunar New Year? How about Asian Heritage Month?" It was harder than I thought to actually put some communication around it, only because, again, it was that level of unawareness. It wasn't done before. How do you do this? Do you do it in multiple languages? What are the right words to use? The other thing, to be fair, is that Lunar New Year is generally around January and February, which is the busiest period in my organization. It's not an ideal time to launch an inclusion network anyway. I personally had to do some research myself and found an alternative in Asian Heritage Month. I grew up in the Canadian school system. I knew about Christian holidays, Easter, Christmas. I probably even learned about Black History Month growing up, but I didn't know, even as an Asian, about Asian Heritage Month. It only officially became Asian Heritage Month about 20 years ago, in 2002. It was a big learning "aha" moment for me too. I was like, "Oh, I don't even know my own heritage, but I want to launch it and make it big."  In trying to get recognized, I really leaned into this concept around sponsorship, meaning that you lean on more senior leaders in your organizations to navigate the system. I've heard about the concept of sponsorship in the women leadership program that I run, and also in sports. In sports, it's about getting funding: getting sponsors to fund you and your training, perhaps, or getting sponsorship for products. For women, sponsorship is about getting noticed and getting career advancement. But what's interesting is what I learned about sponsorship in launching an inclusion network is that I just wanted some air time. I wanted some communication around Lunar New Year and Asian Heritage Month, and to make it become visible. I'm proud that finally, in 2021, my organization launched the first Asian Heritage Month, and it's become a tradition ever since then. What I've heard from our members is that it's really made them feel like they're not invisible anymore. They felt like they mattered. They felt seen, and it created a sense of belonging and unity. Diane: Wow. It’s so apparent that true leadership means more than guiding others. It’s about creating space for people to feel seen, heard, and appreciated. It’s honoring their perspective as equally important as our own. These powerful stories of resilience and growth are featured in the Dynamic Women podcast, where we tackle the tough conversations around leadership, business, and personal development with accomplished women leaders. This candid discussion included three contributing authors from the Dynamic Women® Leadership Secrets Book. Join us at our upcoming Virtual Book Launch celebration on June 11, 3:30-5:30PM PDT. Reserve your free ticket here.
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