Lead to Soar

Michelle Redfern & Mel Butcher
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Lead to Soar is the podcast where ambitious women get strategic, evidence-based guidance to reach their full potential and reshape the systems that hold them back. Each episode delivers practical leadership insights grounded in Business, Emotional and Social Intelligence so women can lead with impact and advance their careers on their own terms. leadtosoarpodcast.substack.com

  1. 3 DAYS AGO

    Goal Setting for Managers: How to Set Annual Objectives With Your Team

    If you’re about to run annual objectives with your team, you are holding a leadership moment in your hands. You can make it clear and useful, or you can end up with a set of goals that might look “nice” but not create the outcomes you want this year. In this episode, Mel and Michelle discuss the mindset Michelle used as a manager. “This is a discussion about a new contract. We’re contracting for outcomes.” Michelle says: “That contract is mutual. My job is to bring the strategic, commercial, and financial goals I’m accountable for, translate them into something my team can actually use, and then help each person turn that into objectives that make sense for their role. Before the one-on-one meetings, I strongly recommend a team briefing. I want the whole team to hear the same thing from me, in plain language: where the business is heading, what matters this year, and what our team’s positional purpose is. What do they pay us to do around here? Then I tell them how to prepare for the one-on-one.” Mel and Michelle then explore the fundamentals that team members should follow to prepare for their objective-setting exercise. Think about the accomplishments from last year, yes, but not just the one-offs. What are the repeatable contributions? Wins, metrics, fixes, launches. The stuff they can do again and build on. They want to identify 2 or 3 problems worth solving this year that align with the business priorities discussed earlier. Additionally, we want team members to approach their professional development with measurable outcomes in mind, rather than engaging in training for its own sake. Here’s why this matters. We see too many teams trying to write objectives with a missing link. Michelle discusses a case in which a group of employees lacked visibility into their manager’s goals and KPIs. They were still expected to write their own objectives. They were basically guessing what would “land”. That’s a leadership and transparency problem. Managers, once you’re in the one-on-one, use this question to cut through the noise: If we’re sitting here in a year’s time and we’re saying “we nailed it”, what are we celebrating? You’ll learn a lot from the answer. Some people will go straight to outcomes. Others will tell you they’re anxious, stretched, worried about skills, worried about what’s changing in the business. That’s useful data. It tells you what support they need from you as their manager. Then you get disciplined. Two or three objectives. Not ten. Ten is not a strategy. For each objective, you want a small number of measures. Two or three is usually enough. You’re aiming for evidence you can stand behind later. “I delivered what I said I would deliver” is a very different year-end conversation than “I was busy”. We also talk about what to do when the impact is not a straight line. Consulting is a good example. So is finance. You might not be able to draw a clean line between your work and the organisation’s growth. That doesn’t mean you can’t set a strong objective. Michelle also shares examples like a capability uplift project that strengthens frontline teams that win work, and a senior finance leader running structured lunch-and-learns to lift commercial acumen. Those are enablement objectives. They have a clear delivery commitment, a timeframe, and evidence points. That’s how you set your team up to finish the year able to point to a few outcomes and say, "We did that." If this work resonates with you, we invite you to explore the Lead to Soar Network. It exists to support women who want to lead with intention, depth, and clarity, alongside others doing the same work. You’re also warmly encouraged to comment on this article or join the chat. Leave a comment Want the practical tools that go with the episodes? Upgrade to paid to get the downloadable templates, checklists, and frameworks we reference, plus occasional offers for guest passes to the Lead to Soar network. If you’re serious about lifting your influence and impact this year, this is the easiest way to do it. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    33 min

  2. 22 FEB

    Delegation Is Not Optional: The Leadership Skill That Separates Experts from Executives

    Delegation is not about doing less. Delegation means leading at the level you want to be recognised for. In this episode, Mel and Michelle analyse a pattern we see over and over again in women’s careers. Talented, committed leaders become indispensable by excelling at execution, only to find that the very behaviour that got them promoted is now holding them back. Being the “go-to expert” feels safe. It feels responsible. It feels like protection against scrutiny. But staying in the detail comes at a cost to your energy, your team’s development, and your reputation as a strategic leader. We discuss what gets in the way of delegation. The double bind. The fear of being judged as lazy or incapable. The instinct to over-function in systems that already expect women to do more emotional and operational labour. And the belief that if you work harder, someone will eventually notice. They often don’t. Using the Leadership Compass, we walk through delegation across three lenses: Business Intelligence (BQ): Delegation is how leaders scale outcomes. Executives are not measured on personal output; they are measured on strategic and financial impact delivered through others. If you are doing work that someone else could reasonably learn to do, you are misallocating leadership capacity. Emotional Intelligence (EQ): What are you holding onto because letting go feels uncomfortable, risky, or irresponsible? Delegation requires trust, and for many women, trust has not always been rewarded. That makes delegation a skill that must be learned deliberately, not assumed. Social Intelligence (SQ): Your delegation habits shape your leadership brand. Leaders who hoard work become bottlenecks. Leaders who delegate well are known for developing others, creating leverage, and thinking beyond themselves. We also examine the consequences of not delegating: burnout, a reputation for micromanagement, disengaged teams, and leaders being passed over for stretch opportunities because they’re seen as “too busy” or too operational. We do not fix women. But we do name the systems and expectations that shape women’s behaviour, and give you practical ways to lead differently within them. To support this conversation, we’re sharing a short Expert to Executive tool that helps you audit where you’re operating now and what needs to shift if you want to be recognised as a strategic leader, not just a reliable one . Delegation isn’t a nice-to-have. It’s a must-have leadership skill. Key Topics Covered Why being the “go-to expert” becomes a career ceiling The difference between asking for help and delegating with authority Gendered expectations and the delegation double bind How poor delegation damages leadership reputation and team engagement Delegation through the Leadership Compass: BQ, EQ, and SQ Developing others without abdicating responsibility Strategic delegation as a pipeline and succession tool Resources Referenced in the Episode Michelle’s Free Leadership Tools & Downloads Join the Lead to Soar Network. It’s a leadership community for women who want to lead with intention, depth, and clarity, alongside others doing the same work. If you’d like to take a look around, email contact@michelleredfern.com and you’ll receive a 30-day Guest Pass. You’re also warmly encouraged to comment on this article or join the chat. Leave a comment Subscribe now About Lead to Soar Lead to Soar is a podcast and leadership platform for ambitious women and for organisations serious about closing the leadership gender gap. Hosted by Michelle Redfern and Mel Butcher, the podcast goes beyond surface-level career advice to explore what it really takes to lead with clarity, credibility, and impact. Conversations are grounded in research, lived experience, and practical leadership frameworks, including The Leadership Compass. Lead to Soar is about fixing systems, not women, and supporting leaders to do work that matters, in ways that are sustainable and deeply human. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    33 min

  3. 15 FEB

    The Life Audit: A Simple Way for Ambitious Women Leaders to Reset

    We’re told (too often in our opinion) that the new year is about resolutions. Do more. Be better. Fix yourself. In this episode, we challenge that narrative and talk about what genuinely supports change over time. Reflective practice sits at the heart of effective leadership, yet many women are rarely given the space or structure to do it well. Michelle introduces The Life Audit, a practical tool she has developed and refined over many years to help ambitious women pause, recognise what feels out of alignment, and decide where to focus. The Life Audit begins with an honest assessment of key areas of life, including work and career, finances, relationships, physical wellbeing, time management, joy, social connection, and sense of contribution. Using a spider graph and a scale from crap to awesome, patterns emerge quickly. Those patterns often reveal where energy has been overextended, misplaced, or neglected. From there, the work becomes intentional and contained. Rather than trying to change everything at once, listeners select two to four priority areas and commit to a twelve-week reset. Each week includes a short reflection on what to stop, start, and continue, creating momentum through consistent, deliberate action rather than bursts of motivation. As we discuss in the episode, many women reach a point when life looks fine on paper, yet something feels off. When those signals are ignored, they tend to intensify. The Life Audit provides a structured way to notice earlier and respond with intention, before dissatisfaction turns into exhaustion or disengagement. This episode invites women to approach self-leadership with the same seriousness they bring to leading others, using reflection as a practical skill rather than a vague aspiration. Leave a comment If this episode was useful, there are three simple ways to go further: Subscribe on Substack This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement. Subscribe now Explore the Lead to Soar Network Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore Share the episode If this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about. Share About Lead to Soar Lead to Soar is a podcast and leadership platform for ambitious women and for organisations serious about closing the leadership gender gap. Hosted by Michelle Redfern and Mel Butcher, the podcast goes beyond surface-level career advice to explore what it really takes to lead with clarity, credibility, and impact. Conversations are grounded in research, lived experience, and practical leadership frameworks, including The Leadership Compass. Lead to Soar is about fixing systems, not women, and supporting leaders to do work that matters, in ways that are sustainable and deeply human. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    18 min

  4. 8 FEB

    What Smart People Do When Life Gets Messy and Work Gets Complicated

    Subscribe now “Be authentic at work” is some of the most commonly given career advice, and some of the most dangerous, especially for women and others without structural power. In this episode Michelle Redfern and Mel Butcher call b******t on the idea that honesty and openness are always safe or rewarded at work. Instead, they explore what smart people actually do when life collides with work, and the stakes are high. From bereavement and illness to caring responsibilities and personal identity, this conversation examines how disclosure decisions are shaped not by good intentions but by power, culture, and psychological safety. Michelle reflects on her own career experiences of assimilation, self-protection, and learning when openness helps and when it harms. Rather than pushing performative authenticity, this episode offers a grounded framework for deciding what to share, what to withhold, and how to protect your credibility without disappearing or pretending. The episode also challenges leaders directly. When life inevitably intrudes on work, are you creating conditions where people feel safe asking for support, or are your systems and behaviours teaching them to stay silent? This is essential listening for women navigating complex career moments and for leaders serious about trust, retention, and humane workplaces. Leave a comment If this episode was useful, there are three simple ways to go further: Subscribe on Substack This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement. Subscribe now Explore the Lead to Soar Network Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore Share the episode If this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about. Share Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    28 min

  5. 1 FEB

    How to Steer Your Review to Be About Results, Not Personality

    Performance reviews are meant to assess contribution, results, and business impact. Yet for many women, they become subjective conversations about tone, confidence, or how they “come across.” In Episode 204, Michelle Redfern and Mel Butcher discuss why women are disproportionately judged on personality rather than performance, and what that means for career progression. Drawing on research and lived experience, they explore how biased feedback shows up in reviews and why it persists, even for high-performing women. This episode reframes the performance review as a business conversation, not a personal evaluation. Michelle shares practical language women can use to bring evidence to the table, ask for specific examples, and redirect vague or loaded feedback back to measurable outcomes. They also cover how to respond when feedback is unclear, unhelpful, or biased, including when to pause, take feedback on notice, or refuse to sign off on written comments that lack substance. This is a must-listen for women who want fair, strategic career progression and for leaders who want performance reviews that actually develop and retain talent. Below is the performance review checklist Michelle promised. Use it to prepare, stay anchored in evidence, and redirect the conversation back to outcomes when it drifts into personality or perception. You can also download a .pdf version. Performance Review Prep Checklist A business-first guide for women 1. Treat your review like a business meeting * This is about outcomes, not likeability * You are entitled to clarity, evidence, and specificity 2. Prepare your evidence * Objectives and how you met or exceeded them * Results, metrics, milestones, risks reduced, problems solved * Examples of impact beyond your role * Written feedback gathered during the year 3. Anchor the conversation to outcomes Use phrases like: * “The outcomes I delivered this year include…” * “Here’s where I moved the needle against priorities…” 4. Redirect personality-based feedback Ask: * “Can you give me a specific example?” * “How did that impact outcomes?” * “What would you like me to do differently, in practical terms?” 5. Ask for advice, not vague feedback * “Where would you advise me to focus next year?” * “What should I stop, start, or continue?” 6. Don’t respond on the spot You can say: * “I’d like to take that on notice.” * “I need time to reflect before responding.” 7. Debrief with your network * Sense-check feedback * Separate development from bias * Decide what to act on and what to discard Bottom line: You are not there to be liked. You are there to be assessed on impact. If this episode was useful, there are three simple ways to go further: Subscribe on Substack This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement. Explore the Lead to Soar Network Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore  Share the episode If this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about. Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    26 min
  6. 5 Ways to Be a Better Ally to the Rainbow Community

    30 JAN

    5 Ways to Be a Better Ally to the Rainbow Community

    As Pride Month 2026 approaches, we wanted to resurface this episode and send it to everyone so that they know exactly how to be a great ally to the rainbow community. If you consider yourself supportive of the LGBTIQA+ community but aren’t always sure what meaningful allyship looks like in practice, this episode is for you. In this solo episode of Lead to Soar, Michelle Redfern speaks directly to leaders, managers, and colleagues who want to move beyond passive support and take responsibility for creating safer, more inclusive workplaces for people who are trans, gender diverse, non-binary, and queer. This is not about perfect language or performative gestures. It’s about noticing harm, calling it out, and using your position to reduce others' risk. Michelle shares five practical ways leaders can be better allies at work, including how silence can cause harm, how power operates in everyday moments, and why allyship is a leadership behaviour, not a personal identity. In this episode What allyship actually looks like in workplace behaviour Why “supporting diversity” is meaningless without action How leaders can interrupt exclusion without making it about themselves The risks faced by trans and gender-diverse people at work, and why leadership matters What it means to step in, speak up, and set standards This episode is a call to action for leaders who say they care about inclusion to demonstrate it consistently, publicly, and responsibly. Resources LGBTIQA+ glossary of common terms – Australian Institute of Family Studies GLAAD – Advancing acceptance through media and storytelling Wear It Purple – Creating safe, supportive environments for rainbow young people PFLAG – Supporting, educating, and advocating for LGBTQ+ people and their families Leave a comment If this episode was useful, there are three simple ways to go further: Subscribe on Substack This is now the home of the Lead to Soar podcast. Subscribers get new episodes, curated guidance from the back catalogue, and written insights to help you navigate leadership and career decisions with sound judgement. Subscribe now Explore the Lead to Soar Network Lead to Soar is a leadership development network for ambitious women and for organisations serious about closing the leadership gender gap. Members get access to group coaching, practical leadership tools, and a network of women actively advancing their careers. Explore Share the episode If this resonated, share it with a colleague, manager, or friend who might need it. Leadership is shaped by what we notice, name, and talk about. Share Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    9 min

  7. 28/12/2025

    Unlocking Your Voice: The Strategic Visibility Every Woman Leader Needs

    Visibility does not equal influence. In this episode of the Lead to Soar Podcast, Michelle Redfern explains why many women leaders are seen and heard, yet still overlooked when it comes to power, promotion, and decision-making. Drawing on The Leadership Compass, she outlines how strategic visibility, grounded in business impact, credibility, and judgment, is what shifts women from contributors to influential leaders. This episode is a recording of a live Be Seen. Be Heard. Be Strategic. Workshop delivered inside the Lead to Soar Network. It offers a clear example of the strategic, evidence-based leadership development that members access throughout the year as part of their membership. The Lead to Soar Network Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    57 min

  8. 21/12/2025

    Who Are You Called to Become as a Leader?

    This isn’t your average leadership pep talk. In this episode, Michelle Redfern invites you into a quiet, reflective, and deeply practical session designed to help you pause, breathe, and think intentionally about the leader and the woman you are called to become. Drawing on her personal experience and the powerful Ikigai framework, Michelle shares the exact questions, journaling prompts, and mindset shifts that helped her shift from living on autopilot to leading with purpose. Whether you’re at a career crossroads, feeling a loss of joy in your current role, or sensing it’s time for a bold next move, this session is your invitation to step off the hamster wheel and reconnect with your future self. Before You Hit Play: This session is intentionally slower-paced. It’s quiet. Thoughtful. Michelle leaves space for you to reflect, write, pause and breathe. To get the most out of this episode:•: • Grab a notebook or journal • Bring a pen (and maybe a cuppa) • Give yourself space to think • Pause the episode when needed to reflect or write You’ll Explore:•: • The question that cracked Michelle wide open: Who are you called to become? • How to identify what still serves you—and what needs to be left behind • The difference between what you’re good at vs. what gives you joy • The power of listening to your inner coach instead of your inner critic • How to sketch and activate your personal Ikigai • A practical 30-day challenge to turn your insights into action. Take the Next Step: • Journal your answer to: Who are you called to become? • Complete your Ikigai sketch using the four prompts: • What do you love? • What are you good at? • What does the world need? • What can you be paid for? • Choose your bold 30-day move and write it down • Ask: What will future-me thank me for doing today? This session is part of Michelle’s ongoing commitment to help women stop shrinking and start soaring. If you’re not yet a member of the Lead to Soar Network, join us because the leadership journey is better when you’re not doing it alone. Links:On Ikigai: https://www.japan.go.jp/kizuna/2022/03/ikigai_japanese_secret_to_a_joyful_life.htmle The Lead to Soar Network: https://leadtosoar.network/landing Get full access to Lead to Soar Podcast at leadtosoarpodcast.substack.com/subscribe

    48 min
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About

Lead to Soar is the podcast where ambitious women get strategic, evidence-based guidance to reach their full potential and reshape the systems that hold them back. Each episode delivers practical leadership insights grounded in Business, Emotional and Social Intelligence so women can lead with impact and advance their careers on their own terms. leadtosoarpodcast.substack.com

Information

  • Creator
    Michelle Redfern & Mel Butcher
  • Years Active
    2025 - 2026
  • Episodes
    191
  • Rating
    Explicit
  • Copyright
    © Michelle Redfern
  • Show Website
    Lead to Soar