You're Overqualified Podcast - Career and Leadership Strategies for Women

Dani Tan - Leadership Coach and Speaker
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I'm Dani Tan, Founder and leadership coach of She Belongs Here™, a leadership and culture organization for women ready to get promoted, lead on their own terms, and redefine what leadership looks like. I coach high-achieving women through the strategy, visibility, and positioning moves that actually move the needle, and I work with organizations building cultures where their best talent can lead. Former VP, first-gen, 11 promotions in 11 years, I've lived this work before I built it. Learn more about me and my mission at danitan.com

  1. 5d ago

    137. Can't I Just Do This on My Own? What DIY Actually Costs You

    In episode 137, I'm doing the actual math on what "I'll just figure it out myself" is costing you, in real dollars, not just time. This one is for the woman weighing whether to get support or keep trying to DIY her way to the next level. If you've been telling yourself that hiring help is the less responsible choice, I want you to hear the numbers before you decide. In this conversation, I walk through what DIY actually looks like in practice, why it works for some things and reliably fails for others, and the real financial delta of waiting one more year to get support. In this episode, I cover:→ The actual dollar cost of waiting one more year to figure it out alone→ Why DIY frequently isn't responsibility, it's fear wearing a costume→ When DIY works and when it fails→ Why information was never the problem, execution under pressure was→ Why the higher you go, the less anyone does it completely alone Key Takeaways:– One year of "figuring it out" can cost you the equivalent of a full salary increase, and it compounds.– DIY works for low-stakes, mechanical skills. It fails anywhere you have to be strategic about yourself while afraid.– Every executive you admire has had help. Asking for support is not a remedial path. Chapters:0:00 Who Dani is and who this episode is for0:54 Can't I just do this on my own?1:52 Pattern recognition across clients2:21 The real math: what one year of "figuring it out" costs3:17 DIY as fear wearing a responsibility costume3:44 What DIY actually looks like in practice6:25 The common thread: information wasn't the problem7:19 When DIY works and when it fails8:43 Asking for help is not a remedial path9:59 The higher you go, the less anyone does it alone10:53 What got you here won't get you there11:51 The real cost comparison: coaching vs. waiting12:57 This week's action item14:40 Book a discovery call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  2. Aug 13

    136. The 3 Questions Your Manager Asks Before Promoting You

    In episode 136, I'm breaking down the 3 questions your manager and leadership are actually asking before they promote you, questions that get answered in rooms you're usually not in. This one is for the woman doing great work, staying visible to her manager, and still watching the promotion stall out. You are not being rejected. You may just be unmentioned, and that is something you can change. In this conversation, I walk through exactly what leadership evaluates when your name comes up, months before your review cycle, with more people in the room than just you and your manager. In this episode, I cover:→ The 3 questions your manager asks before promoting you→ Why promotion decisions are made months before the review cycle, and who else is in that room→ The real cost of staying at your current salary one extra year→ Why claiming your results out loud is not bragging, it is data→ How to build influence with more than one person, without it feeling like politics Key Takeaways:– The 3 questions: do we trust her with more scope, who is advocating for her, and what story do we tell about her.– Unmentioned is fixable. Rejected is a different conversation, and this usually is not that.– You cannot outwork a positioning problem. You have to position yourself. Chapters:0:00 Who Dani is and who this episode is for0:56 The decisions being made in rooms you're not in3:43 The lie that work speaks for itself5:10 Why promotion decisions happen months in advance6:02 The real cost of staying at your current salary7:54 Unmentioned, not rejected9:45 Effort is not the currency, the story is11:38 The 3 questions your manager asks before promoting you15:23 Why this is information flow, not politics17:43 Claiming your results is not bragging, it's data18:56 This week's action item20:47 Book a discovery call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  3. Jul 23

    135. Doing the Job Above You With No Promotion? Here's What To Do

    In episode 135, we're talking about what actually moves the needle when you've been doing the job above your title — and still waiting on that promotion. If you've been going above and beyond for months, getting great feedback, and still hearing nothing, this one is for you. You are not behind. You've just been working without the right positioning in place. In this episode, I break down a real client story: a new manager at a fast-growing startup who was doing the job above her title for six months with no movement and exactly what changed when we shifted her strategy. In this episode, I cover: → Why having a great manager relationship isn't enough to get you promoted → The stakeholder mapping exercise that changed everything for her → How she went from invisible to promoted in under three months — and built influence that followed her everywhere after Key Takeaways: – You are not underperforming — you are underpositioned – Your manager's support alone does not move a promotion forward; the GM and cross-functional partners need to know your work too – Confidence isn't a prerequisite to taking action — you build it by mapping what you already know – Visibility inside your org is step one; visibility outside is what unlocks the next level – The skills you build through this process — presenting, relationship-building, communicating impact — transfer to every next move Chapters: 00:00 — Welcome & About the Podcast 01:36 — The Client Story: Before 03:55 — The Coaching Steps: Stakeholders, Confidence, and the GM Meeting 06:09 — Building Visibility Beyond the Organization 08:20 — The Lesson: A Skill, Not a One-Time Fix How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  4. Jul 16

    134. The Promotion Questions You're Afraid to Ask (Answered)

    In episode 134, we're getting into the promotion questions you're afraid to ask, the real ones, pulled straight from a room full of high-achieving women. You are already delivering above your title. This one is for the woman who is doing the work and is ready for the actual playbook, not more vague feedback. I taught a live training this week and opened it up for real questions, and the coaching I gave on each is the whole episode. In this episode, I cover: → Why getting denied an internal promotion is almost never about your capability → What to do when your company "pauses" promotions (and the parallel path that protects you) → How to get your title and pay to finally match the work you are doing → The reframe for checking in on your promotion without feeling annoying → How to build relationships with decision-makers in a new or remote role Key Takeaways: – Promotions are decided by more than your manager. Positioning and visibility with the right people is the lever – "Waiting" quietly adds time to your promotion cycle. Run a parallel path instead – Vet an organization's health the same way they vet you – Follow up like a dog with a bone: document, check in, repeat – Every question comes back to three things: your roadmap, your ecosystem, and your visibility Chapters: 00:01 Meet Dani + who this is for 02:22 Denied the internal promotion, what am I missing? 04:38 Delivering at the next level, but promotions are paused 09:17 Vetting the health of your organization 11:00 Your title and pay don't match (and asking backfired) 13:53 Checking in without feeling annoying 16:11 Building relationships in a new or remote role 18:29 The three themes behind every promotion question 20:46 The replay, the bonus, and working together How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  5. Jul 9

    133. Why Someone Less Qualified Just Got Promoted Over You

    In episode 133, we are talking about the thing no one names when they talk about getting promoted: the discomfort of being seen. If you have been putting in the work and still getting passed over, there is a good chance it is not your performance that is the issue. It is that not enough of the right people know about it — and that somewhere along the way, being visible started to feel uncomfortable. This episode is for you. In this episode, I break down why discomfort with visibility is the most common blocker for high performers, and what strategic visibility specifically looks like at the manager, director, and VP level. In this episode, I cover:→ Why feeling uncomfortable being seen and recognized for your work is keeping you stuck→ What strategic visibility looks like at the manager level versus the director level versus VP — and why the approach is different at each one→ Why the skills that got you here will not automatically get you to the next level Key Takeaways:– The discomfort you feel about being seen for your work is not humility. It is the thing keeping you stuck.– If you are going for manager, being siloed in your work and not showing a ripple effect on your team is what holds you back.– Director requires visibility beyond your team — into the organization and with executive leadership.– VP is a highly strategic and influential role. Executive presence, business impact, and innovation are what get you there.– Strategic visibility is a skill. It is learnable. And it changes everything. Chapters:00:01 Who this is for and why you are overqualified02:13 What actually happened when someone less qualified got promoted over you04:26 Strategic visibility and making the right people know your work06:45 Why feeling uncomfortable being seen is keeping you stuck How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th ⁠⁠here⁠⁠Book a Discovery Call ⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  6. Jul 2

    132. The 3 People Who Decide Your Promotion (and Why Your Manager Isn't Enough)

    In episode 132, we're talking about why someone less qualified just got promoted over you — and what actually happened. You did the work. You hit your goals. You got great feedback. And somehow, they got the promotion. That is one of the most demoralizing things that can happen in a career. And I want you to hear this right now: it was not your quality of work. It was positioning, visibility, and timing. Those are the parts of the system that no one ever taught you. And every single one of them is learnable. In this episode, I break down why strategic visibility is the difference between invisible excellence and getting promoted, and what it actually looks like at every career level. In this episode, I cover:→ Why the person who got promoted over you was not better — they were just better positioned→ What invisible excellence is and why great work alone will not get you promoted→ Why your manager carrying your name into the room is not enough→ How strategic visibility works at every level from individual contributor to VP→ What it means to be known by the right people before the promotion decision is made Key Takeaways:– It was not your quality of work. It was positioning, visibility, and timing.– The woman who stops getting passed over is making sure the right people know her work before the decision is made. On purpose.– Invisible excellence is doing great work that the wrong people know about. Strategic visibility is what changes that.– Being seen is not bragging. It shows you can present, build relationships, and communicate impact. Those are leadership skills.– Whatever level you are at, the path forward requires influence beyond your direct team. Chapters:00:01 Who this is for and why you are overqualified02:13 Why someone less qualified just got promoted over you04:26 Strategic visibility and making the right people know your work06:45 Why being uncomfortable being seen is keeping you stuck How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th ⁠here⁠Book a Discovery Call ⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  7. Jun 25

    131. Why You Get Great Reviews but Never Get Promoted

    In episode 131, we're talking about why getting great reviews and getting promoted are two completely different decisions — and what it actually takes to win both. You are doing the work. You are hitting your goals. Your manager thinks you are incredible. And you are still not getting promoted. That is not a reflection of your performance. It is a reflection of a system that no one explained to you. And in this episode, I am breaking it down. In this episode, I cover:→ Why promotions are not decided at your review and when they actually are→ What strategic visibility means and why the right people need to know your work→ How timing is the truth teller when it comes to your promotion cycle→ Why your manager is not the sole person who gets you promoted→ What it takes at each level: individual contributor to manager, manager to director, senior leader to VP Key Takeaways:– Great reviews and promotions are two different decisions. You can be acing one and not even be in the room for the other.– Promotions are shaped and planned months before your review. By the time you sit down, the conversation has already happened.– Strategic visibility is not bragging. It is making sure the right people know your work before the decision is made.– Your manager is not the sole person who gets you promoted. Multiple decision makers are part of that process.– Planning in advance is not optional. It is the whole game. Chapters:00:04 Who this is for and why you are overqualified02:23 Why great reviews do not equal promotions04:37 Strategic visibility and making sure the right people know your work07:00 Planning in advance and what to do next How to work together - book a call or DM with questions on IG or LI. Join my training on July 15th hereBook a Discovery Call ⁠⁠⁠⁠here⁠⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

  8. Jun 12

    130. Why You're Still Stuck Even Though You're Doing Everything Right

    In episode 130, we're talking about why you can be doing everything right and still feel completely stuck. You are not the problem. The women I work with are smart, driven, ambitious, and high-achieving. They have strong performance reviews. They are doing everything right. And they are stuck. Not because they are not working hard enough. Because what got them here will not get them there. And most of the time, the specific thing keeping them at their current level is something they cannot see on their own. In this episode, I break down the three most common blockers keeping high achievers stuck, why your manager is not the sole person who gets you promoted, and why more information is not what closes this gap. In this episode, I cover:→ Why doing more is working against you at a certain career level→ The bubble problem: why only your manager knowing your work is keeping you stuck→ Why your manager is not the sole decision maker in your promotion→ The difference between research mode and action that actually moves you forward→ What one client did in four sessions that she could not do in two years on her own Key Takeaways:– What has served you to get here will not serve you to get to the next level. A new strategy is required.– Your manager is not the sole person who gets you promoted. Multiple decision makers are part of that process.– The most expensive thing you can do is stay stuck another year doing the same thing on your own.– The gap is not information. The gap is perspective. You need someone who can see what you cannot see.– Coaching builds a plan custom to your specific manager, your organization, and your goals. That is what moves you forward. Chapters:00:01 Who this podcast is for and why you are overqualified02:10 Why you are stuck even when you are doing everything right04:34 Why doing more is not working at a certain level06:56 Your manager is not the sole person who gets you promoted09:15 Three things to do differently starting now11:33 Why research mode keeps you stuck and what closes the gap13:56 Client story: stuck two years, promoted within six months16:17 The difference between a coach, a therapist, and a mentor18:36 What working together looks like and how to book your call How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠here⁠⁠⁠ to learn what it's like to work togetherConnect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Connect and DM on IG: ⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

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5
out of 5
7 Ratings

About

I'm Dani Tan, Founder and leadership coach of She Belongs Here™, a leadership and culture organization for women ready to get promoted, lead on their own terms, and redefine what leadership looks like. I coach high-achieving women through the strategy, visibility, and positioning moves that actually move the needle, and I work with organizations building cultures where their best talent can lead. Former VP, first-gen, 11 promotions in 11 years, I've lived this work before I built it. Learn more about me and my mission at danitan.com

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