137 episodes

We have one single mission: Help women find ease, meaning and joy at work and in life. We use our experiences as business owners, entrepreneurs, mentors and inspirational leaders to explore topics that all working women care about: shitty bosses; smashing the patriarchy; balancing work and life; navigating change and getting what you want! We guarantee that you will be entertained and inspired... promise!

Crina and Kirsten Get to Work Crina Hoyer and Kirsten Barron

    • Business
    • 5.0 • 65 Ratings

We have one single mission: Help women find ease, meaning and joy at work and in life. We use our experiences as business owners, entrepreneurs, mentors and inspirational leaders to explore topics that all working women care about: shitty bosses; smashing the patriarchy; balancing work and life; navigating change and getting what you want! We guarantee that you will be entertained and inspired... promise!

    The Authentic Leader: Embracing Your Executive Presence as a Woman

    The Authentic Leader: Embracing Your Executive Presence as a Woman

    On this episode of Crina and Kirsten Get to Work our hosts explore executive presence for women at work. Sylvia Ann Hewlett, an economist and the CEO of Hewlett Consulting Partners, said that executive presence is the difference between merit and success.  We can sometimes cringe when we hear and talk about executive presence because it can feel like a call to be someone other than who we are - the requirement to fit into a mold to be a leader.  No, say our hosts!!  The new executive presence is about authenticity and inclusion.  
    Hewlett conducted surveys in 2012 and again in 2022 that tell a story of significant shifts in our view of executive presence.  The New Rules of Executive Presence (hbr.org).  Hewlett says, “[t]he old ideal—shaped and embodied by white male CEOs who ruled the U.S. and European corporate worlds through the beginning of this century—has long been eroding.”  
    Executive presence is made up of gravitas (think confidence and decisiveness); communication (think clear and  direct) and appearance (think authenticity).  In 2012, Hewett’s survey showed that having “a blue-chip” pedigree was important for gravitas, and that characteristic did not even make the list in 2022.  In 2022, respect and inclusiveness were more important to executive presence than they were in 2012.  Another shift was seen in the communication element of executive presence where in 2012 “forceful” was important and in 2022 “listening to learn” was important to executive presence.  Even our view of executive presence as it relates to appearance has changed - while being polished is still important, authenticity has risen to one of the most important factors in the appearance component.  
    Executive presence is learnable - and you do not have to master all of the elements.  Focusing on your authentic strengths can improve your executive presence.  Hewlett’s work tells us two important things: 1. we can be our authentic selves and have executive presence; and 2. executive presence in the workplace is more inclusive than ever before.  

    • 41 min
    Micro Stress; It Might Be More Major Than You Think

    Micro Stress; It Might Be More Major Than You Think

    Microstress differs from traditional stress in its subtlety and frequency. These small, often unnoticed stressors can accumulate and greatly impact our well-being, both mentally and physically. Join us as we uncover the hidden impacts of microstress and explore strategies to combat its effects for a healthier, more balanced life.
    While traditional stress arises from major life events, microstressors are small, often unnoticed, and yet they can accumulate and significantly affect our well-being. Microstress, unlike what we think of as more conventional stress, does not provoke the same physiological response as bigger stress - so our body is not working to protect us from stress in the same way.  Microstressors can be categorized into three main types:
    Draining our capacity to get things done: These microstressors often make us feel like we're failing at work and in our personal lives. Examples include misalignment with collaborators on roles or priorities, uncertainty about others' reliability, and an overwhelming number of tasks or responsibilities.
    Draining our emotional reserves: These microstressors are caused by others and can leave us feeling emotionally depleted. Examples include feeling responsible for the success and well-being of others, confrontational conversations, and a lack of trust in our social network.
    Challenging our identity: These microstressors can trigger feelings of discomfort, making us question if we're truly living in line with our values and goals. Examples include pressure to pursue goals that don't align with our personal values, attacks on our self-confidence or worth, and negative interactions with family or friends.
    The effects of microstress extend beyond mental health, impacting physical well-being as well. It disrupts the body's ability to maintain internal balance, leading to issues like "brain fog," where cognitive function is impaired - and even affects our body’s ability to process food. Despite these challenges, there are strategies to mitigate the effects of microstress.
    Pushing back against microstress in practical ways—such as learning to say no to small requests, managing technology to reduce interruptions, and readjusting relationships to prevent others from putting microstress on you—can be effective. Rising above these stressors, by keeping them in perspective and not letting them consume us, is another valuable approach.
    Human connection emerges as a powerful tool in combating microstress. Engaging with others helps develop brain circuits that manage our reactions and emotions, alleviating the burden of stress. By cultivating diverse connections and engaging in meaningful activities, we can create a multidimensional life that buffers us against the effects of microstress.
    Join us as we explore the world of microstress, uncovering its hidden impacts and discovering strategies to combat its effects. Learn how small changes in daily life can lead to significant improvements in overall well-being. 

    • 47 min
    Feeling Embarrassed? Make It Work For You!

    Feeling Embarrassed? Make It Work For You!

    Embarrassing yourself is the key to success - well, not exactly, but there are benefits to embarrassment.  In this episode of Crina and Kirsten Get to Work, our hosts delve into this unusual emotion - embarrassment - hot head, panic, stomach upset, racing heart, sweating - and all of the things.  
    Science tells us embarrassment is a unique emotion - unlike an emotion such as fear, we need to think before we can feel this emotion.  Rowland Miller at Sam Houston University tells us, “we become embarrassed when we perceive that the social image we want to project has been undermined and that others are forming negative impressions of us.”  But there is more to embarrassment.  
    John Sabini of the University of Pennsylvania and his colleagues found embarrassment is likely to arise when a person anticipates a disruption of smooth social interaction and/or faces a situation without clear social expectations . She is not worried about making a bad impression, but rather she does not know what to do next.
    Sabini defined three kind of embarrassment:
    Faux-pas - food in your teeth when meeting your new boss
    center-of-attention - being the guest of honor at a surprise party
    sticky-situation embarrassment - having to fire someone or give hard feedback 
    Crina adds a fourth type, vicarious embarrassment, to this list - the feeling of being embarrassed for others.  
    Embarrassment serves a few important purposes.  Embarrassment signals others that we know we stepped in it and these negative feelings discourage us from doing it again and encourage us to make repairs with others.  It can also encourage us to prepare for a situation to avoid being embarrassed.
    Research published in the Journal of Personality and Social Psychology found people who expressed more outward signs of embarrassment while describing their embarrassing moments (such as tripping) also reported a tendency to be more "prosocial" — that is, kinder and more generous.
    Researchers also found that when the study’s actor expressed embarrassment, study participants found the actor more trustworthy and wanted to affiliate with him more.  Embarrassment can humanize a leader because it helps break down the barriers between team members and the leader and ultimately allows for stronger connections to form.  Does the leader have some humor about her embarrassment or are they prickly and defensive about the embarrassment?  A leader’s response to embarrassment can set the tone for the team.  
    When we think about how to respond to embarrassment, research suggests most people tend to overestimate how much others notice our embarrassment. We can help put embarrassment in context by detaching ourselves and thinking about how we would react as an observer of our embarrassing situation.  It’s likely we will find grace, distance and context in that exercise.  
    We know embarrassment does not feel good, but it communicates we care and presents opportunities to consider our behavior and be more connected with those around us.
    The Surprising Perks of Being Embarrassed
    Oh no you didn't!
    Journal of Personality and Social Psychology,
    Countering embarrassment-avoidance by taking an observer's perspective | Motivation and Emotion

    • 43 min
    Silence Isn't Always Golden: Why Women Don't Speak Up at Work

    Silence Isn't Always Golden: Why Women Don't Speak Up at Work

    There are good reasons why women don’t speak up at work, but that silence is not serving us. When we communicate publicly, assertively and honestly for the rights and needs of ourselves and others, we’re shifting the power dynamics that have held us all back. 

    First, we know that women are more likely to speak up for others than they are for themselves.  We also know from the research that women are far more likely to be interrupted and talked over.  A 2014 study by Harvard Business Review found that while men and women see this as a problem, men tend to attribute this to a woman’s failure to make their point in a strong, clear way - or getting rattled and allowing themself to be interrupted.  Women tend to attribute this to feeling isolated and not liking conflict.
    Our hosts delve deeper into what the research says about why and here is what they found:
    Insinuation anxiety, which is the fear of insinuating distrust or disapproval of someone else.
    Fear of embarrassment, need we say more?
    Pluralistic ignorance, which is when we tend to sit around thinking someone else in the group will speak up - also known as the bystander effect.
    When we do not speak up , we end up less of all the good things - physical and emotional well-being and more of what we do not want, stress and unhappiness.  
    There are some key times to speak up: when our boundaries are violated, when we notice someone is upset, when something goes against the rules, when we recognize danger and when no else does.
    Dr. Sunita Sah at Cornell University suggests preparing to speak up can be helpful and asking for more time if you need it.  Crina and Kirsten add, being clear, avoiding over-explaining, being compassionate and honoring your preferences.
    The benefits of voicing your thoughts are high - more authenticity and more satisfaction.  It is also critical that each of our very special and unique voices are heard.
    Speak Up at Thanksgiving. Your Health Demands It
    The Unavoidable Trap of Politeness: Why Is It So Hard to Just Say “No”? ‹ Literary Hub
    Opinion: Why you find it so hard to resist taking bad advice - Los Angeles Times
    Women, Find Your Voice (hbr.org) 
    Speaking Up for Yourself Is Important — 11 Steps to Get It Right
    Why Is It So Hard to Speak Up at Work? - The New York Times
    The Effect of Gender on Interruptions at Congressional Hearings | American Political Science Review | Cambridge Core 

    • 45 min
    Do Your Work With Love: It Might Just Love You Back

    Do Your Work With Love: It Might Just Love You Back

    Love and work embrace as hosts Crina and Kirsten explore how to infuse our work with love. From expressing love through our tasks to cultivating a service mindset and practicing generosity, this episode serves up a recipe for success that's as fulfilling as it is rewarding. Let's bring more love into how we do our work! 
    Crina and Kirsten dive into love and work, where Albert Brooks,  Oprah Winfrey,  Marcus Buckingham, Bob Rosen and Joe Ricciardi serve as guides to infuse our conversation about doing our work with love. Forget the notion that work and love should be kept in separate corners of our lives; we're here to blend them together like the perfect cocktail - at work!  As Kahil Gibran said, “work is love made visible.”  Our work is an amazing opportunity for us to express love - something we are made to do.
    Our duo digs into the different flavors of workplace love. There's love of purpose, love of accomplishment, love of colleagues, and even love for ourselves. Each adds its own unique flavor to the workplace stew, creating a recipe for success that's as fulfilling as it is rewarding.
    There is also the opportunity to infuse the work we do with love, which is something we do not talk about as often - how we talk with customers and clients; how we build the thing we are building at work; how we write the memos and letters and emails - with each task there is the opportunity to infuse the task with love.  
    How do we put this into practice?  We can adopt a service mindset, practice generosity, show compassion, and create trust. And let's not forget to sprinkle gratitude on top—it's the secret ingredient that ties everything together.  Expressing love in our work is a blend of these concepts.
    So, as we bask in the love of Valentine's Day, let's make a pact to bring more love into how we do our work. 
    What's Love Got to Do With Work? | Psychology Today
    Marcus Buckingham: Why “Love” Is the Key to Career Success (hbr.org)
    The Only Career Advice You’ll Ever Need - The Atlantic
    How To Bring More Love Into Your Work - Eat Your Career
    Love At Work: Here's How To Truly Show Love To Your Colleagues This Valentine's Day (forbes.com)

    • 30 min
    Social Capital: Creating a Culture of Connection at Work

    Social Capital: Creating a Culture of Connection at Work

    In the world of work, where productivity and success are often measured in tangible outcomes, the concept of social capital emerges as a crucial element. It goes beyond the conventional understanding of networking and friendships, delving into the interconnected networks, shared norms, and trust that form the glue holding people and organizations together.  And there are chickens . . . .
    Crina begins with a story about her husband, Barry, that illustrates what can be the natural and organic creation of social capital. Despite facing skepticism from some team members who deemed it a waste of time, Barry's emphasis on communication among co-workers is creating a cultural shift at his work, fostering collaboration and teamwork. This anecdote parallels a study of chickens, yes, chicken!  The study reveals that individual productivity, while initially successful, ultimately hampers overall success when it comes at the cost of suppressing others and focusing on self.
    Robert Putnam's research at Harvard helps us understand that social capital extends beyond the workplace, encompassing community bonds and shared values. It differs from mere friendship or networking, encompassing trust and reciprocity - and it is kind of all of those things rolled into one. Social capital is a catalyst for societal well-being, impacting employment levels, academic performance, physical health, economic growth, and even crime rates - and really impactful to teams. 
    Research highlights the numerous benefits of social capital in the workplace, including lower turnover, improved performance, increased knowledge transfer, innovation, and career mobility. 
    Social capital at work looks like giving, connecting, and valuing others' expertise without expecting immediate returns is emphasized. It's about building trust and authenticity through reliability, transparency, vulnerability, and empathy.  Social capital is not a quid pro quo - or you scratch my back and I will scratch yours.
    However, the downside of social capital is also acknowledged. Tight-knit networks may inadvertently exclude non-members and create conformity pressures, potentially limiting personal freedoms.
    Social capital is not just a soft skill but an imperative for individuals and organizations. It involves creating a culture that values relationships, fosters trust, and recognizes the unique contributions of individuals. In the dance of productivity and success - and well being -  social capital gets us a long way to creating a harmonious and thriving workplace experience.

    • 41 min

Customer Reviews

5.0 out of 5
65 Ratings

65 Ratings

H"-@:&;$($:@-@ ,

Crina and Kirsten Get to Work

This podcast is a must-listen for every working woman! It’s refreshing to hear two savvy, hilarious, insightful career gals open up about their daily struggles and challenges, and how they’ve found workarounds. LOVE this show!!

Talking To Crows ,

It's not a water cooler, it's the oasis!

This podcast is equal parts hard data, laughter, inspiration, and tremendous joy. Crina and Kirsten are an inspriation. They are able to cut to the truth of the experience for women in the workplace and frequently make my cheeks hurt from laughing. A must-listen.

Jmmercer ,

Great Pod!

Entertaining conversation and great audio. A fun podcast that’s easy to binge!

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