What we are talking about is continuously evaluating where you are in the framework and recalibrating your approach when necessary, to ensure your impact is both significant and sustainable…Long after you’re even there. 

“The focus is on creating a leadership legacy that empowers future generations, laying the groundwork for a culture of leadership that values authenticity, inspiration, empowerment, and, above all, purpose.” 

Today, we’re digging our spurs into another quadrant of The Legacy Leader Framework– the Hidden Leader (low in authority and influence). This is the face that remains out of the spotlight. This is the voice you can’t hear in the crowd and the leader whose contributions often go unnoticed.

But it’s not because they don’t show up, contribute, or generate brilliant ideas. The Hidden Leader is someone who may be fully present in meetings and tasks but is still overlooked. Why? Because somewhere along the way, they’ve either never found the confidence to claim their worth, or they've lost it through the pressures of their environment.

Influence is about breathing life into your team. It's not about manipulating people. It's about empowering people to reach their full potential and fostering a collaborative environment which makes you a leader people naturally want to follow.

Unlock the secrets to leading with authenticity and authority. This blog post dives into the Legacy Leader Framework, offering actionable strategies for women in male-dominated industries to build confidence, influence, and a lasting impact. Discover how authentic leadership can propel your career and leave a powerful legacy.

The new sheriff, Legacy Louisa, is a new world order and class of leadership. It’s the start of a new era. One that’s conscious, confident, situational, and focuses on both the leader’s development and empowerment as much as their teams’. This new way of leadership puts authority, influence, and impact at its center. This new world leadership order is something I’ve created and call The Legacy Leader Framework.

When your team feels valued, they’re more likely to stay engaged, be more communicative, work more efficiently, and seek out more opportunities to stretch themselves to their next level. When they’re better, you’re better, and vice versa. You showed them that…Empowering women leaders empowers new leaders. Just think of how far that vibration can extend, what it can achieve, and the change it can make. I bet the impact will be so great that you might as well get nominated for Most Empowering Women Leader of the Year.

You don’t need to ask permission to take up space. You’ve already earned the titles, climbed the ladders, and achieved the achievable…So take up space. You deserve it. You don’t need to put your paws up and beg for it.

My part of changing the conversation around mental health is actually to have one.

It’s not hard to understand why women in STEM fields struggle with their mental health. I’m sure you can come up with half a dozen reasons this would be true without me saying another word. One study phrased it as “social patterns marked by gender inequality might produce psychological suffering.” My interpretation: women in STEM fields experience sexual harassment, family-work imbalance, gender stereotyping, salary gaps, and unconscious bias, all of which lead to women feeling low self-esteem and self-worth (among other things), which leads to worse things like anxiety or depression.

Three Skills to amplify your voice at the "big boy" table. Having a seat doesn't guarantee being heard; speaking up and asserting your invaluable insights does.

But you and other women leaders in STEM are changing that. You are changing the history of these male-dominated industries. Every day, you create herstory. What you do today is what will be written in tomorrow’s herstory books.

You’re more than your corner office, your role, your title. I want you to consider that for a moment. When was the last time you really took the time to think about who you are outside of your professional identity and accomplishments?

(Waiting on standby as you ponder…)

It’s easy to understand how top women in leadership, such as yourself, can forget who they are beyond what they do.

Trust in others is essential to any relational ecosystem as humans–interpersonal relationships, business partnerships, company teams, departments, patients, and practitioners…the list goes on. Trusting those we rely on is important. Them trusting in us is important, too. But there’s a greater trust equation than the “me to others.” And that’s “me to self.”

If you’re as seasoned as I am, you remember the days when seeing a woman in a C-suite role was as impossible as looking for a needle in a haystack. Those days are fading, my friends. Maybe not as fast as we would like, but they are fading. And you are one of the people holding the eraser to what we (the global ‘we’) accepted about women in male-dominated industries–that they had no place there.

Has it been just one more year and one more round of playing small in a man’s world? Has it been another umpteen months of your brilliant ideas being hijacked? I’m looking at you, Powerhouse. If this is how your year has been–aren’t you tired of watching from the sidelines while your brilliance and light get snuffed out or overlooked altogether?

In today's fast-paced professional landscape, women leaders are burning the candle at both ends. We’re juggling office responsibilities, maintaining traditional roles at home, and trying to smile through it all. Sound familiar? Well, let me serve some truth tea: If we don't prioritize self-care, we’re on the fast track to burnout. A burnt-out leader is like a bulb without its shine—pretty useless. Let's reimagine leadership where you’re not just leading, but thriving. With self-care as a non-negotiable, not only do you get to set the pace for your own well-being, but you also inspire other women leaders to do the same. Ready to make self-care your superpower?

Women in STEM are not only surviving but thriving, reshaping the industry with resilience and determination. Despite challenges, including pay disparity and unconscious bias, there's been a noticeable uptick in female representation in the past 5 years. These resilient women are rewriting norms, providing innovative perspectives, and fostering inclusive corporate cultures. Dive into their journey, celebrating their achievements, and envisioning a future where the playing field is leveled.

Conquer the barriers and embrace the power hidden in your Imposter Syndrome. As a woman leader thriving in male-dominated industries, you belong at the helm and your voice matters. Shatter the internal voices questioning your worth and transform your doubts into a superpower. Imposter Syndrome need not be a source of inhibition but a stepping stone that propels you further. This guide provides actionable strategies to rewire your mindset and leverage your fears and doubts. Explore how your Imposter Syndrome can fuel ambition, encourage problem-solving, and maintain a balanced ego. You are capable, deserving, and influential - your unique experience is your superpower.

Humans make the most effective situational leaders. How can you be more human? Say things that a human would after a human does human things (like making mistakes, not knowing what to do next, or needing answers). Use these four phrases when appropriate: “I was wrong,” “I need your help,” “I’m sorry,” and “I don’t know.” These four phrases can nurture a stronger relationship between leaders and their reports. But why do these phrases work, and when are they appropriate to use? Let’s break it down.

Leaders who act as coaches cultivate an environment of support, leading to increased morale, improved teamwork, and a stronger sense of community within the organization.

Delegating leadership is a powerful tool for those leaders who want to reduce their stress and burnout, empower their team members, and increase the efficiency, productivity, and success of their teams. Just be sure to understand the best ways to approach this type of leadership and to recognize when you might be getting in your own way.