a better monday

We need to get curious to truly disrupt the workplace patriarchy.

Every time we talk about likability bias, someone jumps in with “well, women do it to each other”— and we spend the rest of the conversation defending instead of building on it.

We know it happens. I want us to ask why, not to let anyone off the hook, but so we can actually change it. Because pointing at each other instead of looking up at what’s causing it is exactly what the system wants.

If a woman at work has hurt you, that pain is real — I’ve been there too. And it’s still worth asking what would have to change so she didn’t feel like she had to knock someone down in the first place.

That’s where we start. Save this.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

You have about six weeks before Q4 swallows your entire calendar. Here’s how to use them.

1. Check your systems.
Task management, calendar, meetings. Pick your top three, ask what’s actually working versus what you’re just used to, and upgrade one before October.

2. Expect collision.
Your life and work collide in Q4 — it happens every year. For everything that lands on your plate, ask one question: is this a must-happen-by-end-of-year item, or urgency someone else is assigning? That answer protects your real priorities.

3. Build in a pause on purpose.
One 10-minute pause on your calendar each week between now and December. Not at the finish line — now. Q4 moves fast either way; this is how you stay present instead of just surviving it.

Save this and run the audit this week. Send it to someone who always ends the year burnt out. 👇

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

Is AI coming for your job? How to show impact only humans can make.

Part three of the AI series. Let’s look at the numbers instead of guessing.

The IMF puts something like 40% of jobs worldwide as exposed to AI in some way. That sounds terrifying until you define exposure: it means 40% of jobs have some tasks AI can touch, not that 40% of jobs disappear. Goldman Sachs puts jobs at immediate risk closer to 2.5% of US employment. Real, but not the mass extinction number we all dread.

Here’s the part we’re not talking about enough: running these tools well is a whole skill of its own, and most of us don’t yet know what that skill requires.

So build the things AI still can’t touch into how you work, on purpose: your judgment, your critical thinking, your read on a room only someone who’s sat in hundreds of them can have.

If you want help figuring out what AI means for your career, DM me COACHING.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

Just because you have Claude Code doesn’t mean you now know how to code.

Part one covered picking your role as AI moves through your workplace: brakes, passenger, or driver. Here’s what a lot of drivers miss:

AI makes complicated things look easy. Watching Claude write code in ten seconds doesn’t make you an engineer, the same way watching a hand surgery video doesn’t make you a surgeon. That ease has a real cost when the person driving doesn’t understand what’s underneath it.

Your tech and IT people are the hand surgeons here. When they raise a concern, listen. Ask them: “Walk me through what’s concerning you about how I’m thinking about this.”

AI can get you to an output. It cannot shortcut the expertise.

Save this. Part three is coming.

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.

Women were never taught salary negotiation. So I’m doing it right here, right now.

Nobody sat us down and explained what negotiation was, let alone how to do it. We were raised to be grateful for what we get and taught that asking for more makes us difficult. That is not an accident.

Pay equity data backs this up. Women, especially women of color, are still making cents on the dollar that men make. And that gap is widening, not shrinking.

Here’s exactly what to say when the moment comes.

When you get the offer:
“That’s so exciting, thank you. I’d love to take 48 hours to consider the full offer and get back to you.” Never accept on the phone. Demonstrate excitement, but never accept on the phone.

When you come back with your number:
“Based on the market range for this role I’m looking at X to X, and here’s what that’s based on.” Market data, other offers, research. Have the receipts.

When they hold firm on base salary:
“I understand the base is fixed. I’d love to talk about what else is on the table.” Signing bonus, equity, extra PTO, remote flexibility. No on base does not mean no on the offer.

Save this and practice these lines before you need them. And if you want more support, DM me COACHING, that is exactly what we are here for. 👇

Content is for informational purposes only and does not constitute legal, HR, or mental health advice. Coaching services are not therapy or mental health treatment.