April 29, 2025 • 17 mins
Uncover the hidden dynamics of corporate culture and its profound impact on women with Coach Sabina. We're asking the provocative question: Is corporate culture failing women, especially in the wake of shifting work flexibility post-pandemic?
As companies increasingly enforce office mandates, women are uniquely challenged by the demands of balancing professional obligations with domestic responsibilities. With women comprising a significant portion of the workforce and over half of university graduates, why is the mental load still so unevenly distributed? We tackle the resurgence of hustle culture and question if the push towards more masculine corporate environments truly serves women's well-being. This episode is a call to reassess priorities, advocate for a balanced life, and recognise the power of self-awareness and open communication in reshaping workplace dynamics.
This isn't just a podcast episode; it's an invitation to reflect, reassess, and redefine your personal and professional life.
https://www.balanceinstitute.com/podcast/2025/95
Thank you for joining us today on the Balance and Beyond Podcast. We're so glad you carved out this time for yourself!
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Thanks again for tuning in, and we'll see you next time on the Balance & Beyond Podcast!
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Jo (00:03):
Welcome to Balance and Beyond, the podcast for
ambitious women who refuse toaccept burnout as the price of
success.
Here we're committed toempowering you with the tools
and strategies you need toachieve true balance, where your
career, relationships andhealth all thrive and where you
have the power to define successon your terms.
I honor the space you'vecreated for yourself today, so
(00:25):
let's take a breath and diveright in.
(00:59):
Is corporate culture failingwomen?
This was something I was askedrecently and it's the topic of
today's podcast, where we wantto talk about particularly the
return to work or shift up inflexibility that is happening in
the world at the moment.
What does this mean for women?
How do we thrive, how do westay true to ourselves and how
(01:23):
do we find balance that we're soI guess so many of us are
looking for, and today I'mjoined by the wonderful coach,
sabina.
Hi Sabina, hello, hello Jo,lovely to be here again.
A juicy topic.
Isn't it A corporate culture'sfailing women?
And where do you go with this?
Where do you want to kick usoff?
(01:43):
There's so much we could talkabout here.
Sabina (01:46):
What am I saying?
So, having worked in corporate,in HR, for many, many years,
and particularly through thepandemic, the topic of hybrid
work or work from home was sorelevant, and then in more
recent years, this is an ongoingconversation for women,
(02:06):
particularly mums.
Women are the mostdisadvantaged potentially by
this new trend, and workflexibility really shouldn't be
a fad.
My concern is that we're goingbackwards by mandating, or
attempting to mandate, morereturn to work.
(02:27):
Women generally carry thelion's share of domestic duties,
unfortunately, childcare duties.
They're juggling a lot.
We love the men in our world,but let's face facts.
Women are most likely to bedisadvantaged by this and it's a
conversation that we need tohave so that women are not just
(02:51):
feeling like they need to digdeep hustle through, grin and
bear it and basically be staringdown the barrel of burnout
which is something that we seeso much of, especially when we
reflect that, you know, and andnot everyone has returned to
work mandates.
Jo (03:11):
A lot of people these days tend to be 50 percent, but we
are seeing a global trend ofmany, many companies now
starting to, you know, mandatemore in office.
But when we think about a lotof the corporate world as it
currently stands, it was builtby men in an era, in the early
part of the 1900s, where societywas there was only one income
(03:34):
owner ever women didn't work andthey had children and that was
all they did.
That's not to say that that'snot a small role and it's the
hardest job in the world.
But we've now entered an erawhere women are, you know, more
than 50% of university graduatesand we're at the workforce in
numbers.
And yet, to your point, what weare seeing shift at a slower
(03:55):
pace is the redistribution ofthe mental load and for most
women, certainly the ones I'vespoken to, that's what really
worries them about the currentcorporate culture.
How am I going to stay on top ofeverything?
How am I going to juggleeverything?
Is this just going to be, youknow?
Yes, it's great to put somereal clothes on and see my
colleagues, but what is the cost, particularly if this ends up
(04:17):
being full-time back in theoffice?
How am I going to do this?
Sabina (04:20):
That's it and unfortunately, what we see and
hear a lot is that women are notspeaking up.
They're not speaking up withinthemselves, they're not checking
in number one with their owntruth.
What does this mean for me?
How am I going to cope?
What do I need for this to bedoable?
(04:43):
So they're not checking in withthemselves, they're not having
open communication necessarilyat work.
They might just take it as agiven.
I can't stand up.
I don't want to be careerlimiting.
I can't ask for flexibility andif they have a partner at home
or perhaps they have children orthey may not have a partner,
(05:04):
but there are people around themthey're not having
conversations to then move thegoalposts and realize that it's
not all them to expand theircapacity to deal with this.
So it could potentially be asignificant problem, these
(05:26):
expanded demands in thecorporate culture with sometimes
less flexibility.
But the key is to check in,look at what's possible, what's
not possible, speak up,communicate and make up a plan.
So women are often notnecessarily looking at the data.
(05:48):
Wow, that's another six, seven,eight hours travel time, for
example.
That's eating into my schedule.
So they're not necessarilylooking at the, the data, and
they're also not necessarilylooking at their emotions of
what does this mean for me?
And all of this needs to bereviewed and take a step back
(06:11):
and use strategies to be able tostep up and be able to manage
what's on their plate.
Jo (06:21):
And to your point.
You know everyone the firstthing says right, I just that's
not it, because when you've justadded a lot of extra stress,
and whether these mandates applyto you or not, we are seeing an
increase in hustle culture, andwe've got Mark Zuckerberg to
thank for some recent commentsin the media around.
(06:41):
You know, corporate culturesneed to become more masculine,
and he actually was completelymisquoted, but that's a story
for another day.
But there is now this okay,well, do we need to just push
harder?
Do we need to grind?
Do we need to be a littleharsher?
And that's an environment thatwomen have been operating in for
quite a few decades and it'snot serving us well, is it?
(07:04):
It's not allowing us the timeand space to tap into emotions
Because, let's face it, whenyour list is this big, who has
time to feel?
Sabina, I don't have time forthose messy things.
I've just got to have you on mylist.
Sabina (07:14):
That's right.
And again, this is anotherreally important contributing
factor to burnout when we arepurely living in our heads and
our bodies are moving at 200miles an hour on autopilot,
there's a disconnect betweenwhat am I thinking, what am I
actually feeling, what you know,what are my emotions around
(07:37):
this and how can I actuallyshift and be more present and
more in control and I don't meanthat in a grin and bear, and
you know, grit down in controlbut how can I create more
balance and really connect withmyself and what my gut and my
intuition is telling me and whatmy emotions are telling me and
(08:00):
what my physical energy istelling me, as well as what my
brilliant intellect and mind istelling me?
And again, these are theconversations that we have with
women.
They often come to us at thepoint where something's going to
break, because work has justexpected this or you know I've
(08:21):
taken on another thing at homeand who's going to pick up the
pieces?
Good old me.
That is an opportunity.
You know, when that exhaustion,stress or resentment rears its
head, that is an opportunity tocheck in with yourself.
Speak up.
When women speak up, change canhappen.
(08:43):
But when you don't speak up athome, nothing gets to change,
but you might be more irritable.
The family might feel theripple effects.
When you don't speak up at work, you may be seen as not being
as strategic as you could be.
We need to learn to check inwith ourselves and speak up so
(09:03):
that there can be a rippleeffect of change.
And when a woman speaks up inthe workplace it gives other
women the opportunity to speakup and then policies can maybe
change.
So the trick is to notice whereyou're at capacity and ask
yourself what needs to changehere.
Jo (09:25):
And this ability to connect in with ourselves is something
that we see can be hampered bysome of our lovely self-sabotage
programs, where it's thatperfectionist that says nope,
house has to look this way.
I have to look this way, youknow.
Life has to operate this way.
I have to do this at work.
I have to, you know, recheckeverything.
I have to go over emails thatI've sent to make sure that
(09:46):
there wasn't any mistakes inthem.
That's so.
Many of these old behaviors nowin this environment are going
to become even more destructiveand much they're going to fuel
burnout at a much faster rateunless they're addressed, aren't
they?
That's right?
Sabina (10:00):
Yeah, it's.
The negative consequences ofgoing above and beyond will
really start to backfire.
And again, you know, anotherkey area is your boundaries.
Your boundaries have to becomereally, really clear, and again,
that involves checking in withyourself and also checking in
(10:23):
with other people andcommunicating, because you know
we talk about this pattern a lot.
It's a form of self-sabotage ora coping mechanism.
Form of self-sabotage or acoping mechanism when your
boundaries are not strong oryou're a people pleaser.
People often don't like toadmit that phrase, but people
pleasing means that you'resaying yes to others over and
(10:43):
above yourself.
You're abandoning your truth,your needs, in service of
pleasing others, and that can bevery true in the workplace.
We don't want to speak up, wedon't want to be seen as not
capable or not being seen asbeing the most trusted go-to
(11:03):
person.
But it's critical, absolutelycritical, that we start checking
in with ourselves about thesepatterns, because something's
got to give and it's going to beyou if you don't upgrade your
coping strategies.
Jo (11:21):
And that's what we see, isn't it that often people feel
we hear this all the time.
Well, I just need to changejobs.
It's work.
The workplace is toxic, myenvironment, my boss is toxic.
Everyone loves to throw aroundthat T word I'll change.
I'll change jobs.
But what they don't realize isthat just because they've
outsourced their boundaries totheir employer who, no surprise,
(11:44):
doesn't respect them, thattheir lack of boundaries follows
them everywhere.
Their resentment follows themeverywhere.
The leaning into that hustleculture and the do-it-all costs
and the perfectionism followsthem anywhere.
So if you're someone who has,if you were to actually reflect
and go oh, I felt this way inmost of my jobs well, that's a
(12:07):
sign that it's not the job.
Job can contribute, yes, but alot more is in your control than
you realize, isn't it?
Sabina (12:16):
Yeah, that's right.
It's being able to recognizewhere you do have control and
where there's an opportunity foryou to upgrade your operating
system and also againcommunicating, and you may need
to change jobs.
But one thing I would say againyou know, with my HR hat on is,
(12:37):
if you are thinking aboutmoving jobs, that role, what do
you need?
Do you need flexibility?
It's important for companies tobe able to retain talent or
(13:01):
attract good talent that we'respeaking up and sharing what we
need, and it is really hard tofind good talent and retain good
talent.
So don't forget that.
Don't stuff your needs down.
Think where is my value andwhere do I need to communicate
(13:22):
this?
What's in my control, what do Ineed to change and what do I
need to ask for and where doother people need to meet me so
that there can be this upwardspiral instead of this grinding
hustle, contraction, burnout.
Jo (13:37):
And that's what you love seeing, isn't?
It Is that when women come intoour world and some of them do
choose to change jobs.
But what I love is that they'vemade the decision to leave from
a place of.
I know what I'm worth.
I know my values.
We are no longer a match asopposed to.
I can't cope.
It's the culture.
I've got to leave.
It's going to be bettersomewhere else.
Unless you do that internalwork, it never gets any better
(14:02):
and, interestingly, we typicallydon't see the same level of pay
rises or elevation.
If you do decide that you wantto leave and move up a level,
that doesn't happen.
If you're still carrying allthis baggage with you, because
then you're blaming't happen.
If you're still carrying allthis baggage with you because
then you're blaming theworkplace or you're blaming the
boss, so you're going intolooking for somewhere new with a
very, very different lensinstead of.
(14:23):
Here's who I am.
Are you worthy of myintelligence, capability, skills
, whatever it is that you bringinto an organization?
Sabina (14:43):
Yeah, that's it.
How can you be more honest withyourself, how can you be more
resourced in yourself, how canyou be more connected to your,
as you say, skills, value,expertise, your needs and your
desires?
And from that place, that'swhere you want to be making
potential changes.
And that can sometimes feelreally overwhelming if you're in
the muck and you're justfeeling totally burnt out.
(15:05):
But what we see time and timeagain.
It doesn't have to take toolong, it can be in a matter of
weeks.
If you have a specificframework or way of approaching
this and unpacking it andletting go of the baggage, it is
possible to turn this around.
Jo (15:22):
And that's.
I guess that's part of thechallenge, isn't it?
There's a few things going on.
Women don't like asking forhelp, part one because, well, we
have to do it all ourselves andthere's something wrong with us
.
We're failing if we need to askfor help.
And on top of that, you know,as we don't like asking for help
, we then struggle to do thingsimperfectly.
So it's like, well, I hadsomeone say to me I, I'm not
(15:44):
perfect.
In my burnout, I'm like, oh myGod, really.
And then my perfectionist isn'tperfect enough.
Wow, it's doing a pretty goodjob there.
So when we're able to let go ofsome of this and really step
into the life that we want, thisis where we tend to see women
thriving at work, isn't it?
(16:06):
So, regardless of the culture,when you've spoken up but you
have to speak up to yourselffirst when you are able to claim
your value in terms of yourpaycheck and your benefits, well
, that's not going to happenuntil you claim your internal
value and recognize what youhave.
So it's a really interestingdichotomy, isn't it?
Everyone thinks that it's justabout the stuff outside of
(16:27):
themselves.
Well, I don't want to go intothe office, yeah, but if you
don't know what you want and whoyou are.
That's going to fall flatanyway want and who you are.
Sabina (16:37):
That's going to fall flat anyway.
Yeah, and what do I need?
What do I need so that I'mworking at my best, my family's
working at my best?
What needs to happen and whatneeds to shift so that we're
moving out of exhaustion, movingout of resentment and just,
yeah, feeling more like we'vegot this.
Things are good, I'm in my flow, I'm in my zone.
Bring it like we've got this.
Jo (16:57):
Things are good, I'm in my flow, I'm in my zone.
Bring it.
If only we could all be doingmore.
Bring it Right.
That's what we need.
That's what we need.
So I hope this has been ainteresting conversation that
has provoked something in you,perhaps some reflection on what
is it that you need.
What is it so that you need inyour life whether they're
boundaries, whether it's accessto your intuition, whether it's
(17:20):
thawing some of your frozenemotions to allow you to be your
best at work, so that thecorporate culture doesn't fail
you and then you can be the besteverywhere else in your life.
Sabina, any parting words forour listeners today?
Sabina (17:35):
I think that's a good good canter through all the
options.
I think we've covered a lot ofground there.
Jo (17:41):
Amazing.
Well, thank you for joining me,sabina.
Happy reflecting, and we'll seeyou again next time on Balance
and Beyond.
Thanks for joining us today onthe Balance and Beyond podcast.
We're so glad you carved outthis time for yourself.
If you enjoyed this episode,please share it with a friend
(18:02):
who might need to hear thistoday.
And, if you're feeling extragenerous, leaving us a review on
your podcast platform of choicewould mean the world to us.
If you're keen to dive deeperinto our world, visit
balanceinstitutecom to discovermore about the toolkit that has
helped thousands of women avoidburnout and create a life of
balance and beyond.
Thanks again for tuning in andwe'll see you next time on the
(18:25):
Balance and Beyond podcast.
Welcome to Balance and Beyond, the podcast for
ambitious women who refuse toaccept burnout as the price of
success.
Here we're committed toempowering you with the tools
and strategies you need toachieve true balance, where your
career, relationships andhealth all thrive and where you
have the power to define successon your terms.
I honor the space you'vecreated for yourself today, so
(00:25):
let's take a breath and diveright in.
(00:59):
Is corporate culture failingwomen?
This was something I was askedrecently and it's the topic of
today's podcast, where we wantto talk about particularly the
return to work or shift up inflexibility that is happening in
the world at the moment.
What does this mean for women?
How do we thrive, how do westay true to ourselves and how
(01:23):
do we find balance that we're soI guess so many of us are
looking for, and today I'mjoined by the wonderful coach,
sabina.
Hi Sabina, hello, hello Jo,lovely to be here again.
A juicy topic.
Isn't it A corporate culture'sfailing women?
And where do you go with this?
Where do you want to kick usoff?
(01:43):
There's so much we could talkabout here.
Sabina (01:46):
What am I saying?
So, having worked in corporate,in HR, for many, many years,
and particularly through thepandemic, the topic of hybrid
work or work from home was sorelevant, and then in more
recent years, this is an ongoingconversation for women,
(02:06):
particularly mums.
Women are the mostdisadvantaged potentially by
this new trend, and workflexibility really shouldn't be
a fad.
My concern is that we're goingbackwards by mandating, or
attempting to mandate, morereturn to work.
(02:27):
Women generally carry thelion's share of domestic duties,
unfortunately, childcare duties.
They're juggling a lot.
We love the men in our world,but let's face facts.
Women are most likely to bedisadvantaged by this and it's a
conversation that we need tohave so that women are not just
(02:51):
feeling like they need to digdeep hustle through, grin and
bear it and basically be staringdown the barrel of burnout
which is something that we seeso much of, especially when we
reflect that, you know, and andnot everyone has returned to
work mandates.
Jo (03:11):
A lot of people these days tend to be 50 percent, but we
are seeing a global trend ofmany, many companies now
starting to, you know, mandatemore in office.
But when we think about a lotof the corporate world as it
currently stands, it was builtby men in an era, in the early
part of the 1900s, where societywas there was only one income
(03:34):
owner ever women didn't work andthey had children and that was
all they did.
That's not to say that that'snot a small role and it's the
hardest job in the world.
But we've now entered an erawhere women are, you know, more
than 50% of university graduatesand we're at the workforce in
numbers.
And yet, to your point, what weare seeing shift at a slower
(03:55):
pace is the redistribution ofthe mental load and for most
women, certainly the ones I'vespoken to, that's what really
worries them about the currentcorporate culture.
How am I going to stay on top ofeverything?
How am I going to juggleeverything?
Is this just going to be, youknow?
Yes, it's great to put somereal clothes on and see my
colleagues, but what is the cost, particularly if this ends up
(04:17):
being full-time back in theoffice?
How am I going to do this?
Sabina (04:20):
That's it and unfortunately, what we see and
hear a lot is that women are notspeaking up.
They're not speaking up withinthemselves, they're not checking
in number one with their owntruth.
What does this mean for me?
How am I going to cope?
What do I need for this to bedoable?
(04:43):
So they're not checking in withthemselves, they're not having
open communication necessarilyat work.
They might just take it as agiven.
I can't stand up.
I don't want to be careerlimiting.
I can't ask for flexibility andif they have a partner at home
or perhaps they have children orthey may not have a partner,
(05:04):
but there are people around themthey're not having
conversations to then move thegoalposts and realize that it's
not all them to expand theircapacity to deal with this.
So it could potentially be asignificant problem, these
(05:26):
expanded demands in thecorporate culture with sometimes
less flexibility.
But the key is to check in,look at what's possible, what's
not possible, speak up,communicate and make up a plan.
So women are often notnecessarily looking at the data.
(05:48):
Wow, that's another six, seven,eight hours travel time, for
example.
That's eating into my schedule.
So they're not necessarilylooking at the, the data, and
they're also not necessarilylooking at their emotions of
what does this mean for me?
And all of this needs to bereviewed and take a step back
(06:11):
and use strategies to be able tostep up and be able to manage
what's on their plate.
Jo (06:21):
And to your point.
You know everyone the firstthing says right, I just that's
not it, because when you've justadded a lot of extra stress,
and whether these mandates applyto you or not, we are seeing an
increase in hustle culture, andwe've got Mark Zuckerberg to
thank for some recent commentsin the media around.
(06:41):
You know, corporate culturesneed to become more masculine,
and he actually was completelymisquoted, but that's a story
for another day.
But there is now this okay,well, do we need to just push
harder?
Do we need to grind?
Do we need to be a littleharsher?
And that's an environment thatwomen have been operating in for
quite a few decades and it'snot serving us well, is it?
(07:04):
It's not allowing us the timeand space to tap into emotions
Because, let's face it, whenyour list is this big, who has
time to feel?
Sabina, I don't have time forthose messy things.
I've just got to have you on mylist.
Sabina (07:14):
That's right.
And again, this is anotherreally important contributing
factor to burnout when we arepurely living in our heads and
our bodies are moving at 200miles an hour on autopilot,
there's a disconnect betweenwhat am I thinking, what am I
actually feeling, what you know,what are my emotions around
(07:37):
this and how can I actuallyshift and be more present and
more in control and I don't meanthat in a grin and bear, and
you know, grit down in controlbut how can I create more
balance and really connect withmyself and what my gut and my
intuition is telling me and whatmy emotions are telling me and
(08:00):
what my physical energy istelling me, as well as what my
brilliant intellect and mind istelling me?
And again, these are theconversations that we have with
women.
They often come to us at thepoint where something's going to
break, because work has justexpected this or you know I've
(08:21):
taken on another thing at homeand who's going to pick up the
pieces?
Good old me.
That is an opportunity.
You know, when that exhaustion,stress or resentment rears its
head, that is an opportunity tocheck in with yourself.
Speak up.
When women speak up, change canhappen.
(08:43):
But when you don't speak up athome, nothing gets to change,
but you might be more irritable.
The family might feel theripple effects.
When you don't speak up at work, you may be seen as not being
as strategic as you could be.
We need to learn to check inwith ourselves and speak up so
(09:03):
that there can be a rippleeffect of change.
And when a woman speaks up inthe workplace it gives other
women the opportunity to speakup and then policies can maybe
change.
So the trick is to notice whereyou're at capacity and ask
yourself what needs to changehere.
Jo (09:25):
And this ability to connect in with ourselves is something
that we see can be hampered bysome of our lovely self-sabotage
programs, where it's thatperfectionist that says nope,
house has to look this way.
I have to look this way, youknow.
Life has to operate this way.
I have to do this at work.
I have to, you know, recheckeverything.
I have to go over emails thatI've sent to make sure that
(09:46):
there wasn't any mistakes inthem.
That's so.
Many of these old behaviors nowin this environment are going
to become even more destructiveand much they're going to fuel
burnout at a much faster rateunless they're addressed, aren't
they?
That's right?
Sabina (10:00):
Yeah, it's.
The negative consequences ofgoing above and beyond will
really start to backfire.
And again, you know, anotherkey area is your boundaries.
Your boundaries have to becomereally, really clear, and again,
that involves checking in withyourself and also checking in
(10:23):
with other people andcommunicating, because you know
we talk about this pattern a lot.
It's a form of self-sabotage ora coping mechanism.
Form of self-sabotage or acoping mechanism when your
boundaries are not strong oryou're a people pleaser.
People often don't like toadmit that phrase, but people
pleasing means that you'resaying yes to others over and
(10:43):
above yourself.
You're abandoning your truth,your needs, in service of
pleasing others, and that can bevery true in the workplace.
We don't want to speak up, wedon't want to be seen as not
capable or not being seen asbeing the most trusted go-to
(11:03):
person.
But it's critical, absolutelycritical, that we start checking
in with ourselves about thesepatterns, because something's
got to give and it's going to beyou if you don't upgrade your
coping strategies.
Jo (11:21):
And that's what we see, isn't it that often people feel
we hear this all the time.
Well, I just need to changejobs.
It's work.
The workplace is toxic, myenvironment, my boss is toxic.
Everyone loves to throw aroundthat T word I'll change.
I'll change jobs.
But what they don't realize isthat just because they've
outsourced their boundaries totheir employer who, no surprise,
(11:44):
doesn't respect them, thattheir lack of boundaries follows
them everywhere.
Their resentment follows themeverywhere.
The leaning into that hustleculture and the do-it-all costs
and the perfectionism followsthem anywhere.
So if you're someone who has,if you were to actually reflect
and go oh, I felt this way inmost of my jobs well, that's a
(12:07):
sign that it's not the job.
Job can contribute, yes, but alot more is in your control than
you realize, isn't it?
Sabina (12:16):
Yeah, that's right.
It's being able to recognizewhere you do have control and
where there's an opportunity foryou to upgrade your operating
system and also againcommunicating, and you may need
to change jobs.
But one thing I would say againyou know, with my HR hat on is,
(12:37):
if you are thinking aboutmoving jobs, that role, what do
you need?
Do you need flexibility?
It's important for companies tobe able to retain talent or
(13:01):
attract good talent that we'respeaking up and sharing what we
need, and it is really hard tofind good talent and retain good
talent.
So don't forget that.
Don't stuff your needs down.
Think where is my value andwhere do I need to communicate
(13:22):
this?
What's in my control, what do Ineed to change and what do I
need to ask for and where doother people need to meet me so
that there can be this upwardspiral instead of this grinding
hustle, contraction, burnout.
Jo (13:37):
And that's what you love seeing, isn't?
It Is that when women come intoour world and some of them do
choose to change jobs.
But what I love is that they'vemade the decision to leave from
a place of.
I know what I'm worth.
I know my values.
We are no longer a match asopposed to.
I can't cope.
It's the culture.
I've got to leave.
It's going to be bettersomewhere else.
Unless you do that internalwork, it never gets any better
(14:02):
and, interestingly, we typicallydon't see the same level of pay
rises or elevation.
If you do decide that you wantto leave and move up a level,
that doesn't happen.
If you're still carrying allthis baggage with you, because
then you're blaming't happen.
If you're still carrying allthis baggage with you because
then you're blaming theworkplace or you're blaming the
boss, so you're going intolooking for somewhere new with a
very, very different lensinstead of.
(14:23):
Here's who I am.
Are you worthy of myintelligence, capability, skills
, whatever it is that you bringinto an organization?
Sabina (14:43):
Yeah, that's it.
How can you be more honest withyourself, how can you be more
resourced in yourself, how canyou be more connected to your,
as you say, skills, value,expertise, your needs and your
desires?
And from that place, that'swhere you want to be making
potential changes.
And that can sometimes feelreally overwhelming if you're in
the muck and you're justfeeling totally burnt out.
(15:05):
But what we see time and timeagain.
It doesn't have to take toolong, it can be in a matter of
weeks.
If you have a specificframework or way of approaching
this and unpacking it andletting go of the baggage, it is
possible to turn this around.
Jo (15:22):
And that's.
I guess that's part of thechallenge, isn't it?
There's a few things going on.
Women don't like asking forhelp, part one because, well, we
have to do it all ourselves andthere's something wrong with us
.
We're failing if we need to askfor help.
And on top of that, you know,as we don't like asking for help
, we then struggle to do thingsimperfectly.
So it's like, well, I hadsomeone say to me I, I'm not
(15:44):
perfect.
In my burnout, I'm like, oh myGod, really.
And then my perfectionist isn'tperfect enough.
Wow, it's doing a pretty goodjob there.
So when we're able to let go ofsome of this and really step
into the life that we want, thisis where we tend to see women
thriving at work, isn't it?
(16:06):
So, regardless of the culture,when you've spoken up but you
have to speak up to yourselffirst when you are able to claim
your value in terms of yourpaycheck and your benefits, well
, that's not going to happenuntil you claim your internal
value and recognize what youhave.
So it's a really interestingdichotomy, isn't it?
Everyone thinks that it's justabout the stuff outside of
(16:27):
themselves.
Well, I don't want to go intothe office, yeah, but if you
don't know what you want and whoyou are.
That's going to fall flatanyway want and who you are.
Sabina (16:37):
That's going to fall flat anyway.
Yeah, and what do I need?
What do I need so that I'mworking at my best, my family's
working at my best?
What needs to happen and whatneeds to shift so that we're
moving out of exhaustion, movingout of resentment and just,
yeah, feeling more like we'vegot this.
Things are good, I'm in my flow, I'm in my zone.
Bring it like we've got this.
Jo (16:57):
Things are good, I'm in my flow, I'm in my zone.
Bring it.
If only we could all be doingmore.
Bring it Right.
That's what we need.
That's what we need.
So I hope this has been ainteresting conversation that
has provoked something in you,perhaps some reflection on what
is it that you need.
What is it so that you need inyour life whether they're
boundaries, whether it's accessto your intuition, whether it's
(17:20):
thawing some of your frozenemotions to allow you to be your
best at work, so that thecorporate culture doesn't fail
you and then you can be the besteverywhere else in your life.
Sabina, any parting words forour listeners today?
Sabina (17:35):
I think that's a good good canter through all the
options.
I think we've covered a lot ofground there.
Jo (17:41):
Amazing.
Well, thank you for joining me,sabina.
Happy reflecting, and we'll seeyou again next time on Balance
and Beyond.
Thanks for joining us today onthe Balance and Beyond podcast.
We're so glad you carved outthis time for yourself.
If you enjoyed this episode,please share it with a friend
(18:02):
who might need to hear thistoday.
And, if you're feeling extragenerous, leaving us a review on
your podcast platform of choicewould mean the world to us.
If you're keen to dive deeperinto our world, visit
balanceinstitutecom to discovermore about the toolkit that has
helped thousands of women avoidburnout and create a life of
balance and beyond.
Thanks again for tuning in andwe'll see you next time on the
(18:25):
Balance and Beyond podcast.
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