http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the honor of speaking with Melanie Moore, the Inclusion and Engagement Leader at Honeywell, about “Building Inclusive Cultures That Drive Global Impact.”

Melanie’s journey into leadership wasn’t planned... it was discovered. A marketing major by degree, she was “accidentally” placed into a human resources internship, and that unexpected detour sparked a 30-year passion for people. From recruiting talent to fostering belonging across continents, Melanie has built her career on one guiding principle: say yes, try new things, and see where they lead.

Now leading Honeywell’s global Inclusion and Engagement efforts, Melanie has been traveling the world (from the U.S. to India, China, and Europe) hosting regional inclusion summits designed to meet people where they are. Rather than a “one-size-fits-all” approach, each summit was uniquely tailored to the challenges and cultures of its region. The response? Overwhelming gratitude and renewed engagement.

Melanie believes that inclusion is not a “soft skill.” It’s a business imperative tied directly to innovation, productivity, and ROI. True inclusion extends beyond race and gender; it touches well-being, psychological safety, and human connection. When people feel seen, valued, and safe, they perform better, and organizations thrive.

Her advice for leaders and employees alike is simple but profound: start small, stay curious, get involved, and build bridges across differences. Whether joining employee networks, learning from others, or meeting one new person each week, inclusion begins with action.

Thank you Melanie for a summary of your whirlwind global inclusion tour that impacted so many at Honeywell!

🔑 Key Takeaways

0:01:03 – Melanie’s HR career began by accident, but curiosity and openness turned it into a 30-year passion.
0:03:44 – “Just go for it” is her mantra for anyone afraid to make a career pivot or try something new.
0:05:37 – Honeywell’s inclusion summits were held across four global regions, each customized to meet local needs.
0:08:25 – Simply showing up communicates “I care.” Global presence builds trust and connection before a word is spoken.
0:10:26 – Inclusion goes beyond gender and race as it includes well-being, psychological safety, and engagement.
0:12:47 – ROI can be seen in engagement surveys and productivity gains. When people feel safe, innovation flourishes.
0:14:14 – Start small; you don’t need to “boil the ocean” to make meaningful progress.
0:17:03 – Inclusion builds kinship where shared understanding strengthens teams and drives excellence.
0:22:06 – Employees can increase belonging immediately by joining networks (especially those different from themselves).
0:25:33 – “There’s always something to learn” Seek out people with different skills or perspectives and build relationships daily.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In Parts 1 and 2, we built trust with Strategic Empathy and Curiosity that Creates Trust. Now we complete the ECO Mindset Model with Optimism… not Pollyanna positivity, but a clear, credible future-cast that aligns what you want, what they need, and what the organization must achieve.

Why Optimism (and What It Is Not).

Optimism is the discipline of communicating a shared vision, better future, and the path to get there. It acknowledges real pressure and loss-pain, but refuses to leave anyone in that valley. Bring them up to a concrete “what good looks like” vision, so the conversation ends on a crescendo and forward motion.

Future-cast the Win (for Them, You, and the Business).

Once you’ve validated what’s at risk, ask: “If the end of Q4 were a 10/10, what would need to be true?” Then paint the joint outcome: what gets protected, what advances, what success metrics we’ll see. This shifts the room from defensiveness to determination.

Use “We/Us/Let’s” to Create Kinship.

Language shapes belonging. Replace “I/you” (which can create distance) with we/us/let’s to signal partnership and shared accountability. This builds what Dan Pink calls kinship… the sense that we’re on the same side, solving the same problem. For example, ‘We can absolutely get that done.’ or ‘Would it be out of the question if we spend 30-minutes reverse engineering how to make this happen?’

Put it All Together (E → C → O):

• Empathy (E): “It seems like growth and pipeline are vital, and there's real pressure to deliver.”
• Curiosity (C): “What would put those goals most at risk? What would make Q4 a 10/10 for you?”
• Optimism (O): “Let’s partner to hit a 10% lift by Q4. Would it be unreasonable to pilot with Teams A and B to reduce exposure, then scale. I’m confident we can make this happen together.”

One-page Structure You Can Use Today:

1. Acknowledge the pressure of the OTHER (1–2 sentences).
2. Name what’s at risk and what’s desired (what they fear losing + the 10/10 outcome).
3. Future-cast the joint win (metrics, milestones, protections).
4. Outline the path (pilot → measure → scale).
5. Invite partnership with we/us/let’s and a clear next step.

When you close with a credible, shared vision (and a plan to reach it) you’re no longer a threat. You’re the trusted partner who helps everyone shine: you, your leader, and the organization. Here’s to your best quarter yet.

Now It’s Your Turn.

What’s one outcome you can confidently future-cast this quarter… and how will you frame it with we/us/let’s so it feels like a joint win? I’d love to hear from you!

The ECO Mindset Model Checklist (FREE Download).

Stop struggling to be heard. Learn the proven framework that helps leaders have maximum impact while building trust and partnership with their managers.

Get your FREE comprehensive checklist... everything you need to start building influence today.

What's Inside:
✓ Strategic empathy questions to ask before every meeting
✓ Sample conversation starters and language to use
✓ Active listening techniques that build trust
✓ The future casting formula for creating shared vision
✓ Common pitfalls to avoid (and how to course-correct)
✓ 5-minute pre-meeting prep guide

📥 Download Your Free Checklist Today!
https://www.sherylkline.com/build-influence-without-being-seen-as-a-threat

http://www.sherylkline.com/blog

In Part 1 of the "Build Influence Without Being Seen as a Threat" series, we focused on Strategic Empathy… leading with what matters most to your stakeholder. Now we’ll build on that foundation with Curiosity that Creates Trust: asking brave, compassionate questions that surface pressures, fears, and desires so your ideas land without triggering a threat response.

Why Curiosity (and Why It’s a Little Uncomfortable).

Research and real-world practice point to a hard truth: people are most motivated to act by loss pain… what they’re afraid of losing (visibility, budget, credibility, timeline, even their job). Until we understand that loss pain, and the pressures driving it (our recommendations can miss the mark and even worse, feel like a threat.) Curiosity requires courage because it asks us to name what may be unsaid and then truly listen.

Validate Without Agreeing.

Start by acknowledging their reality, clearly and respectfully. Validation isn’t capitulation… it’s connection. For example, “It seems like the board’s expectations this quarter are intense which can be incredibly stressful.”

Questions That Open the Door.

Use open, non-threatening prompts that open the door for both loss pain and desired outcomes:

• “What would be most at risk if this slips?”
• “Where are you feeling the heaviest pressure right now?”
• “If this quarter were a 10/10 for you, what would be true?”

Ask, and then be quiet. Let them elaborate. Your job is to listen like it matters, because it does.

The Curiosity → Trust → Influence Loop.

When leaders feel seen in their constraints and ambitions, trust builds. This isn’t trust that you can get the job done. It’s the trust that you are aware and care about their circumstances. With trust established, you can align your solution to protect what they fear losing and advance what they want to gain. That’s the bridge to influence without friction, and the setup for structuring recommendations they’ll appreciate and take to heart.

Try this before your next conversation...

1. Name the top pressure/loss pain (budget, headcount, credibility, timeline).
2. Name the top desire (growth, pipeline, quality, velocity).

Now it’s your turn: If you had to guess, what’s the single thing your key stakeholder is most afraid of losing right now… and what’s one compassionate question you could ask to explore it? I’d love to hear your approach.

Coming up next
Part 3: We’ll translate what you learn into a crisp structure so your recommendations are easy to champion.

If you’re a leader looking to negotiate your compensation ... or gain clarity on ‘what’s next’ ... or learn how to lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the distinct honor of sitting down with Kimberly Currier, Global Vice President of Talent Development at AECOM, about “The Importance of Vision During Disruptive Times.”

Kimberly’s story is one of grit, grace, and grounded vision. A former Division I softball player turned global executive, she learned early that success depends not only on skill, but on teamwork, resilience, and self-leadership. These lessons carried her from the softball field to the boardroom, where she now helps leaders navigate change and uncertainty with clarity and compassion.

Through career pivots (from 20 years at the American Cancer Society to corporate roles at Kimberly-Clark and AECOM) Kimberly has shown that growth doesn’t always mean “upward.” Sometimes it means stepping sideways or even slowing down to realign with your values and well-being. Her courage was tested in 2020, when the pandemic, organizational change, and serious health challenges converged at once. Her response? Patience, grace, and a renewed commitment to focusing on what she could control.

Kimberly believes vision acts as a compass during chaos… helping us filter out noise, stay aligned with our purpose, and focus energy where it matters most. Whether personal or organizational, vision keeps us grounded, intentional, and resilient (even in times of disruption.)

🔑 Key Takeaways

0:01:14 – Kimberly’s career in talent development began with her passion for human behavior and helping others grow.
0:02:36 – Team sports taught her lifelong lessons in collaboration, discipline, and the importance of every role on a team.
0:06:48 – Grit and practice build not only athletic success but also leadership resilience and consistency.
0:08:17 – True fulfillment comes from aligning your energy with what you love, not just what you “should” do.
0:12:09 – Growth isn’t always vertical. Sometimes it’s about pausing, pivoting, or redefining success on your own terms.
0:13:17 – Transitioning from the American Cancer Society to global corporate roles taught her that courage and self-awareness are key to thriving through change.
0:16:03 – In 2020, Kimberly faced professional restructuring and personal health battles, learning the power of patience, grace, and letting go of control.
0:20:54 – “Patience and grace” became her mantra… focusing on what she could influence while honoring her own pace and purpose.
0:23:46 – Vision provides stability during disruption. It filters priorities and helps quiet the noise of panic and fear.
0:29:05 – Without vision, organizations lose focus, clarity, and alignment. Vision restores shared direction and collective purpose.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

If you’ve ever shared a strong idea and felt the room tense or held back because you "didn’t want to step on your boss’s toes," you’re not alone. Your voice matters A LOT, so let’s make sure it’s heard, valued, and respected. This series is doing just that while ensuring you are not held back or blocked by being perceived as a threat: Strategic Empathy.

Why “strategic empathy”?

Strategic Empathy isn’t just kindness, it’s preparation. It shows you understand and care what matters to the person (their priorities, pressures, and wins). When people feel seen and understood, they feel safe and therefore more open to your ideas, input, and requests. Strategic empathy is the runway to have your influence take off.

Plan as if you’re in their seat.

Before a key conversation, step into their role and ask:

What’s mission-critical for them this quarter?
What’s at risk (budget, headcount, credibility, timeline)?
What would make this quarter a 10+?

Shape your message to help them win. Leading with their world signals alignment, lowers defenses, and strengthens trust.

Mindset first, message second.

Science tells us that what we’re thinking comes out of our mouth. If you feel angry, frustrated, annoyed or guarded, that’s what you’ll communicate via your tone, body language, gestures, and cadence of your words. Your tone, timing, and word choice will follow.

What it sounds like:

Empathy: “It seems like hitting the Q4 milestone is mission-critical, and risk mitigation risk is top of mind.”
Bridge: “Let’s map how we can de-risk without adding scope or using more budget.”
Proposal: “If we pilot with Teams A and B, we reduce exposure by ~40% and still meet the board’s date.”

Try it this week.

Pick one conversation where influence matters. Do the reset, lead with their world, then present your solution. I’d love to hear how it goes!

Now it’s your turn: Think of one conversation this week where you’ve been holding back because you don’t want to be seen as a threat. If you stood in your stakeholder’s shoes, what are the top two priorities and one pressure they’re carrying… and how would you open the conversation to show you’re on their side? Share your two-sentence opener below; I’d love to hear your approach.

Coming up next:

Part 2: Curiosity that Creates Progress… the questions that surface constraints and unlock momentum.
Part 3: Structuring Your Message so recommendations are welcomed and acted on.

If you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the privilege of speaking with Carrie Davis, Vice President of Employee and Patient Experience at Hanger, about her journey and her inspiring message on “Seeking Yourself Through Service.” Carrie shared her deeply personal story of being born with a congenital upper limb difference and how that shaped her resilience, leadership style, and passion for creating belonging.

From hiding her true self as a child to now proudly embracing her identity—even turning her prosthesis into a sparkling symbol of confidence—Carrie’s story is a masterclass in authenticity, courage, and servant leadership. She emphasizes that true leadership is not about titles or ego, but about intention, empathy, and lifting others up.

Carrie’s wisdom is a reminder that whether challenges are visible or invisible, we all have the ability to create ourselves, step into courage, and lead with compassion.

🔑 Key Takeaways from the Interview with Carrie Davis:

1. 0:01:05 – Carrie was born with a congenital limb difference, introducing her to prosthetics at just 9 months old and setting her on a lifelong path of resilience.
2. 0:02:10 – Feeling different as a child shaped her leadership philosophy around belonging, inclusion, and authenticity.
   
   
3. 0:03:54 – Her mother modeled servant leadership, creating spaces where Carrie felt accepted and included.
   
   
4. 0:05:00 – Self-doubt and imposter syndrome were obstacles, but adopting a servant mindset helped her rise above them.
   
   
5. 0:06:31 – “Seeking yourself through service” means putting ego aside and focusing on impact, intention, and helping others.
   
   
6. 0:08:23 – Leadership through service isn’t about volunteering—it’s about asking, “Where am I needed most?”
   
   
7. 0:10:00 – Her TED Talk was fueled by a desire to serve others through her message, not personal recognition.
   
   
8. 0:11:21 – Small steps, like showing her prosthesis in public, helped her build confidence and embrace authenticity.
   
   
9. 0:13:24 – Her message applies to both visible and invisible struggles—everyone can take small steps toward self-acceptance.
   
   
10. 0:16:49 – Servant leadership doesn’t require a title—anyone can inspire by leading with empathy, authenticity, and care..

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Beauvais, Executive Vice President of Human Resources and Business Operations at FOX Sports, about resilience, leadership, and the importance of owning your power.

Kim credits her early upbringing—where the word “can’t” wasn’t allowed in her household—as a foundation for her mindset. From her time as a Division I soccer player to becoming a senior executive in the male-dominated world of sports, Kim has embodied a “can do” philosophy that continues to shape her leadership.

Throughout the conversation, Kim emphasized resilience not as a fixed trait but as a practice—something strengthened over time, much like building physical endurance. She shared candid insights on handling self-doubt, failing forward, and the power of surrounding yourself with a trusted circle of peers who both challenge and uplift you.

Her advice resonates not only for women in media or sports but for all leaders striving to rise with confidence and clarity. She urges women to apply for opportunities even when they don’t feel 100% qualified, to embrace doubt as just a feeling—not a fact—and to remember that growth happens outside of comfort zones.

Above all, Kim’s story is one of joy, purpose, and resilience, reminding us that we are each the CEO of our own brand and life.

10 Key Takeaways from the Interview

1. 0:01:08 – Early inspiration: Kim’s mother instilled the belief that “can’t” was not allowed, shaping her lifelong “can do” mindset.
2. 0:04:32 – Team mantra: Her team at FOX Sports embraces the motto #CanDo, emphasizing problem-solving over roadblocks.
3. 0:06:41 – Resilience as a practice: Resilience isn’t innate—it’s built by repeatedly adapting, persevering, and reframing setbacks.
4. 0:08:15 – Emotions as fuel: Rather than suppressing emotions, Kim uses them as energy to propel forward.
5. 0:11:25 – Pressure perspective: High-pressure moments signal that you’re right where you want to be, much like elite athletes.
6. 0:13:34 – Self-doubt is normal: Women often hesitate unless they check every box; Kim encourages taking the leap anyway.
7. 0:17:25 – Timeboxing setbacks: Allow space to feel disappointment, but set a limit—then move forward with purpose.
8. 0:19:44 – Failing forward: Failure is not final but a chance to adjust, learn, and improve.
9. 0:21:33 – Build your circle: Surround yourself with trusted peers who give honest feedback and help straighten your crown.
10. 0:25:22 – Own your brand: Remember, you are the CEO of your own life—lead with joy, purpose, and resilience.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the privilege of speaking with Laura Butler, Chief People Officer at TTEC, about the realities of leadership, balancing competing priorities, and the evolving role of HR in shaping organizational success.

Laura shared how her parents deeply influenced her path—her father, who instilled the importance of working in service of others, and her mother, who created memorable experiences while raising six children. These lessons inspired Laura’s unique approach of combining business impact with human connection.

Her career journey was far from linear. Laura once swore she’d never work in HR, yet she discovered that technology without people fails to deliver results. That realization sparked her passion for HR as an enabling, strategic function—one that aligns culture, trust, and leadership practices with business outcomes.

We also explored Laura’s concept of the “Struggle of the Juggle”—the constant pressure of managing work, family, and personal wellness in today’s world of endless inputs. She shared how tools like AI can act as thought partners to help leaders intentionally structure time, prioritize values, and create balance.

Ultimately, Laura reminded us that leadership isn’t just about getting the work done—it’s about how we do it, the trust we build, and the relationships we nurture along the way.

🔑 10 Key Takeaways from the Interview

1. 0:01:00 – Early influences: Laura’s father taught her the value of serving her team, while her mother emphasized creating great experiences.
2. 0:02:49 – Career beginnings: She started in events and experiences before moving into HR, blending both worlds.
3. 0:04:54 – Career pivots: Laura once said she’d never work in HR—proof that careers evolve in unexpected ways.
4. 0:06:34 – Culture eats strategy: Even the best technology fails without people and culture to support adoption.
5. 0:08:45 – Executive dynamics: Using tools like Insights Discovery helps leaders balance different styles and “dial up” compassion and collaboration.
6. 0:12:12 – Trust accelerates business: Internal trust is the fastest way to drive organizational effectiveness and customer impact.
7. 0:13:22 – The “Struggle of the Juggle”: Overwhelm from constant information and comparison requires intentional strategies to manage.
8. 0:14:20 – Practical advice: Never check email first thing in the morning; protect your time for what matters most.
9. 0:15:40 – AI as a time partner: Laura uses AI to design weekly schedules, scripts, and strategies for managing competing priorities.
10. 0:18:18 – Personalization matters: AI can be a thought partner that adapts to individual values, lifestyles, and relationships.

If you’re interested in being featured on the Fearless Female Leadership podcast, or you’re a leader looking to gain clarity on ‘what’s next’, how to build more cohesive and high-performing teams, and lead with greater confidence and influence, let’s have a confidential conversation.

Cheering you on always!
– Sheryl