http://www.sherylkline.com/blog

If you’ve ever walked out of a meeting thinking, “That was a lost opportunity… I could’ve been more prepared,” please know you are not alone. It happens to even the most capable, high-performing leaders. And yet, those small windows of time (whether it’s a 15-minute 1:1 or a brief hallway conversation with a senior leader) are often the moments that matter most.

They’re the moments that shape your influence, your visibility, and the confidence others have in your leadership.

I’ve been there myself. It’s frustrating, and it can sting. But I want to make sure it doesn’t continue happening to you.

There is a proven way to walk into these interactions feeling grounded, clear, and ready. Both you and the person you’re meeting with can walk away feeling energized, aligned, and confident.

And it starts before you ever say a word.

Start by Putting on Their Goggles

When we prepare for an important meeting (especially one with an executive) we often feel pressure to talk fast, showcase our wins, and prove our value. That’s normal. But it’s not the most effective way to lead the conversation.

Before you jump into your updates, accomplishments, or ideas, you need to create what I call the runway.

That runway begins with the other person’s world, not yours.

Ask yourself:

• What pressure are they under right now?
• Who is putting expectations on them?
• What’s keeping them up at night?
• What might they be worried about as we head into this next quarter?

This is not about being perfect or reading their mind. The beautiful thing is, it’s okay if your assumption isn’t exactly right. What matters is that you are showing genuine awareness and care.

This immediately lowers defensiveness, increases trust, and sets the tone for a productive interaction.

How to Start the Conversation Strong

After the basic pleasantries, you might say something like:

“It seems like there’s a lot of pressure right now to accelerate growth in Q1, and I can imagine that’s creating a lot of urgency.”

That simple sentence does three powerful things:

• It acknowledges their reality.
• It validates the pressure they’re carrying.
• It signals that you’re thinking beyond your own priorities.

From there, one of two things will happen:

1. You’re spot-on.

They’ll say, “Yes, exactly,” and then give you more context.

2. You’re slightly off.

They’ll say, “That’s important, but what’s really stressing me right now is…”

Either way you win, because you gain insight you didn’t have before. And insight is influence.

More importantly, you’ve already built trust in the very first moments of the conversation. And trust is the foundation of impact, visibility, and upward momentum in any organization.

This Is Just Step One

If you struggle to feel fully prepared for short but important meetings, this is your starting point: Lead with empathy. Lead with awareness. Lead with their world first.

Next time, we’ll talk about how to structure your message in a concise, clear, and influence-building way, so you get the biggest return on even the shortest interactions.

If I can support you or your team in any way, I’m here for you.

And 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

I am deeply and genuinely grateful for you. Without you, there would be no Fearless Female Leader community, no cohorts showing up with courage, no 1:1 clients pushing boundaries in boardrooms and beyond, and no powerful voices rising on stages and in conversations that matter. You’ve made an impact this year (in big and small ways) and I want you to know how much I see you, appreciate you, and cheer you on.

This year hasn’t been easy. There have been challenges, change, and moments that asked for more courage than comfort. And still, you showed up. You spoke up. You shook up old patterns and stepped into rooms and roles that stretched you. If you felt imposter syndrome along the way, remember this: feeling this is a sign of bravery and courage! It means you raised your hand for something meaningful… something that required growth. That takes grit, heart, and leadership of the highest kind.

I hope you’ll pause to feel grateful not just for family, friends, food, and warmth… but also for yourself. We can be so hard on ourselves, especially as women. Please take a moment to honor all that you’ve accomplished so far and how you’ve showed up for others.

And from my family to yours, I wish you a happy and healthy Thanksgiving.

Cheering you on always.
- Sheryl

http://www.sherylkline.com/blog

In the latest Fearless Female Leadership interview, I had the honor of talking with Sarah Lloyd Favaro, Senior Solutions Director, Office of Responsible AI and Governance at HCLTech, about one of the most urgent and misunderstood leadership topics today: how leaders can mitigate AI bias for women.

Sarah’s career has always lived at the intersection of technology and learning. Long before generative AI swept into the mainstream, she was exploring how tech could enhance human capability (not replace it.) But with the rapid rise of AI tools, Sarah doubled down on understanding how these systems work, why bias appears, and how leaders can prepare their organizations for a future where AI is woven into every workflow.

What makes Sarah’s perspective so powerful is her blended expertise: she understands both the practical magic of AI and the very real risks. She believes strongly that if organizations benefit from AI’s productivity and innovation, they must also ensure equitable, responsible, human-centered usage.

She emphasizes the critical role leaders play in upskilling their workforce… especially women, who are statistically underrepresented in AI fields. According to Sarah, equitable access to education and tools is non-negotiable if companies want to avoid widening gender and societal gaps.

Sarah also demystifies what many call the AI “black box.” She explains that becoming confident with AI doesn’t require being an engineer. Instead, it requires learning how to communicate with AI systems, think critically about outputs, and understand where bias may creep in.

Her message is both empowering and practical: AI is here to stay. And with the right awareness, skills, and strategies, women and leaders can shape a future where AI is an equalizer (not a divider.)

🔑 10 Key Takeaways from the Interview with Sarah Lloyd Favaro:

• 0:01:18 – Sarah has always been drawn to the intersection of learning and technology; AI naturally became part of her professional evolution.
• 0:04:31 – AI tools often use biased data, meaning biased outcomes can disproportionately affect women and marginalized groups.
• 0:05:00 – Leaders play a critical role in equitable access: upskilling the entire workforce is essential as jobs rapidly change.
• 0:06:10 – Women remain underrepresented in AI; ensuring they don’t fall behind in adopting new tools is crucial.
• 0:07:29 – Mid-sized and smaller companies may lack AI resources, but they still need a point leader and a diverse AI decision-making team.
• 0:08:42 – One of the most important first steps in upskilling is learning how AI communicates, and how you communicate with it.
• 0:10:59 – Building a simple no-code chatbot can demystify AI and strip away fear of the “black box.”
• 0:12:30 – Communication is becoming one of the most valuable skills in AI-enabled work environments.
• 0:13:48 – Start by experimenting with accessible tools like ChatGPT, Claude, Gemini, Copilot, or Llama to build comfort and understanding.
• 0:16:04 – Always review AI outputs with a critical lens; AI can hallucinate, amplify bias, and generate inaccurate or stereotypical results (e.g., CEOs portrayed only as men).

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 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 the latest Fearless Female Leadership interview, I had the privilege of speaking with Kim Thomas, Senior Vice President and Chief Human Resource Officer at OneAmerica Financial, about the power of fear and how leaning into discomfort has shaped her extraordinary leadership journey. Kim shared her personal story of growing up with instability at home, which inspired her from a very young age to take control of her future. That determination carried her through college, career uncertainty, leadership challenges, and even personal transitions such as divorce, always guided by her decision to choose courage over comfort.

Kim emphasized that real growth often happens at the edge of fear, and that by saying “yes” to opportunities—even those that seem intimidating—we develop the skills and confidence needed for long-term success. She also highlighted the importance of writing out a personal and professional vision, staying grounded in values, and taking consistent quiet time to reflect and recalibrate. Her journey illustrates how facing fear not only unlocks personal breakthroughs but also creates a ripple effect of inspiration and empowerment for others.

10 Key Takeaways from the Interview with Kim Thomas:

1. 0:01:37 – Childhood decision to create a different future: At age seven, Kim chose not to repeat her parents’ struggles and committed herself to education and self-reliance.
2. 0:03:29 – Building resilience through discomfort: She intentionally sought out challenging environments—new programs, internships, and diverse groups—to grow and adapt.
3. 0:05:44 – Choosing faith mindset over doubt: Despite financial barriers and subtle discouragement, she refused to internalize limiting beliefs, staying focused on her long-term goals.
4. 0:09:04 – Living at the edge of fear: Kim believes growth and transformation happen when we step into fear, whether personally or professionally.
5. 0:11:14 – Courage in leadership: Initially afraid of “ruining someone’s life” as a leader, she reframed fear into an opportunity to positively impact others—and discovered her passion for leadership.
6. 0:12:03 – Asking “why not?” instead of “no”: A mentor encouraged her to challenge instinctive refusals, opening doors to new experiences like hiking, zip-lining, and eventually learning to swim.
7. 0:14:33 – Ripple effect of courage: By facing her lifelong fear of swimming, Kim not only grew personally but also inspired others to learn and save lives.
8. 0:16:25 – Creating a personal and professional vision: Writing down how she wants to show up and add value keeps her intentional and aligned.
9. 0:18:24 – Saying yes with discernment: Opportunities should align with values and long-term vision—while also recognizing balance and timing matter.
10. 0:22:09 – Carving out quiet time: Even five minutes of daily reflection builds consistency, clarity, and sustainable high performance.

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

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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