Doors to the Elevate Collective are NOW open! 🔥 And it’s BIGGER and BETTER than before! This is the third time I am running the Collective with 13 women having gone through the program! And for a program that I only open up twice a year, more than half of these amazing women have secured promotions WITHIN 6 months of being in the Collective 🤯 That’s not all… In the Collective, we have celebrated women getting 💸 30%+ pay raises 🥂 Irresistible leadership job offers 🔥 Promotions while looking for new job opportunities elsewhere This is truly THE PLACE you want to be if you are ready to ACTIVATE your leadership in a way that you never have before But I won’t lie... In the Collective, → We take MASSIVE Action → We embody the DIRECTOR version of ourselves before the promotion is even a discussion in a performance review → We are 1,000% committed to creating the career and leadership we desire Consider the Collective as your Performance Review Card in 2024. SWIPE to find out why this is the space to be in 📣 We limit the number of spots in each cohort and we are already 30% FULL. 🗓 We start on Jan 22, 2024 📝 Applications are open now with the price going up on Dec 31st 2023! Ready to go all in & BECOME BOSS in 2024? 𝗗𝗠 𝗺𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗱 𝗘𝗟𝗘𝗩𝗔𝗧𝗘 if you’re ready to get seen, paid and promoted into senior leadership 🖤

How to turn your next performance review into a ticket to the leadership promotion shortlist 📣 You can have the perfect year when it comes to your KPIs, and still have a horrible performance review Especially if you’re overly focused on overdelivering and hoping that your efforts will not go unseen 😳 WHY? 👇🏽 Most of the time the decision-makers are too busy focusing on their own KPIs to be tracking down what you’ve been doing all year. 📌 So first {SAVE} & implement these tips ahead of your next performance review 1️⃣ Get Clear on what it is that you want, and don’t shy away from making your ambitions know 2️⃣ Know what your USP is. Why should you be the one to get promoted? Why should you be entrusted with leadership? Why should anyone follow you? 3️⃣ Practice articulating & selling your achievements in 3 powerful statements (yes I said SELL). You are selling a service, and one of the mistakes we make as WOC is to stop selling ourselves once we get the job. Don’t stop. Selling is how you create perception of VALUE. Delivering is how your give VALUE. 4️⃣ Identify your advocates & start nurturing those relationships (WAY ahead of performance review season). Make sure your advocates know what you want, what you’re capable of and what you’ve achieved. They will speak for you in the promotion review roundtables when you’re not in the room. Don’t rely on your boss alone to do this for you. 5️⃣ Prepare for your performance review like you’re preparing for an interview. This is the one chance you have to PITCH & SELL your leadership brand, so you might as well prepare for it! Which tip will you be implementing in your next performance review?

Hi ladies, excited to have you in here! Please introduce yourself and tell us: 📍 Where are you from? ✅ In which industry do you work? ✈️ Your dream destination for travel? Tell us your #1 Goal as a member of the elevateHER Leaders Community👇🏽

Today is the last day of our visibility challenge 🙌🏽🙌🏽🙌🏽 How are we all feeling after 10 days of intentionally putting ourselves out there? - Any learnings?  - What actions have you taken? To be eligible for our awesome prize (A Customized LinkedIn Visibility Audit that will help you boost your executive presence) you need to check-in and share at least 3 things you have done since we started the challenge last week! Share your actions and intentions for the remaining part of the challenge, in the comments thread below 👇🏽 Winner will be announced on Wednesday! 🖤

I wish this was a straight-forward discussion because I see our male counterparts doing this so well. But unfortunately it isn't. And there are statistics to back this up: Women will generally accept the first offer they receive, in comparison to men who will negotiate almost anything to do with the offer: - pay progression - path to the promotion - additional support, e.g. more team hires I'd love to hear your views on whether you would say YES to the first offer you get upon a promotion/new job offer? If so, what's the best way to do so without looking like a complainer? If not, WHY? Listen to more on my take in the latest podcast episode No 106 which you can find on your favourite podcast listening app 🎧 Apple Spotify Google Podcasts Stitcher