Navigating Organizational Change

You're a successful senior woman leader working long hours to meet demanding KPIs while trying to manage your life and family. You'd love to quit your job to work for yourself, but money is a problem. This is the challenge I spoke about to these ladies from PHOENIXUS. Like many of the clients I meet in the course of my work, some of these ladies want to exit their corporate jobs to start their own thing, but feel tied down by financials. The solution? Start it as a side hustle. Build your practice until it is able to sustain your lifestyle before quitting your day job. To do that, you'll need a few things. This is what I shared in my talk: 1. Know your end game What are you going to do? Will you be a coach, a consultant, or a public speaker? Is this your second career or a retirement job? (Yes, it matters) What you want to achieve will be a big determining factor in deciding how to achieve it. 2. Identify your unfair advantage Why would anyone want to engage you? What do you have that no one else does? Knowing your own strengths and overcoming your own limiting beliefs will be instrumental in your success. 3. Build your brand In an extremely crowded market, how do you stand out? If you're holding a full time job, you don't have the time to be chasing down clients every day so you need clients to come to you. What kind of brand are you building to ensure that happens? 4. Create a system for yourself You're a senior leader. It goes without saying that you're busy. You need a system to keep your side hustle running even when you're busy. Delegate or automate as much as you can so that you're only doing the most high value activities in the building of your practice. I love speaking to the ladies, and received many positive feedback that this is something they're looking for. If, like these ladies, you're looking for support to come out on your own from corporate, PM me. #womenleaders #entrepreneurship #sidehustle #careertransition #secondcareer

Restructure. Redundancy. Redeployment. Words that can knock the wind out of you.... or bring a quiet sense of relief. Sometimes both at once. Right now, many women in my community are navigating restructures, redeployments, and redundancies. It’s unsettling. It’s exhausting. And sometimes, it’s long overdue. I recently heard from a client who’s been seconded across multiple teams for over a year - thriving, adapting, and waiting for the change she knew was coming. Her substantive role has now been made redundant, and instead of spiralling, she’s seeing it for what it is: an opening to something new. Here’s what I want to say to those of you in similar shoes: This moment doesn’t define you - but how you respond to it just might. If you’ve felt underused, misaligned, or like you’ve been quietly holding things together without recognition - maybe this shift is is the nudge you've needed! A chance to realign your work with who you are now. Not who you were when you took that job 3, 5, or 10 years ago. There is no shame in your role being made redundant. But there is power in choosing how you respond to it. If you're in the midst of this kind of transition, reach out. Let’s connect. You don’t have to figure it all out alone. ------- 👍 Like if you found this useful, 🔄 Share to inspire others, 🤝 Connect for more tips designed specifically to support mid-career women to have more leadership success. #Leadership #CareerTransition #WomenInLeadership #Resilience #Redundancy #CareerGrowth

My latest in the Guardian examines the ongoing protests at Dongduk Women's University in Seoul, where a proposal to admit male students has sparked intense debate about women's education and institutional autonomy in South Korea in a society that is still deeply partriarchal. The protests, which began when students discovered administrators were considering making certain departments co-educational, highlight several issues: 1/ Institutional democracy: Students argue the administration's unilateral approach to such a fundamental change reflects a deeper problem with university governance. Their demand isn't just about maintaining women-only education but about having a voice in decisions that reshape their institution's identity. 2/ Safety and space: In a country ranking 94th globally in gender equality, where digital sex crimes and discrimination remain prevalent, women's universities serve as crucial safe spaces. Women hold merely 20% of parliamentary seats, and their representation in corporate leadership is even lower. 3/ Backlash: A state-run agency head suggested blacklisting graduates in hiring processes. Conservative politicians have dismissed protesters as "violent rioters." Anti-feminist groups have threatened to doxx students. 4/ Demographic pressures: This controversy unfolds against the backdrop of South Korea's demographic crisis. With university enrollment down 18% in a decade, institutions face existential choices between adaptation and mission preservation. I've tried to summarise it all here: https://lnkd.in/g5AnJdKZ

It’s often accepted as “just the way things are”: as companies grow, the intimacy of connection fades. The CEO who once knew everyone by name suddenly feels distant. Employees who once felt directly connected now feel like a number. People chalk it up as the natural cost of growth. But it’s not true. The loss of intimacy is not inevitable. It is a design flaw. Most organizational structures are not built to sustain connection as scale increases. They are built around hierarchy and dependency on the CEO, which breaks down as the company grows. This is where intention-based design makes all the difference. For example, one of the tools in my EmpathIQ Framework is Force Field Analysis. It helps identify the forces that strengthen intimacy and engagement, and the ones that weaken it. By removing the hindering forces and amplifying the driving ones, organizations can maintain closeness, trust, and energy even as they expand. And here is the overlooked truth: the more connected and intimate your organization is inside, the more that energy resonates outside. Clients feel it. They sense when they are working with a company that is aligned, engaged, and deeply connected. It becomes a magnet for customers. They also sense when a company is disconnected and disengaged. Growth and intimacy are not opposites. With the right structure, they actually reinforce each other. If this resonates with you, if you are discovering that as you grow you are feeling a little more disconnected from your team, let’s connect. We can change that. #Leadership #OrganizationalDesign #Culture #EmpathIQFramework

Recent incidents in Mohammadpur and the University of Dhaka highlight the persistent struggle for gender justice in Bangladesh. These cases expose the deep-rooted cultural norms that limit individual agency, particularly for women, and underscore the urgent need for systemic change. In Mohammadpur tea stall, two young women were physically assaulted for smoking cigarettes and drinking tea, acts that should be personal choices. Instead of condemning the violence, public discourse fixated on the women’s actions, shifting blame to the victims rather than the perpetrator. This reflects a disturbing pattern: When women assert their autonomy, they face moral policing, harassment, and online attacks. Some activists, in response, posted videos of cigarette smoking during Ramadan, which created controversy. However, this approach shifted focus away from the core issue: violence against women. The real battle lies in dismantling the cultural norms that enable such control over women’s behavior. At the University of Dhaka, a female student was reprimanded by a staff member for not wearing a headscarf. After speaking out, she was vilified online and harassed, exposing institutional failures to protect students from gender-based discrimination. While the staff member was dismissed, the backlash she endured signals a broader need for gender-sensitive policies within educational institutions. The tendency to disregard the grievances of marginalized or less dominant groups by labeling them as "#Shahbagi" and dismissing their concerns is deeply troubling. Such behavior goes against the principles of social justice and tolerance. Ensuring justice and equal rights for all members of society requires collective effort. Instead of fostering cultural conflicts, we must promote coexistence and mutual respect. To build a truly gender-just society, we must confront these issues head-on. A gender-transformative approach challenges the structural and cultural norms that uphold gender oppression by rejecting moral policing, ensuring women's autonomy, and implementing necessary reforms. The recent incidents in Mohammadpur and Dhaka University highlight the urgent need for systemic change, including gender-responsive policies, support for survivors, and the dismantling of oppressive cultural norms. Call to Action: ✅ Advocate for gender-responsive policies ✅ Support survivors and whistleblowers ✅ Challenge harmful cultural norms ✅ Promote respect and inclusion ✅ Engage men and boys as allies and agents of change: Empower men and boys to actively challenge toxic masculinity and support gender equality. They are not only crucial allies in this movement but also stand to benefit from a more equitable society. True transformation requires collective action—moving from outrage to proactive efforts that foster a more inclusive and equitable society. The time for change is now! Photo Credit: Kazi Tahsin Agaz Apurbo

Can feminist movements bend without breaking in times of the current pushback? Across many contexts today, feminist movements, organizations and collectives are confronting a difficult but vital set of questions: How to sustain the work amid backlash and shrinking civic? How to stay accountable to the values and to each other under increasing pressure? How to build institutions that offer both protection and possibility? In response, some are reshaping governance models to decentralize risk and innovate. Others are embedding care and security into compliance systems. Some are reinventing and changing. And many are treating institutional innovation not as a distraction from organizing — but as a form of feminist resilience. . I’ve had the chance to engage with powerful examples of this — from grassroot and from young feminist groups building different collective leadership structures, to organizations navigating complex legal environments while staying grounded in trust. If you or your networks are exploring these questions — or would like to — feel free to comment below or send a message via dm. It would be great to connect and learn across different contexts. #FeministOrganizing #FeministMovements #LeadershipInPractice #InstitutionBuilding #gender #OrganizationalLearning  #GenerationEquality

Women’s Movements and the Fight for Civic Space Feminist activists worldwide continue to push for democratic reforms, recognizing that open civic spaces are essential for gender equality advocacy. However, when these spaces shrink, activism becomes riskier, and transnational networks play a crucial role in amplifying women’s voices. Ayesha Khan's and Samuel Sharps' report Women's Movements Report provides a deep dive into Pakistan’s evolving political landscape, exploring the impact of Islamisation, democracy, and women’s rights activism. Key Insights from the Report: 🔹 Islamisation and Women’s Rights Since 1947, Pakistan has undergone increasing Islamisation, impacting religious minorities and women’s freedoms. The state religion is Islam, and laws must align with Shariah principles. Institutions like the Council of Islamic Ideology and Shariah courts shape legal policies, often reinforcing patriarchal structures. 🔹 Women’s Movements and Political Struggles The Women’s Action Forum (WAF) emerged in the 1980s, resisting state-led Islamisation and demanding democratic governance. Activists successfully secured gender quotas and legal reforms on sexual and domestic violence. However, blasphemy laws and discriminatory religious statutes remain firmly in place, making further progress difficult. 🔹 Aurat March: A New Wave of Feminism Since 2018, the Aurat March has mobilized women and gender minorities for gender justice. Unlike WAF, it avoids direct challenges to religious laws, fearing blasphemy accusations and violent retaliation. The march has faced hostile counter-protests, often led by religious political groups. 🔹 Shrinking Civic Space & Activism Challenges Public debate on Islamisation is nearly impossible, as discussions on religious laws can lead to mob violence, arrests, and state persecution. Activists now rely on indirect legal strategies rather than outright confrontation. Without meaningful democracy, it is difficult to gauge where public sentiment stands on gender equality vs. religious conservatism. 🔹 Broader Implications - Politicized religion continues to suppress women’s voices in legal and democratic reforms. -Weak institutions and state surveillance have restricted feminist movements from openly advocating for change. -Pakistani feminists face a double challenge—pushing for gender rights while navigating a shrinking civic space. The Path Forward The report underscores how Pakistan’s democratic weaknesses and growing religious influence have forced feminist activism into a cautious and indirect approach. While past movements openly fought for secularism, today’s feminists must adapt to a highly restrictive and Islamized political landscape. How can transnational support help feminist movements in repressive environments? #GenderEquality #Democracy #CivicSpace #HumanRights #Pakistan #Feminism #AuratMarch #WomensRights #SocialJustice

When my daughter was younger, silence was often the most powerful signal between us. If she trusted that I was present, she didn’t need me to explain, direct, or prove anything. A look, a nod, or sometimes no words at all was enough. But if that trust was missing, if I was distracted, rushing, or over-correcting, the air filled quickly with noise. Questions, reassurances, back-and-forths that didn’t really move us forward. The volume rose, but the connection fell. Organizations work the same way. When trust is high, a system can run on a few clear signals. A handful of metrics everyone believes. A rhythm that keeps people aligned without exhausting them. But when trust is low, leaders reach for noise: more meetings, more dashboards, more rituals to prove control. It feels safer, but it drains capacity and slows execution. That’s why I built the Trust–Noise Map. Four operating states every leader should recognize: ✔️ Surveillance (low trust · high control): capacity bled into reporting. ✔️ Drift (low trust · low control): no priorities, shadow work everywhere. ✔️ Bureaucracy (high trust · high control): safe but sluggish. ✔️ Flow (Signals) (high trust · light control): the only state where execution sharpens. Shared signals, calm rhythm, real autonomy. Private equity offers a sharp example. Large-cap funds often design for control, not trust. Six people in a 70-person finance team producing endless reports for dashboards nobody trusts. It looks rational in the boardroom, but at ground level, the system is deafened by noise - something I explored in my previous newsletter. But this isn’t just PE. I’ve seen it in corporates, founder-led firms, even leadership teams of ten. Wherever trust falls, noise fills the gap. The way out is simple to say, but hard to live: 1. Shrink to a Signal Set (five metrics, no more). 2. Cadence Contract (weekly signals, monthly depth, quarterly reset). 3. Covenants of Autonomy (decisions teams can make 100% of the time without asking). Noise is the tax you pay for low trust. When trust rises, the static falls away — and in that quiet, work finally moves. As Simon Sinek often says: people don’t buy 'what' you do, they buy 'why' you do it. But just as important is 'how much you trust them to do it'. That’s the difference between noise and flow. 👉 Where does your system sit today: Surveillance, Drift, Bureaucracy, or Flow?

Ever wake up and realize your late-stage career ambitions need a total reboot? The game changes at 50+. It's not just about the next role - it's about rewriting your entire story. After guiding 2000+ leaders over 20+ years in career moves, clarity, marketability and designing and launching their next chapters, here's the raw truth about Career 2.0: Crafting a next career chapter at this stage brings unique challenges, exciting possibilities, and maybe a mix of optimism and pressure tied to making later-stage career moves count. How do you know if you're approaching next-chapter territory? ↳ You committed to a career path early and now, decades in, are questioning if you can or even want to keep doing this for the next 10-15 years. ↳You feel employability pressures: ageism, younger (and cheaper) competition, and an evolving market. ↳You're chasing senior roles but want to enhance your marketability and career optionality. ↳You've hit, or are nearing, a financial milestone, and it's opening up new choices: step back, slow down, or prioritize meaning over money. ↳You're craving flexibility: time off, work-life balance, or a new rhythm while still staying engaged or earning. ↳You feel ready to focus on impact, contribution, or fulfillment in ways that fit your evolving priorities. Here's what you'll need to navigate: 1️⃣Money ↳Money is either opening doors or driving urgency. You might have the freedom to explore, or a shorter runway to hit retirement goals. 2️⃣Maturity ↳Your 25+ years of experience, reputation, and expertise could be your golden ticket. But ageism and competition can feel like steep hurdles if you haven't invested in your marketability. 3️⃣Mindset ↳Maybe you've tied your identity to your title, industry, or paycheque. Time to recalibrate: What's possible? What really matters? What are you ready to let go of to build something better? 4️⃣Models ↳If you've always worked in traditional full-time roles, your Career 2.0 might require embracing new ways of working - portfolio career, consulting, or other creative models. 5️⃣Marketing ↳Personal marketing is non-negotiable. Whether that's refreshing your LinkedIn presence, positioning yourself for consulting gigs, or creating a standout personal brand, marketing unlocks opportunity. Ready to Start Shaping Your Career 2.0? Here's Your Fast-Track Blueprint: 1️⃣Reflect on Your Goals and Priorities 2️⃣Assess Your Financial Situation 3️⃣Evaluate Your Professional Assets 4️⃣Explore New Work Models 5️⃣Update Your Personal Brand 6️⃣Expand Your Network 7️⃣Install Personal Marketing Habits 8️⃣Test the Waters 9️⃣Consider Working with an Executive Career Coach The takeaway? Use this opportunity to question assumptions, expand your horizons, and design a future that you're excited about. 🔥Ready to reinvent? DM "Reinvention" to explore your next chapter. ✅ Follow Ian Christie for more strategic career insights. 💭 True or false: Age is your greatest advantage in Career 2.0.

Laid Off or Launching in Midlife? It’s Not Just a Career Change—It’s an Identity Shakeup. As a coach, I work with people in their 40s+ who are navigating two different but equally disorienting roads: 1) They’re building something bold—and it’s not working (YET!). 2) They’ve been laid off. At first glance, these paths look nothing alike. But under the surface? SAME CLIFF -SAME ACHE -SAME QUESTIONS ->Who am I now? ->What matters? -> How do I stay relevant? In my POLARIS methodology for navigating major transitions, this is the "O" phase: Orient Yourself. It’s the moment after the rupture but before the rebuild. It's when you recognize that you are: Not where you wish you were. Not where your LinkedIn bio says you are. But where you actually are—financially, emotionally, energetically. And this is when well-meaning support often falls flat. Thank you Ginny Walker for kicking off this conversation in your post & inspiring mine:   🚫 DON’Ts (Even if You Mean Well) 1. “Let me know how I can help.” Too vague. They’re overwhelmed. You follow up, not them. 2. Ghosting after Month 6 or Year 1 Support matters most when the pain has lasted longer than a few months. 3. “You’ll land somewhere better!” Don't skip the grief. Let them arrive at hope in their own time. 4. “This is your chance to reinvent!” Not helpful unless you’re offering pro bono coaching or covering COBRA. 5. Sending job links without context. Ask what they want before forwarding a job board firehose. ✅ DOs (If You Want to Help) 1. Offer specific support. “Want help reframing your LinkedIn?” “Want an intro to my friend at X?” 2. Keep checking in. Real care is sustained care. 3. Connect them with people, not just roles. Intro them to others that can help or be a good connection, even if there's not yet a role or funding source available. If you’re in that orientation phase right now—between what just ended and what hasn’t yet begun—You're not lost. You're finding yourself again. And you don’t have to do it alone. #POLARIS #midcareer #layoffsupport #startupstruggles #identityshift #careertransition #coaching #leadership #orientationphase