0:00

Hi , lady Leader , and welcome

0:02

to Leading Her Introvert Way , the

0:04

podcast for Black introverted women ready

0:07

to excel as leaders both

0:09

at home and at work . I'm

0:12

Dr Nicole Bryan , and this

0:14

episode is a special one

0:16

. If you are a returning listener , you already know

0:18

about the journey that we've been on together

0:21

. If you are new to the podcast

0:23

, then you may not already

0:25

be aware that we've gone through some

0:28

changes here since we started

0:30

. It's been well over a year

0:32

, and I remember when I first started

0:35

the podcast , I was only

0:37

recording once every two weeks and

0:40

that was a stretch for me , honestly , but

0:42

you loved it so much

0:44

that I moved from recording

0:47

once every two weeks to once a week

0:49

, and the emphasis

0:51

of the podcast has shifted as well

0:53

. We went from supporting women

0:56

to supporting introverted women and

0:58

now we are focused on supporting

1:00

introverted Black women . And

1:03

through all of the evolution you

1:05

have stuck with me and I just want to say thank

1:07

you . It has been a

1:10

true pleasure . The podcast was

1:12

something that I thought of

1:14

for years actually over

1:16

10 years before I actually did anything about

1:18

it , and so there was just a lot of

1:20

issues with thinking about . Do I have the time

1:23

, do I have enough to say what

1:25

topics . All of that stuff All

1:27

of the normal kind of hesitancy

1:29

before doing something new

1:31

and different , and I talked myself in

1:34

and out of it for a while . But

1:36

once I got into the groove , I

1:38

got such positive feedback from you

1:40

and it has been

1:43

, and has become , truly

1:45

my favorite thing to do in

1:47

my business . So I do

1:49

want to thank you for being here . If you know

1:52

anything about podcasts , most

1:54

don't make it past episode eight or 10

1:56

. So we are already way

1:58

ahead of the game and you

2:01

might be listening from anywhere

2:03

in the world because we

2:06

have coverage Meaning when

2:09

I look at the stats of where people are listening

2:11

, from the cities , the countries

2:14

, we are all over

2:16

the globe . So I would

2:18

say and I'm looking at the stats right now

2:20

we're definitely covering

2:22

all the major cities in North

2:25

America , for sure . We have

2:27

people and listeners in Africa

2:29

, oceania , asia

2:31

, europe . It just does

2:33

my heart so , so

2:35

good . So shout out to

2:37

my listeners in Germany , morocco

2:40

, ukraine , sweden , the

2:42

Russian Federation , australia

2:45

, canada . Man

2:47

, just seeing that , just

2:49

seeing the reach , just knowing

2:52

that you're listening

2:54

and you're finding value from

2:56

all of the topics that we're covering , it

2:59

really , really does my heart

3:01

good and , of course , I cannot

3:03

overlook these listeners from Atlanta

3:06

, from California , washington

3:08

DC , birmingham , alabama , st

3:10

Louis , missouri , philadelphia , sacramento

3:14

, ontario , california , san Jose

3:16

, broken Arrow , oklahoma See

3:19

All over , all over , and

3:21

I love it . So , once again , thank you

3:23

for being here and congratulations to

3:25

all of us on this episode

3:28

. So , with that said , let's

3:30

jump in . So

3:32

today we are covering

3:35

a topic that I've

3:39

mentioned many times on the podcast

3:41

, but I don't think I've ever done a deep

3:43

dive on this topic , and

3:45

it's about being your

3:48

authentic self as

3:50

an executive . In

3:52

fact , authenticity is

3:54

your secret weapon as

3:56

an executive , so let's talk about that

3:58

today . And the

4:01

truth is that , as

4:03

black , introverted women , we have

4:05

to deal with the exhausting reality that

4:07

we may be code switching , and

4:09

we also have to deal with the revolutionary

4:12

idea that being more yourself

4:14

might actually be

4:16

your fastest path to

4:18

executive leadership . Now , that

4:20

might sound like crazy

4:23

talk , but it's not . Now

4:26

that might sound like crazy talk , but it's

4:28

not . The one thing that you want to do as an executive leader is that you want

4:30

to stand out and be known

4:32

for something unique , and

4:36

you are already unique . No one has your

4:38

background , your experiences , no

4:40

one thinks the way you do , so you are already

4:42

unique in that sense , but for

4:45

some reason , many of us

4:47

don't leverage that uniqueness

4:50

. In fact , we think about the opposite

4:52

. We believe that we have to

4:54

change who we are to

4:57

look like , think like , be

4:59

like people around us . And

5:01

when that happens sometimes it happens

5:03

consciously , sometimes it happens

5:05

subconsciously , but

5:08

when it happens , we dilute

5:10

our differences

5:12

and we minimize

5:14

the impact that we could possibly have

5:17

as an executive leader . Now

5:19

, if you've ever lowered your voice

5:21

in a meeting or changed your language

5:24

or even monitored

5:26

your hair choices , so maybe you wanted

5:29

to go natural with your hair , but

5:31

you decided to keep it permed

5:33

because you felt

5:36

like that would be more appropriate for the office

5:38

. Or maybe you wanted

5:40

to wear braids but you

5:42

decided not to because all

5:44

of your leadership team are white

5:46

women and white men who

5:49

would only ask you questions about

5:51

your braids that you don't feel like being bothered

5:53

with . If you've done any

5:55

of these things , then you might have

5:57

even hidden aspects of your personality

5:59

to be seen as professional or

6:02

executive . But what that looks like is

6:04

that maybe you went to

6:06

I'm going to make this up

6:08

a Jodeci concert over the weekend

6:11

and when you get back to work on Monday

6:13

, people are like hey , what'd you do over the weekend ? And

6:15

you don't want to necessarily say

6:18

that you went to a Jodeci concert , because

6:20

they don't know who the hell Jodeci is . Or it

6:22

could be something like you

6:24

went to your sorority chapter meeting

6:27

over the weekend and an event

6:29

sponsored by your sorority and you

6:32

don't want to necessarily talk about that . Or

6:35

you don't want your colleagues per

6:37

se to see that

6:39

on your social media page , because

6:41

then that's just going to come up with a lot of questions and

6:43

they're going to talk about their sorority days

6:45

, which you and I know are completely different than

6:48

what you may have experienced

6:50

as part of your sorority . All

6:52

of these things are ways

6:54

in which you might be numbing

6:58

who you are on

7:00

the road to becoming the executive

7:03

leader or the senior leader that you want to

7:05

be , so today's conversation is

7:07

going to feel like a breath

7:09

of fresh air Now . I

7:11

remember being in

7:13

a leadership meeting when I

7:16

worked at T Rowe Price . It was very

7:18

early in my tenure there and

7:20

I caught myself mid-sentence

7:22

. I was literally making

7:24

a comment . It wasn't my meeting , I wasn't leading

7:27

it , I was just a participant . I

7:29

was mid-sentence and I realized

7:32

that I'd completely changed

7:34

my natural speech pattern , my

7:37

body language and even the examples

7:40

that I was using all to seem

7:42

more leadership-like , that I was using all to seem more leadership-like

7:44

. I left that meeting feeling not

7:46

just exhausted but

7:49

almost hollow , like

7:57

I was wondering if I have to become someone else to be respected in this space and to reach my

7:59

leadership career goals . Is it even

8:02

worth it ? Leadership

8:04

career goals is it even worth it ? And

8:07

that might be the question that you are asking yourself , because I know

8:09

you felt this same drain , this

8:12

same question . So today

8:14

I want to challenge the fundamental assumption

8:17

that's behind all

8:19

that code switching the idea

8:21

that your authentic self isn't

8:24

executive material . What

8:27

if the exact opposite is true ? What

8:30

if your authenticity is actually

8:32

a strategic advantage for executive

8:34

leadership and not a liability

8:36

that you have to overcome ? Let's

8:40

talk about exactly how that works

8:42

. First , let's acknowledge the very

8:45

, very real pressure to code switch

8:47

that we face as Black women in

8:49

corporate spaces . The

8:51

research on this is eye-opening

8:53

. A Stanford University

8:56

study found that Black professionals report

8:58

spending about 41%

9:01

of their day on what researchers

9:03

call impression management Consciously

9:06

monitoring and adjusting their

9:08

appearance , communication style

9:11

and behavior to align with

9:13

what they're seeing in

9:15

their workplace . Now think

9:17

about that . That's nearly

9:19

half of our entire

9:22

day that's spent performing

9:25

rather than just being and contributing

9:27

. For those of us who are introverts

9:30

, this creates a double burden

9:32

. We're already expending

9:35

energy adapting to extroverted

9:37

workplace environments and then we're

9:39

adding this whole other layer

9:41

of cultural and racial adaptation

9:44

on top of that . One

9:47

of my clients she actually described

9:49

it perfectly . She said I

9:51

feel like I'm running two full

9:54

time jobs doing my

9:56

actual work and then managing

9:58

how . Everyone perceives me doing

10:00

that work . The psychological cost

10:02

is huge . Perceives

10:07

me doing that work . The psychological cost is huge . A University of Michigan

10:09

study found that extensive code switching correlates with increased

10:11

emotional exhaustion , reduced

10:14

sense of belonging and higher

10:16

burnout rates . And here's what

10:18

really hit me Black

10:21

women who reported high levels

10:23

of code switching were two

10:25

and a half times more likely

10:27

to say they wouldn't pursue executive

10:29

roles because the energy costs

10:31

seemed too high . So many

10:33

brilliant women are

10:36

opting out of executive leadership

10:38

, not because they lack the capability

10:41

, not because they don't

10:43

want it , but because the

10:45

perceived energy tax of

10:47

constant code switching makes

10:50

it seem unsustainable . This

10:52

really hit home with my client

10:54

, tanya . She was a senior director

10:56

with exceptional strategic capabilities

10:59

, but she told me I

11:01

don't think I want to be a VP because

11:03

I don't think I can keep up this

11:05

performance forever . I'm already

11:08

exhausted . The assumed

11:10

requirement of more code switching

11:12

at higher levels was literally

11:15

capping her ambition . But

11:18

what if this fundamental

11:20

assumption is completely wrong ? What

11:22

if authentic leadership is

11:25

not just more sustainable

11:27

, but actually more

11:29

effective ? Okay , let's look at

11:31

what the research actually tells us about authenticity

11:34

and leadership effectiveness . A

11:37

groundbreaking Harvard Business Review

11:39

study of over 200

11:41

global leaders found that authenticity

11:44

was one of the strongest predictors of

11:46

leadership effectiveness . Leaders who

11:48

were perceived as authentic

11:50

generated three times more

11:52

employee engagement and four

11:54

times higher retention of

11:56

top talent . This

11:58

isn't just about feeling good . This

12:00

is about tangible business

12:03

outcomes . Another fascinating study

12:05

from Columbia tracked

12:07

the career progress of emerging

12:09

leaders over a five-year period

12:11

. Those who were rated high on

12:13

authenticity were 1.6

12:16

times more likely to be promoted to executive

12:18

roles than those who were perceived as

12:20

highly skilled at adaptation

12:22

. Now I

12:24

want you to let that sink in for a moment , because

12:27

the research suggests that the very thing

12:30

many of us think we need

12:32

to do to get ahead and to advance

12:34

in careers and get into the executive

12:36

suite , which is adapt

12:38

ourselves to match the dominant norms

12:41

that we find around us

12:43

might actually be slowing

12:45

down your advancement . Why

12:48

? Because it all comes down to what psychologists

12:51

, including myself , call cognitive

12:54

trustworthiness the perception

12:56

that someone's internal thinking and

12:58

external presentation are aligned

13:01

. When people sense

13:03

a misalignment between the two meaning

13:06

what you're showing to the outside world

13:08

, what you're thinking on the inside world

13:11

which happens during code switching

13:13

their trust decreases , even

13:16

if they can't articulate why . For

13:18

you , as a Black woman navigating

13:20

leadership roles , this presents

13:23

a powerful opportunity . While

13:25

code switching may seem necessary for acceptance

13:28

in the short term , authentic

13:30

leadership actually builds

13:32

deeper influence and trust in

13:35

the long term , and that's what you want

13:37

to go after . I want

13:39

to be clear about something , though this

13:41

doesn't mean that you get to ignore

13:44

the organizational context or

13:46

that you get to be unprofessional

13:48

. That's not okay . That's

13:50

not what I'm talking about , that's not what I'm suggesting

13:53

, but it means

13:55

that finding the strategic intersection

13:58

between who you really

14:00

are authentically and the

14:03

professional context that you find

14:05

yourself in is needed

14:07

right , and you could refer to

14:09

that as your authentic executive

14:11

voice . There is a way

14:13

to be you and to

14:15

navigate your organization successfully

14:18

at the same time , simultaneously

14:20

, without having to give up one

14:23

for the other . Okay

14:25

, so how do you develop your

14:27

authentic executive voice . As a Black

14:30

, introverted woman . This

14:36

is the framework that I've developed with my clients that creates both personal

14:38

liberation and strategic advancement . The framework has

14:40

three core components and

14:43

, don't worry , I'm keeping it to just

14:45

three concepts so we can really dive

14:47

deep into each one . The

14:49

first component is core value

14:52

identification . This involves

14:54

clearly articulating three

14:56

to five non-negotiable

14:59

values that define

15:01

your authentic leadership . These

15:03

aren't generic professional values like

15:05

excellence or integrity , by

15:08

the way , fully know and fully suspect

15:10

that you already are excellent

15:12

and you already have integrity . But

15:14

it's not about those generic ones . They're

15:16

the specific principles that

15:19

energize and guide your unique

15:21

approach . So , for example

15:23

, my client Amara . She

15:25

identified one of her core

15:27

values as intellectual

15:29

honesty . Another

15:31

one that she had was purposeful

15:34

innovation . Those were two

15:36

of her core leadership values

15:38

and by naming those explicitly

15:40

she could evaluate when organizational

15:43

expectations aligned with or

15:45

contradicted her authentic self

15:47

. When faced with

15:50

a situation where she was expected to present

15:52

a strategic plan , she had concerns about

15:54

. Her clear sense of

15:56

intellectual honesty

15:58

as a core value helped

16:01

her find a way to express her concerns

16:04

while still being effective in

16:06

that environment . In that context

16:08

, the second

16:10

component is strength reclamation

16:13

. Now this involves

16:15

identifying aspects of your introversion

16:18

and cultural identity that are actually

16:20

leadership strengths , not deficits

16:23

, to overcome . For

16:25

you as an introvert , these might include

16:27

deep listening , thoughtful analysis

16:30

or written communication . For

16:32

Black women , these might

16:34

include cognitive flexibility

16:36

from navigating multiple cultural contexts

16:39

when you go in from one

16:41

place to another , figuring out

16:43

which parts of your culture

16:46

gets amplified . It

16:49

might include perspective taking

16:51

ability or it might include resilience

16:53

, which is developed through overcoming systemic

16:56

barriers . Another

16:58

one of my clients , denise . She reclaimed

17:00

her natural tendency toward careful

17:03

deliberation as a strategic

17:05

strength rather than the

17:07

overthinking it had often

17:09

been , and she'd been labeled , as

17:11

she reframed this

17:13

, as scenario planning in

17:15

her communications , helping others

17:17

see the value in her natural approach

17:20

. The third component

17:22

is translation

17:24

development . Now , this

17:26

involves creating authentic ways to

17:29

express your values and your strengths

17:31

in language that resonates in

17:33

your organization , without

17:35

having the code switch away your authentic

17:37

self . This

17:40

is not about changing who

17:42

you are . Let me say that again

17:44

. This is not about

17:46

changing who you are . It's

17:49

about finding language that helps others

17:51

recognize the value in

17:53

your authentic approach . So

17:56

, for example , one of our clients

17:58

who valued thoughtful analysis developed

18:01

a practice of saying I'd

18:03

like to offer a perspective that considers a

18:05

few different dimensions of this issue

18:07

. This conveyed her

18:10

authentic approach while signaling

18:12

its strategic value Another

18:15

one of my clients , Maya . She found

18:17

ways to authentically share

18:19

cultural references and perspectives

18:22

as a Black woman instead of

18:24

censoring herself . So when

18:26

discussing a market expansion strategy

18:28

, she shared how her

18:30

experience navigating different cultural

18:33

contexts gave her insight into

18:35

potential implementation challenges the

18:37

team hadn't even yet considered . This

18:39

wasn't forced diversity contribution

18:42

, it was authentic perspective

18:44

that added genuine strategic

18:46

value . I think

18:48

I've talked here before , on

18:51

this podcast or on previous episodes , about

18:53

myself and how I've had to navigate

18:55

this , including things like I would

18:57

never curse . I'm a

19:00

natural cursor right , I do , it's

19:02

part of who I am , and when I would go

19:04

into my professional environment , I would

19:06

completely censor that , even

19:09

sometimes when the situation

19:11

called for a curse and

19:13

I did it because I didn't want

19:15

people to think of me and see my

19:17

street background

19:19

. I didn't want people to look at me

19:21

given that in most cases I was

19:24

the only Black person , let

19:26

alone Black woman , in that environment

19:29

, and think that I was uneducated

19:31

or not deserving to be

19:34

, that I had to use language that was

19:36

not quote unquote professional in

19:39

this setting . But then

19:41

what I found was when I relaxed

19:43

that censorship of myself

19:46

, when I used

19:48

a curse word here and there and allowed

19:51

my thoughts and my words to

19:53

flow more freely , people

19:55

were endeared by it . Surprisingly

19:58

, I thought people would be repelled by it

20:00

, but people were endeared by it

20:02

, and it just goes to show that when

20:04

you are being who

20:06

you really are , people

20:09

can see it , they can feel it , they can sense

20:11

it and if they are for you , they

20:13

will continue to be for you . You

20:15

do not have to pretend

20:18

or switch or act in

20:20

a way that goes against who

20:22

you really are , because people can feel

20:25

that they can see it as well . So

20:28

I'm sharing these specific examples

20:30

because I want you to see how

20:32

this looks in practice . This isn't

20:34

about grand declarations of authenticity

20:37

. It's about small strategic

20:40

shifts in how you position your

20:42

authentic self in your professional

20:44

environment . Now let me share a more

20:46

detailed story that shows how this framework

20:49

transformed one of my clients' entire

20:51

leadership journey . Okay

20:53

, so my client her name is Kimberly and

20:56

she was a senior manager in

20:58

a global consulting firm who

21:00

experienced and

21:03

was experiencing what she called

21:06

identity exhaustion . She

21:08

was tired , okay , way tired

21:10

. She was constantly

21:12

, always monitoring her

21:14

language , her appearance

21:17

and her behavior to match

21:19

the firm's unwritten executive

21:21

norms . She described

21:23

feeling like she was performing

21:25

a character in most of

21:27

her professional interactions which

21:30

left her completely drained and

21:32

questioning whether or not she

21:34

wanted the

21:36

executive leadership and what it was worth

21:38

. Was it up to and

21:41

worth the psychological

21:43

costs that she felt like she was

21:45

experiencing ? As

21:47

she put it , I'm already

21:50

tired and I'm not even at

21:52

the executive level yet . If

21:54

this is what it takes , I don't know if

21:56

I can sustain it . Through our

21:59

work together , she identified

22:01

her core leadership values , which

22:03

were intellectual honesty , contextual

22:06

understanding and purposeful

22:08

innovation . She

22:14

also reclaimed her introvert strengths of deep listening and

22:16

systematic thinking as leadership assets rather than as deficits

22:18

. Rather than continuing to

22:20

mimic the assertive , rapid-fire

22:23

interaction style of her extroverted colleagues

22:26

, she developed her own approach

22:28

to meetings . She would listen deeply

22:30

, take detailed

22:33

notes and then offer a synthesized

22:36

insight that connected

22:38

multiple perspectives , either

22:40

during the meeting , at the end of the meeting

22:42

or after the meeting . So

22:45

this was not her performing

22:47

. It was her natural strength and

22:50

just strategically positioned . She

22:52

also stopped hiding her cultural references

22:55

and perspective as a Black woman , instead

22:57

finding ways to translate those

22:59

insights into strategic value

23:02

. The results were remarkable , both

23:04

personally and professionally . On

23:06

a personal level , she reported feeling like herself

23:09

at work for the first time in years

23:11

, with dramatically more energy

23:13

for actual leadership rather

23:16

than impression management . As

23:18

she told me , I used to need

23:20

the entire weekend to recover

23:22

from the performance of the work week

23:25

. Now I have energy to

23:27

actually enjoy my life and think creatively

23:29

about work . I know

23:31

I can relate to that sentiment . I'm

23:34

sure you can as well . Now

23:36

, even more significantly , senior

23:38

leaders began to see her authentic

23:41

perspective as uniquely valuable and

23:43

within six months of implementing this

23:45

approach , she was invited to join

23:47

a high visibility strategic initiative

23:49

. Within nine months , she was invited to join a high visibility strategic initiative . Within nine months

23:51

, she was promoted . She went from

23:54

director to AVP , a

23:56

role she secured not by

23:58

code switching more , but by code

24:01

switching less . And , as

24:03

she put it , I was promoted for being

24:05

myself , not despite it . Now

24:08

I know you are probably thinking , nicole

24:10

, this sounds great , but how do

24:12

I actually get started on this

24:14

Great ? Let me

24:17

give you some practical tips

24:19

and things that you can implement

24:21

this week . Step one conduct

24:25

a personal code switching audit

24:27

For three days . Keep

24:30

brief notes about moments you find

24:32

yourself code switching and

24:34

, for each instance , note what triggered

24:36

the code switch , what specific

24:38

aspects of yourself you modified

24:41

and how it felt energetically

24:43

. What this audit

24:45

is going to do is it's going to reveal patterns

24:48

that you weren't consciously

24:50

aware of . One

24:52

of my clients when she did this , she discovered

24:54

that she was code switching not just in formal

24:57

presentations , but in virtually every

24:59

interaction with senior leadership , creating

25:01

a huge , huge energy

25:04

depletion . The second thing you're going to do

25:06

is you're going to select one

25:08

specific situation where you typically

25:10

code switch heavily , then

25:12

identify one authentic strength

25:15

or value that you typically suppress

25:18

in that situation , and

25:20

then the third thing you're going to do is

25:22

develop what I call a strategic

25:25

authenticity bridge , a

25:27

specific way to express that

25:29

authentic strength or value that

25:31

feels true to you but is framed

25:33

in language that connects to organizational

25:36

values . For example , if

25:38

you value thoughtful consideration

25:40

but find yourself rushing to

25:42

provide immediate answers because that

25:44

seems expected in your work , setting

25:47

your strategic authenticity

25:49

bridge might be . This

25:52

question deserves thoughtful consideration

25:54

. I'd like to take two

25:56

days to analyze it fully and

25:58

provide you with a comprehensive response

26:01

by the end of the week . This

26:04

honors your authentic

26:06

value while demonstrating its

26:08

benefits in terms that matter to the

26:10

organization and to your colleagues and to

26:13

your peers , and step four

26:15

would be to implement this bridge

26:17

in the next relevant situation and

26:19

notice both how it feels for you

26:21

and how others respond

26:23

to you . Many clients

26:25

find that even small increases

26:28

in authenticity create significant

26:30

energy renewal and

26:32

often surprisingly positive

26:35

responses from colleagues who value

26:37

the authentic contribution more than

26:39

the performance . One of my clients told

26:41

me that she was so nervous to

26:43

stop code switching in executive meetings

26:46

, but then she started

26:48

offering more of her authentic perspective

26:50

and the CEO actually

26:53

thanked her for bringing a fresh viewpoint

26:55

to the discussion . What

26:57

she thought was a liability turned

26:59

out to be exactly what they needed

27:02

. Okay , lady leader , as

27:04

we wrap up today , I want to

27:06

leave you with this thought the

27:08

journey to executive leadership doesn't

27:10

have to cost you your authentic

27:13

self . In fact , strategically

27:15

embracing your authenticity is

27:18

the very thing that accelerates

27:20

your advancement , while preserving the energy

27:22

that makes your leadership uniquely powerful

27:25

the research that

27:27

we talked about earlier in the episode

27:29

. It is absolutely clear Authentic

27:32

leaders build more trust , they

27:34

create more engagement and they

27:36

advance more quickly than those

27:38

who are focused on adapting or

27:40

code switching . For Black

27:42

, introverted women , this insight

27:44

is particularly liberating

27:47

. You don't need to exhaust yourself

27:49

trying to become someone else to reach executive

27:51

leadership . Start with the code switching reduction

27:53

exercise I shared and notice

27:56

how it impacts both your energy and

27:58

your effectiveness . Small shifts

28:00

toward authentic leadership can

28:02

create powerful ripple effects

28:05

in your career trajectory . Next week

28:07

, we'll be exploring a totally

28:09

new but powerful strategy

28:12

, and it's specifically designed

28:14

for introverted women , and it's all

28:16

about managerial courage . If you

28:18

are ready to develop your complete authentic

28:20

leadership approach , don't forget to register

28:23

for my free webinar on April 12th

28:25

. From Invisible to Incredible

28:27

the Black , introverted Woman's

28:29

Path to Executive Leadership . The link

28:31

is in the show notes for you . Okay

28:33

, and until next time , remember

28:36

, keep leading your

28:38

introvert way

28:42

.