Leading Women in Tech Podcast

There's a room you're not yet in. Maybe it's a literal room — the board meeting, the investor briefing, the conversation at the level above yours where decisions get made that shape your organization and your career. Maybe it's more of a concept — the level of credibility where people seek out your perspective rather than just your report. Where you're consulted, not just informed.
Becoming a trusted advisor to a board is one of those topics that sounds like it belongs to a specific career stage. But the behaviors, habits, and communication patterns that make someone genuinely valuable at board level are not developed the week before you need them. They're built over years — and the leader who starts now will be genuinely ready when the moment comes.
In this episode of Leading Women in Tech, Toni Collis breaks down exactly what board-level credibility looks like, how it's built, and what you can start doing right now — wherever you are in your career.
This is for you if:  
➡️  You're the leader actively working toward the C-suite who knows the board relationship is her frontier
➡️  You're the woman considering fractional work, NED roles, or an encore career — and who needs to understand how to position herself for board-level advisory work
➡️  You're the Director or VP who's not thinking about boards yet — and who is going to leave this episode with the most immediately actionable content, because the seeds of board credibility are planted years before the harvest
What's covered:
➡️  What being a trusted advisor actually means — and why the conventional picture is wrong. Boards don't want information providers. They want people who help them think.
➡️  What boards actually want from an advisor — the real version, not the official one. Five specific capabilities that make someone genuinely valuable in a board context, including pattern recognition, intellectual honesty under pressure, and executive listening
➡️  The communication shift that changes everything — stop leading with the what and start leading with the so what. The four-part trusted advisor structure that works in any high-stakes senior room
➡️  How to build the relationships that create board-level credibility — including why most people start too late, how to be useful before you make an ask, and why making your thinking visible is one of the most effective career investments available to you
➡️  What you can start doing right now — five specific behaviors for the earlier-career listener that compound into board-level credibility over time. Including reading the rooms above yours, practicing strategic language in every meeting you're already in, and volunteering for board-visible work
➡️  The fractional and encore career dimension — how to translate your experience into board language, how to be findable for the right roles, and how to build the portfolio of evidence that boards and fractional hiring organizations are actually looking for
 
Whether you want the C-suite, a non-executive director role, a fractional career, or you just want to be the kind of leader who gets consulted rather than just informed — this episode gives you the framework.
 
Further listening (related episodes)
⏹️  Episode 286 — Executive Presence for Women in Tech: https://tonicollis.com/leading-women-tech/286-executive-presence-for-women-in-tech
⏹️  Episode 292 — From Tactical to Strategic: The Unspoken Rules for Women Stepping Into Executive Leadership: https://tonicollis.com/leading-women-tech/291-c-level-leadership-for-women-in-tech
⏹️  Episode 238 — Thinking Like an Executive: From Firefighter to Strategist: https://tonicollis.com/leading-women-tech/238-thinking-like-an-executive-from-firefighter-to-strategist
⏹️  Episode 241 — Thinking Like an Executive: Setting Priorities as an Executive: https://tonicollis.com/leading-women-tech/241-thinking-like-an-executive-setting-priorities
⏹️  Episode 236 — Thinking Like an Executive: Cultivating Your Executive Presence: https://tonicollis.com/leading-women-tech/236-thinking-like-an-executive-cultivating-executive-presence
⏹️  Episode 291 — C-Level Leadership for Women in Tech: What It Really Takes to Thrive: https://tonicollis.com/leading-women-tech/291-c-level-leadership-for-women-in-tech
⏹️  Episode 256 — No More Crickets: The Networking Strategy That Lands Jobs in 2025: https://tonicollis.com/leading-women-tech/256-networking-strategy-lands-jobs
⏹️  Episode 284 — Am I Ready to Be a Fractional Leader?: https://tonicollis.com/leading-women-tech/am-i-ready-for-fractional/
⏹️  Episode 288 — How to Position Yourself as a Fractional Leader: https://tonicollis.com/leading-women-tech/288-fractional-leadership-positioning/
⏹️  Episode 289 — How Fractional Leaders Actually Get Hired: https://tonicollis.com/leading-women-tech/289-how-fractional-leaders-get-hired/
 
Book a complimentary strategy call: tonicollis.com/lets-chat

Michelle Darcy-Clarke didn't have a five-year plan. She took a job by accident, made deliberate lateral moves when everyone expected upward ones, stepped back to be an individual contributor, and eventually became a Chief Experience Officer — without really aiming for it.

In this episode, Michelle joins Toni for one of the most honest and energizing conversations about non-linear leadership careers, the VP comfort zone, ambition redefined, and the single mindset shift that separates people who keep growing from the ones who plateau.

She also gets into the AI transformation her team is driving right now — and why women leaders need to be the ones at the front of that conversation.

What we cover:
⏹  The accidental start to a 27-year career in market research — and what kept it interesting
⏹  Lateral moves as a deliberate growth strategy: why sideways sometimes beats upward
⏹  The VP comfort zone: what safety at that level really means and why it can become a trap
⏹  Doing the C-suite job before getting the title — and knowing when to have that conversation
⏹  Ambition redefined: how wanting to do good rather than be better than your peer actually gets you further
⏹  The red personality: challenge first, commit fully — and why this style gets mistaken for resistance
⏹  Best and worst case scenario decision-making at the executive level
⏹  The team-to-company mindset shift: the single biggest blocker to executive progression
⏹  Women driving AI transformation — and why female leaders need to be at the front of this
⏹  Impostor syndrome, confidence, and learning to own your outcomes rather than calling them luck
⏹  The role of executive coaching across every level of a career
⏹  What Michelle would tell her younger self: trust your decisions and let the negativity go
Connect with today's guest & sponsor Michelle Darcy-Clarke of Cint
⏹  LinkedIn: linkedin.com/in/michelledarcyclarke 
⏹  Cint: cint.com
This episode was sponsored by our guest, Michelle Darcy-Clarke of Cint. Thank you Michelle & Cint for helping to bring Leading Women in Tech to this community!

You know something is wrong with your team. Maybe it's the missed deadlines that have become the norm. The low energy in meetings. The friction nobody's naming. The high performer who's gone quiet. Or just a general flatness — a team that's functional but nowhere near what you know it could be.
In this episode of Leading Women in Tech, Toni Collis gives you the honest, practical framework for turning a struggling team around — including the part most leadership advice skips: the leader's own role in the system.
What's covered:
➡️The four types of team struggle — and why getting the diagnosis right before you act is the most important thing you can do. The wrong solution applied with confidence makes things worse.
➡️The over-functioning trap — why managing around a problem signals to your whole team that the problem is acceptable, and what it's costing your best people right now
➡️Why your team is not where you are — the emotional and informational gap between you and your team, and why moving at your pace without accounting for theirs leaves people behind
➡️The three conversations you've been avoiding — performance, expectations, and recognition — and why the difference between a team that stays stuck and one that turns around is almost always the conversations the leader wasn't having
➡️How to retain your high performers when the team is struggling — because they're always the first to leave, and they always have options
➡️The honest question about your own leadership — and why understanding your role in the system is what makes the rest of this possible
➡️Where to start this week — three specific actions, not twenty
Whether you've inherited a struggling team, watched one develop on your watch, or just know things need to change and aren't sure where to start — this episode gives you the framework.
Related episodes: 
⏹  Episode 152 — How to Give Feedback: https://tonicollis.com/leading-women-tech/152-how-to-give-feedback
⏹  Episode 174 — What to Do When You Inherit a Poor Performer: https://tonicollis.com/leading-women-tech/174-what-to-do-when-you-inherit-an-underperformer 
⏹  Episode 172 — When You Need to Let People Go: https://tonicollis.com/leading-women-tech/172-when-you-need-to-let-people-go
⏹  Episode 178 — How to Lead and Retain High Performers: https://tonicollis.com/leading-women-tech/178-how-to-lead-and-retain-high-performers
⏹  Episode 250 — Leading Through Change: https://tonicollis.com/leading-women-tech/250-leading-through-change
⏹  Episode 158 — Unleashing Team Performance: Simple Coaching Approaches: https://tonicollis.com/leading-women-tech/158-unleashing-team-performance-the-power-of-simple-coaching-approaches
Book a complimentary strategy call: tonicollis.com/lets-chat/

Burnout isn't a personal failure. It's a clinical condition with three specific characteristics — and understanding exactly what it is may be the first step toward actually recovering from it.
Sheetal Ajmani, physician turned speaker, coach, and consultant, joins Toni for a conversation that reframes burnout and self-care from the ground up. Sheetal practiced pediatrics for over 16 years and experienced burnout multiple times across her career — the first time in 2006, when nobody was talking about it, and the most recent in 2022, when she made the decision to step away from clinical medicine entirely.
This episode goes deep on what burnout actually is, why high-achieving women are so skilled at missing the signs, and what self-care genuinely needs to look like to make a difference — hint: it's not the bubble bath.
What we cover:
⏹  The clinical definition of burnout — three characteristics, and why naming them matters
⏹  Eustress vs distress: where helpful stress ends and burnout begins
⏹  Why high-achieving women are the last to see burnout coming in themselves
⏹  Anticipatory burnout — the specific exhaustion that comes from knowing a change is coming but not being able to make it yet
⏹  Self-care redefined: why the most impactful forms take less time than you think
⏹  Micro moments of self-care — what they look like and how to find yours
⏹  The difference between self-care and self-improvement (they are not the same thing)
⏹  The Ayurvedic whole-person lens on well-being — and why your emotions, relationships, and career all affect your health
⏹  The one thing Sheetal wants every woman to start doing today
⏹  Why small changes make a larger impact than grand wellness gestures
⏹  The inner critic that adds layers of judgment on top of an already hard experience
⏹  Why burnout is an individual stress response within a social context — and what that means for systemic change
 
Connect with Sheetal Ajmani 
⏹  Website: radiantlivinginstitute.com 
⏹  Podcast: Essential Self Care: https://www.radiantlivinginstitute.com/podcasts/essential-self-care 
⏹  LinkedIn: linkedin.com/in/sheetalajmani

When everything is shifting — a restructure, a board crisis, a project on the edge of collapse, or just the relentless uncertainty of leading a team through sustained change — the expectation is that you hold it together. You stay steady. You have the answers.
But nobody tells you how.
In this episode of Leading Women in Tech, Toni Collis builds out the adaptive leadership toolkit every senior leader needs for navigating a genuine crisis — not the kind of crisis leadership that sounds good in a conference keynote, but the practical, honest, unglamorous work of staying grounded when everything around you is shifting.
This is not about eliminating the pressure. It is about developing the specific capabilities that let you remain clear, present, and effective within it.
What's covered:
Why crisis leadership is a trainable capability, not a personality trait — and why the unruffled leader you're comparing yourself to is a fiction
The team-speed problem: why your team is not where you are emotionally, and what it actually means to meet people where they are
Crisis communication as a leadership skill — not just a PR function. The specific language that calms, orients, and aligns your team when they're in crisis mode. And why you need to say it far more times than you think
The internal dimension: staying grounded in yourself before you can hold space for anyone else
Protecting decision quality when the stakes are highest — the difference between genuine urgency and anxiety-driven urgency
The blame game, why a crisis is never the time to play it, and the story from early in Toni's career that has stayed with her ever since
The isolation of senior leadership in a crisis — and the structural responses that make it manageable
 Related episodes: 
Episode 170 - Does it have to be lonely at the top? Drawing the line between being a boss and a friend
Episode 243 - Struggling to Be Heard? Master Leadership Communication Strategies and Coach Upwards
Episode 248 - Recognizing the Signs: Identifying Early Indicators of Burnout
Episode 250 — Leading Through Change
Episode 274 - How to Stop Overthinking at Work: Tools for Clear, Confident Leadership Decisions.
Episode 278 - When No One Listens — How to Lead When Your Voice Isn't Heard
Episode 294 — Burnout-Proof Leadership 
Episode 298 - When the Stakes Are High, Does Your Voice Go Quiet? How to Communicate With Clarity Under Pressure 
Ready to work through a genuinely difficult period with support? Book a strategy call: tonicollis.com/lets-chat