Women of Ambition

著者： Alyssa Calder Hulme
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  • The Women of Ambition Podcast is a place where we explore ambition - first, the radical act of acknowledging it within ourselves, second allowing space to explore what ambition means for each of us, and third moving forward with intention. Host Alyssa Calder Hulme navigates stories of women accepting and thriving in their ambition through guest interviews and reflections.
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The Women of Ambition Podcast is a place where we explore ambition - first, the radical act of acknowledging it within ourselves, second allowing space to explore what ambition means for each of us, and third moving forward with intention. Host Alyssa Calder Hulme navigates stories of women accepting and thriving in their ambition through guest interviews and reflections.
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個人的成功 社会科学
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  • TOO AMBITIOUS: Challenging the Status Quo + Stephanie O'Connell Rodriguez

    TOO AMBITIOUS: Challenging the Status Quo + Stephanie O'Connell Rodriguez
    2024/02/23
    Welcome to the women of ambition podcast. I'm your host, Alyssa Calder Hume. And today we are going to look specifically at ambition for women as per normal, but we're going to be looking at it through the lens of culture and how religion and socialization and so many other factors come into play for women and how we are socialized to be able to exhibit or not exhibit ambition. And today my guest is Stephanie O'Connell Rodriguez, who is a fantastic journalist. Uh, Reporter. I don't know. How would you summarize what you do, Stephanie? I'll let you introduce yourself. Hi, thanks for having me here. And yeah, I feel bad because every time somebody asks my husband what I do, he has like the same very difficult task to summarize all of the different things. But basically, yeah, I'm a writer. I cover women, money, power, and ambition. And I've written in like the traditional journalistic. Fear. I hosted a money podcast for real simple magazine called the money confidential podcast. And I also have my own newsletter [00:01:00] called too ambitious, where I D dive deeper into the data around women and ambition, which is really what I do a lot on my Instagram, where I'm most active at Stephanie O'Connell. Awesome. Thank you. Yeah, that is your Instagram is fantastic. I first saw it several months ago and I admit I was very jealous like immediately because I was like she is doing exactly what I want to do she's sharing the exact studies that I'm looking at she's doing it in such an efficient way like you make it so accessible which is hard because like we're talking about like social science literature that you're sharing Yes, it is very hard. I want everyone to know that as you think I sound really eloquent on Instagram, I promise you behind the scenes, it's hours, days, Google Docs upon Google Docs of deep research, not to mention the fact that I film forever. And I edit these videos, as you'll see on the podcast here, I have a tendency to be very rambly [00:02:00] because all these ideas are very interconnected. And one thing makes me think of another thing. And these are really complex things. One thing about Instagram that's cool is because you have only 90 seconds, you can only tackle one idea at a time. And that's a really powerful mechanism for getting to the heart of the point. I think that's why these messages have really resonated. Yeah. And you do it really, really well. Even, even just the, I think you said it's the name of your, uh, your newsletter, Too Ambitious. That is a phrase that comes up over and over and over again in the literature, even in non English speaking areas, which I think is so funny. Like even people who speak completely different languages are still using that phrase and they're Especially for women. Oh, she's too ambitious. She's more than me. I'm unattracted to her. I can't be her friend. It's really incredible. The consistency there is there. Yeah. It's almost mute. It's almost exclusively women who that phrase is applied to. What does it mean to be too [00:03:00] ambitious as a man? This is always, it's called the flip test, right? And you say this for another gender identity. Almost everything you say about women, like it's a red flag to be like, Oh, wow, saying this about a man would be ridiculous. There's no such thing. So, yeah, I think what inspired me with too ambitious to, to really claim that branding was not just the idea of always having felt Yeah. Thanks. Too ambitious for many of the people and interactions I've had in my life and having my ambition framed as a bad thing when my entire childhood, I was told it was a good thing, but also it was around the time of the last election and Kamala Harris was. Was, uh, being criticized for being too ambitious and, and that her ambition was considered disqualifying as a reason for her not to be considered a vice presidential nominee. And if there is anything that you need to run for political office, it is an [00:04:00] exclusive willingness to say, I want this thing. And yet we penalize women for saying, I want this thing. And that is the impossible catch 22 that informs my work. It's really interesting. I've been looking at the trends and trying to figure out like, why is ambition starting to become something that we're looking at as social scientists, in journalism, in media, especially like in feminist spaces. And I really do think it is connected to politics, especially like with Hillary Clinton, like that really, that really. And it's, it's just continued to go up. So I'm high profile, right? Anytime you get women entering spaces where they're challenging the status quo and the challenge and the status quo, it has been very largely white, straight, cisgender men for a very long time. And there really isn't. Much that's changed in leadership, the numbers of women's representation in politics or in [00:05:00] business are still very, very low. Actually, it hasn't changed much my entire lifetime, but because these ...
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    45 分
  • (Different) Models of Leadership + Nina Simons, Bioneer Co-Founder

    (Different) Models of Leadership + Nina Simons, Bioneer Co-Founder
    2024/02/16
    Alyssa Calder Hulme: [00:00:00] Welcome to the women of ambition podcast. I'm your host, Alyssa Culler Hume. And today we have a fantastic guest on our show. Nina Simons is co founder and chief relationship officer at Bioneers and leads it's every woman leadership program throughout her career, spanning the nonprofit, social entrepreneurship, corporate, and. Philanthropic sectors. Nina has worked with nearly a thousand diverse women leaders across disciplines, race, class, age, and orientation to create conditions for mutual learning, trust, and leadership development. She co edited Moonrise, The Power of Women Leading from the Heart and authored Nature, Culture, and the Sacred. A Woman Listens for Leadership, which is the book we're going to talk about here today, was released as a second edition in 2022 with an accompanying discussion guide and embodied. Practice. Nina received the Goy Peace Award with her husband and partner, Kenny Ausubel for pioneering work to promote nature inspired innovations for restoring the earth and our [00:01:00] human community, which is pretty incredible. So thank you so much for being here, Nina.  Nina Simons: Thank you, Alyssa. It's great to be with you. Um,  Alyssa Calder Hulme: this is your beautiful book. You can see it behind her if you're watching the video. Um, it's beautiful. This artwork is fantastic. Um, and I, I'll just start by saying that, you know, I, I get reached out to by a lot of PR teams and different people wanting me to promote the material. And, I'm really picky, but yours is the first one that I, I read and I really loved and am deciding to share it because, um, I think what your, your message here is, is really incredible. It's really holistic. And I think it's something that we really need to talk about. So thank you so much for, for me, for writing this book and publishing it. And. Talking about being like a feminist as a white woman who's trying to, um, decolonize perspectives, understand privilege, um, and also, [00:02:00] um, someone who's been in that space for so long. You have a lot of wisdom to share and a lot of experience. And I, I'm just really grateful that you're putting that out in the world and being vulnerable. So thank  Nina Simons: you. Oh, it's my honor and privilege. I feel really grateful to get to do it. Thank you, Elisa. Okay,  Alyssa Calder Hulme: so, I, so this book is about women's leadership, um, and you talk about it from your own personal experiences and then in working with other, with other leaders in, In lots of different communities, um, can we start maybe talking about, uh, what Bioneers is and where that word comes from, because I was really intrigued by that. Nina Simons: Sure. Sure. Well, the word was coined by my husband and partner because it's a contraction of biological pioneers. Okay. And the idea behind it was he started looking to find really innovative and effective [00:03:00] approaches. To healing our relationships with ourselves, each other and the earth and what he found was that some of the great innovators out there, many of them were looking to nature to heal nature and so there were nature sourced solutions and that's where the word Bioneers came from. But. Bioneers started as an annual gathering. Um, we started it in 1990 and over the years it has grown and grown and evolved tremendously so that now there is an annual face to face in person conference of about a year. 2500 or 3000 people, but there is also an incredible wealth of media that we put out. So we produce a radio series that wins awards many years and, um, a great newsletter and a lot of what motivated Bioneers in the first place was the recognition. [00:04:00] That the mainstream media tends to carry the bad news, but not the good news of the world. That's being born. And especially in this time when there's so much destruction and violence and coming apart, we all need to remember to give some of our time and energy to the world. That's being born because it's incredibly uplifting and inspiring and full of role models. And, and, um, that's what Pioneers is. And, um, what else did you ask me? I think that was the main question. No,  Alyssa Calder Hulme: it, it was. Um, one of the things that you talk about in your book is the difference between a Bioneer and a Pioneer. And how as in the Bioneer space, you are looking to To create with the world instead of imagining it as a blank space that doesn't have, um, life already living and I don't know, I'm not articulating it very well. Your book says it so much more [00:05:00] beautifully, but, um, co creating in that world with indigenous people with local knowledge with local plants and flora and fauna and all of those things. You speak maybe a little bit. to that? And, and why is that a revolutionary concept to an American white person?  Nina Simons: Oh, that's a great question. Well, and it's interesting as you frame it, it very much parallels my exploration with leadership ...
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    1 時間
  • Impostures Syndrome and Black Ambition: DEI, Racial Capitalism, and the History of Policing in the US + Whitney Knox Lee, Esq.

    Impostures Syndrome and Black Ambition: DEI, Racial Capitalism, and the History of Policing in the US + Whitney Knox Lee, Esq.
    2024/02/10
    Alyssa Calder Hulme: [00:00:00] Welcome to the Women of Ambition podcast. I'm your host, Alyssa Calder Hume, and today we have Whitney Knox Lee. Whitney is a civil rights attorney, an equity and inclusion consultant, a mother and wife, and the host of the Empatrix podcast.  Whitney Knox Lee, Esq.: Yes.  Alyssa Calder Hulme: Thank you so much for being here, Whitney. Tell us a little bit about your podcast, because I think that encompasses a lot of these, uh, these different roles that  you fulfill and passionately. Whitney Knox Lee, Esq.: It really, yeah. It does. So, um, Impostrix podcast, we are going to be affirming the lived experiences of professionals of color who navigate imposter syndrome, white dominant culture, and racial toxicity at work. Um, and so really what that means is we're going to be diving into all that it means to be a professional of color, um, acknowledging that we are working within systems that sometimes were created to exclude us. Um, so we're going to be talking about like, how do we identify when we're [00:01:00] working within these systems and if these systems are like actively working against us and we are being gaslit about that, then what do we do? How do we deal with those types of conversations? Um, we're going to talk about the historical context of race and racism, um, here in the United States. And what that has to do with where we are now, um, as folks of color who are working in professions. And then we're also going to talk about like the science behind how racial traumas. affect us, affect our brains, affect our bodies, and in turn affect how we show up to the workplace, and whether or not and when we might be triggered by circumstances that are happening around us, whether that's within our work environment. Or like for me, it's mostly, uh, external facing when I'm working. Um, so I work as a civil rights attorney in the South and I represent folks who are incarcerated. [00:02:00] And what that means on a day to day is that I'm constantly going to jails and prisons and seeing people who look like me, who are behind bars and living in cages. Um, and so this, the science component I really want to get into to better understand for myself. When I'm leaving these jails and prisons and I'm feeling triggered and worked up and having to, um, Utilize all of these tools to kind of bring myself back to safety, um, why I'm feeling that way. Mm hmm.  Alyssa Calder Hulme: That sounds, I think that's so important that like, it sounds like you're talking about like embodiment, like mindfulness and being aware. And I would venture to say that no HR in America is set up to help people understand those. Pieces of themselves.  Whitney Knox Lee, Esq.: No. And somebody recently asked me, we were talking about like the DEI profession. So diversity, equity, and inclusion. Sometimes there's a B at the end, which means belonging and [00:03:00] why that's important. And this was some, this was coming from a black woman who owned her own law firm. Um, and so she was asking really as an employer, like, why is this important? Why do we need this? Because these days, like. People aren't showing up to work and just being like overtly racist. And, you know, to answer that question, it's really about creating a community or a space within the workplace where we can feel like we belong, where we're seen and where it's psychologically safe for us to show up. And so if I am experiencing being triggered because of the work that I do, feeling safe. To talk about that, to raise that, um, and then having systems in play within our workplace that can support me in that, you know, it's, it's part of. The, the reason or the, the need for D E I B. Do you  Alyssa Calder Hulme: [00:04:00] see, I I've heard a lot of different things about diversity, equity, inclusion, belonging, um, and we'll get to ambition. I always get off track, but I really want to ask you, um, as you know, per the normal way it goes in America. A lot of the times, um, there's a lot of performativity, uh, within the workplace. Um, D I, um. Groups being formed within companies and not really being informed or not being led by the correct people or not being educated Do you are you seeing that trend and is this some is this a another thing? We need to abandon and start over with or is it something we can work with do you think  Whitney Knox Lee, Esq.: I definitely think we can work? with it because Often what I see, so I work in the nonprofit world, um, and it may be different in the corporate world where theoretically there's more money. But what I see is often there are these like voluntary committees, like diversity committees, um, who are [00:05:00] tasked with doing this work. And oftentimes these committees are made of people of color. Who have other whole jobs within the organization and who are taking on this really emotion heavy, um, labor of trying to help this organization do whatever it is that the organization wants...
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    59 分

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