Limitless Leader Podcast with Sheryl Kline, M.A. CHPC

Sheryl Kline M.A., CHPC

Mental Toughness and High Performance Coaching. I Empower Female Leaders, Emerging Leaders and Male Allies to b.HER.d™ and Access Their Next Level of Impact and Joy.

The First Step to Unlocking Your Limitless Leadership - an Interview with Gina Tesla of Coupa Software
Sep 6 2022
The First Step to Unlocking Your Limitless Leadership - an Interview with Gina Tesla of Coupa Software
case you missed my LIVE interview with the amazing Gina Tesla (Vice President, Sustainability and Social Impact, Coupa Software ), here are a few of the wisdom gems she shared:  It is through times of loss or struggle, where you grow the mostVisualize yourself doing really well... visualize what’s going to happen.... visualize at the end how happy you feel or how proud others might feel of you, or how you feel like you really did a good jobAnything that you can do to take a little thing off of somebody’s plate is very beneficialTake the time for yourself, take a breath, get your body in more of a receptive state, and say to yourself, "I can really see myself in this role, whether it’s a promotion, whether it’s presenting in a meeting" ... the first part is to really give yourself that permission to pause and visualize itIf you’re not comfortable talking to someone, write it in a journalYou really need to speak up for yourself, and that takes a lot of courageBe honest with yourself about what your purpose is,  and believe in itIf you are doing something that you’re truly passionate about, and you’re living your purpose, the financial aspects of it will come alongTo be notified for future interviews be sure to connect with me here on LinkedIn ( AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #coupasoftware
Isn't It Time for Real Change? Let's Do This!
Jul 11 2022
Isn't It Time for Real Change? Let's Do This!
The world seems to be in a precarious place, and I believe wholeheartedly that the course correction that we need to see right now will be led by women (and fueled by some incredible allies). Do you agree?As part of the Limitless Leader community, you’re undoubtedly committed to being a heard, valued, respected, and energized agent of change, with your family, peers, subordinates, and with your leadership while empowering others to do the same.In addition to being lit up by what’s possible, sometimes leaning into our highest sense of contribution, can sometimes be challenging, frustrating, and downright exhausting!Believe me, I hear you 100%.Where our passion meets our expertise is our Olympics, our legacy, and what the world so desperately needs to see right now.Like the work put in by Olympians, the thousands of hours and days leading up to competition, sometimes in solitude, and with no fanfare or recognition, we keep going.Just as Olympians dream of gold, we dream of equality in the workplace where women have not just a seat at the table, but a voice at the table that is heard, valued and respected. We proceed every day as if success is inevitable.Often a new level of influence for next-level change requires a new set of tools.In honor of YOUR work and ability to shift cultures and companies even more for the greater good, let’s continue to commit to doing what it takes to keep leading from compassion, love, confidence, and hope.Special Announcement:To help get this done and bring the Limitless Leader community to life, I’ll be opening a Limitless Leader Fall Cohort!This will be a small (max 20), for learning, legacy planning, real-time execution, community building, and compounded change for the greater good. You’ll learn, feel seen, and get the coaching, community, and support required for your next level of impact (and joy!)This cohort is geared for women who are aspiring to be C-level female leaders in the next 1 to 5 years. If this is not you, do not worry! I’ll keep showing and supporting you right here, and I’ll be super excited to hear from you when the timing is right!Share What's Most Important to You:In an effort to make this cohort as kick @ss and impactful as possible, please take 90-seconds to complete this questionnaire and share what's most important to you. Cheering you on always and super excited about the impact we’ll have, together!-- Sheryl
Building Belonging in a Remote World - an Interview with Rachel Hutchisson
Apr 7 2022
Building Belonging in a Remote World - an Interview with Rachel Hutchisson
case you missed my LIVE interview with the amazing Rachel Hutchisson (Vice President of Global Social Responsibility at Blackbaud), here are a few of the wisdom gems she shared:  Realize where you are in your journey; today doesn't mean that it's the direct route (of your life).In life, all that matters is the next step. Just take that next step and your journey will unfold.Sometimes the worries you spend the energy worrying about are the things that maybe you shouldn't be. What makes the world so wonderful is that we're all different. We have different skills and different views. The lived experience is deeply important.Worry less but also to take more risks.Don't ever stop learning. Have confidence that you can figure something out. Go to the people around you to help figure something out if you don't have that specific knowledge. And those two things work together.Relationships are really important. They are the foundation.Push back from your computer, shut the lid, go out, meet somebody, try to do something in person, spend some time getting to know people. You'll be reminded that that's one of the huge joys of life.To be notified for future interviews be sure to connect with me here on LinkedIn ( AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #blackbaud #buildingbelonging
The Importance of Pay Transparency - an Interview with Gavriella Schuster
Mar 24 2022
The Importance of Pay Transparency - an Interview with Gavriella Schuster
case you missed my LIVE interview with the remarkable Gavriella Schuster (DE&I Advocate, Global Business Executive, Board Director, Strategic Advisor, and Former Corporate Vice President at Microsoft), here are a few of the wisdom gems she shared:  In your career growth, the first thing that you do doesn’t have to be the thing that defines you. You are going to change things up multiple times throughout your life. The important thing is that you’re learning and getting experienceEvery decision in life doesn’t have to determine the pathway you take in your career or entire life. You will always have the opportunity to adjust and change as you learn moreAlways learn new things and be a continuous learnerAlways self-reflect. “If I don’t want to do what I’m doing. What is it ‘I do want to do?’ And how am I going to define my own success doing that?”The importance of pay transparency is knowing your worth in the work that you do, how much you make, and believing in yourselfIt’s important to know who to talk to when you feel like you are not compensated fairlyDo some research and gain factsTo be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #gavriellaschuster #paytransparency
4 Things to Avoid When Asking for What You're Worth
Mar 22 2022
4 Things to Avoid When Asking for What You're Worth
you ever felt like (or had the facts) another colleague is being paid more for an equal or lesser role?The good news is that you’re not alone. The bad news is that it can be very unfair, disrespectful, demotivating, and bad for business.You may be thinking that this shouldn’t even be an issue, and that there should not be a discrepancy. Agreed 100%.It may be time to speak up! If you already have, a few new tools could make all the difference for round 2.However, until we get further down this road, we’ll need to get comfortable (or I should say, confident and influential) about asking for what we are worth.There is progress being made for pay transparency and fairness, partially in thanks to pay transparency advocate and former Corporate VP, One Commercial Partner at Microsoft, Gavriella Schuster. If you’d like to hear more about this very topic, what’s being done, and what each of us can do, be sure to connect with me on LinkedIn and tune in to my interview with Gavriella at 2:30 p.m. PST on Wednesday, March 23, 2022!Here are the top 4 things that many overlook when asking for what they are worth, which can sabotage their efforts. Dial these in, and you’ll have a better shot at getting what you want and deserve.1. Lack of PreparationPlan key points/asks/needs/outcomes. Think through how you want the interaction to turn out (not how you think it will turn out), and how you want to feel once it’s over. Remember, what you think comes out your mouth. If you are optimistic and positive, it will land better than being pessimistic and bitter. Make the conversation as vivid and visceral as possible, then visualize it until you believe it’s possible. In addition, do your tactical homework. What are industry standards or benchmarks in your company? What tangible data supports your ask?2. Lack of EmpathyWhen it comes to asking for better compensation, it’s common for emotions to run high. Lack of empathy can make you sound nervous, doubtful, angry, or frustrated. This can likely close off others to what you have to say. If you want to be heard, prepare by taking a 360 look at what it’s like to be the person you are trying to influence. Then, your tone will shift as will your likelihood of being heard. Come from a place of compassion even if you feel like you’ve been treated unfairly.BTW... I’m not saying you don’t deserve to be angry or frustrated, BUT lacking empathy for the other and having a negative mindset will come through in your tone and gestures and will likely not yield the results you’re hoping for. According to ex-FBI hostage negotiator and author of Never Split the Difference, Chris Voss, the 7-38-55 rule applies which relates to the importance of words, tone, and body language, in that order. So, you could say ‘I love you’ for example and get yelled at by your significant other IF your tone and body language are off. It’s vital to prepare our mindset and stay calm and optimistic, or the conversation could do more harm than good.3. A Proposal Without a First Date It’s a human drive to feel acknowledged and validated, so make sure you do so even with those whom you strongly disagree including when you feel like you are not being paid what you feel you are worth. This is NOT agreeing, simply letting him or her know that... ... read more at: you’d like more in-depth coaching for yourself or your team on this topic or HOW to control your emotions during crucial conversations, let’s chat!
How to Reduce Internal Churn, and Why It’s Different for Women - an Interview with Lauren Larson Diehl
Feb 24 2022
How to Reduce Internal Churn, and Why It’s Different for Women - an Interview with Lauren Larson Diehl
case you missed my LIVE interview with the amazing Lauren Larson Diehl (Vice President, Global Customer Success at Reputation), here are a few of the wisdom gems she shared:  You can have passion and purpose… or passion and persistence, but you really need all three, to build that solid foundationBe passionate about your customer’s success. Being good at that, and empowering teams to be good at that is the direct correlation to internal churnThe fundamentals around having empathy, and how we refocus and harness that, and how do we operate more strategically… it's really never been more importantCustomer first? I believe it's people first. You need to invest in your people, in enabling and empowering them, and helping them to harness their capabilities. You invest in people, and then they will take care of your customers. And that's a direct and simple formula for navigating through churnIt starts at the simple level of identifying with emotional intelligence so you can identify with your customersOpen doors for others. Women promoting women… there's still not enough of us out there that will pause and take the time to promote other womenAsk questions. Don't be afraid to ask questions to probe deeper into, you know, “tell me more.” Explain yourself, what does that really mean to you? And so you can again empathize with them. But it also helps to release some of your frustration, once you understand the situation better no matter what it isThere's no magic formula for overcoming obstacles. But I believe that passion, purpose and persistence, with a pinch of luck, and you can overcome many. The key is understanding what people love or what drives and motivates them and aligning that with purpose helps to  overcome obstacles To be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #reputation
Part 2: Strategies to Lead in the New Normal - an Interview with Amy Protexter
Feb 17 2022
Part 2: Strategies to Lead in the New Normal - an Interview with Amy Protexter
case you missed my LIVE interview with the remarkable Amy Protexter (Senior Vice President, Marketing at Insight), here are a few of the wisdom gems she shared:  Be willing to roll up your sleeves, learn about a different vertical that you might want to get intoBe an avid learner, avid reader, figure things out, and then if you’re jumping into a new role with a different vertical, see how you’re able to translate your skills into how you can help that companyOne of the most necessary leadership skill sets going forward coming out of the last couple of years is empathyIt’s really about that deep listening, that empathetic approach, as a leader, I definitely think those are going to be skills that will be super important... they’re things you sort of have to nurture in yourselfYou are the CEO of your own life. And if you think about your decisions (your why, where you want to be, and what you want to do) it gives people pause “what do I really want? And how do I get to where I want?”Have the courage to find your voice. Speak up and go for it!Step away briefly… find moments during the day to go clear your head, take a walk around the block, make sure you’re taking care of yourselfIt’s really about making time and prioritizing that self-care, and stepping away and make sure you’re recharging and renewing. Personally challenging yourself and your team to get back to creativity and innovation. And that energy that comes with that. Be ambitiousFind opportunities to renew and reshape our thoughts, not only about what’s important, or what’s next, but also about what’s possible. Challenging ourselves every single day to take one bolder step, whatever that might be for you, will help us emerge from this fog of the last few yearsTo be notified for future interviews be sure to connect with me here on LinkedIn AND to learn more about how to build the mindset and influence for real change, join our community at www.SherylKline.com. #limitlessleader​​ #womenwholead​​ #sherylkline​​ #insight
She Got the Raise... the Title... and the Respect
Feb 16 2022
She Got the Raise... the Title... and the Respect
you owning your value enough?If that question made you take a pause, it’s ok. Not voicing our value or owning our worth has happened to most of us at one time or another.But, it doesn’t have to. According to DiversityWomen Media, ‘Women are often less assertive than men in the workplace and tend to apologize or minimize the importance of what they say when they do speak up-even female executives in meetings with their peers.’Part of the challenge is that owning our value is a counterculture for many of us.That was the case for Sue (not her real name:), a 1:1 Limitless Leader client of mine who is a female senior executive in finance. She had a 30-minute call scheduled for her annual review. The call was actually 10 minutes (...her boss was 10 minutes late and left 10 minutes early.) She was rated as ‘far exceeds’ due to the growth of her line of business and progress on major (new) initiatives that she’s now responsible for. ‘Far exceed’ ratings by her boss are extremely rare. This should be great news for a new title, impressive bonus, and substantial raise, right?Nope. No new title, bonus decreased, and her raise was underwhelming at best.When I asked, ‘What did you want?’, she described what ‘would have been ok or better.'I asked again. ‘What did you want?’ ‘I mean what did you really want and know in your heart that you deserve?’ Most importantly, I asked ‘How did you want to feel?’Her answers to these questions the second time were very different. She said, ‘I want the new title.’ She was also explicit about the bonus and raise that she wanted. She got clear and learned how to be confident that these ‘asks’ were small prices to pay for her work over the previous year and what she’ll deliver in 2022. She emailed her boss and asked to schedule the remaining time for her annual review. (NOTE: When at all possible, make sure ALL money/compensation conversations are live and not via email).She got clear on what she wanted and deserved, owned her value, and learned how to communicate it to her boss in a compassionate yet confident way.Guest what?She got the title. She got the raise. She got a bonus that was ‘bananas’. Most importantly, she felt valued and respected. You can too!Here’s how to get started:Acknowledge and validate the perspective of your boss(what’s important to him/her)Example: ‘I can only imagine the pressure you were under by your boss and that 20% growth last year was vital. I’m glad myself and my team were able to contribute and over-deliver.’Lead with facts(data, indisputable facts.)Example: ‘Here are the actual numbers and exactly where the growth came from.’ ‘Also, here’s a detailed projection on how we’ll replicate this coming year.’Be explicit with your ask and own it(Be very clear about what you really want and PRACTICE making this ‘ask’ more than you think you need to.)Example: ‘Based on our shared goal and this data, doesn’t it seem that xxx is more than reasonable?’Communicate a win/win(Your job isn’t done if you get what you ask for:). Make your boss feel like your ‘ask’ was more than worth it.)Example: ‘I appreciate your generosity. Based on my numbers and results, it was well warranted, and I’ll look forward to exceeding expectations in the coming year.’Watch the video at the top to learn more...While the above doesn’t guarantee that you’ll get what you want and deserve every time, owning your value and being more vocal about your contribution is an important place to start.If this content will serve you individually or your organization, let's have a chat!  you on always!--Sher
There is Reason for Optimism in 2022
Jan 10 2022
There is Reason for Optimism in 2022
hope your year is off to a healthy, productive, and impactful start!What do you love about what you do?For me, I love being the guide so you, your team, or your colleagues can be the hero.While very aware of the importance of data, it’s not so exciting to me.There was, however, some notable data that came out of 2021 that (I feel) is important for you to know, so we can learn and improve from it.First, the ‘not so good news’ uncovered from a pre-coaching assessment that was filled by the 10 female heart-centered leaders I was so honored to have worked with 1:1 in 2021 as well as the facilitations done for their managers and from the virtual speaking events that reached thousands.Female leaders are still feeling silenced, overlooked, and disregarded by their leadership.This is exacerbating overwhelm and burnout.Change is happening, but these inequities are not spoken about or addressed quick enough.I’d like to first acknowledge those who have dedicated their career to making this right and instituting real change. I know very intimately from some of them (you know who you are:) the joy and frustration that comes from this noble pursuit.I’d also like to invite you to imagine for a moment what could happen if women were unencumbered by fear and doubt, able to dream big, and go from feeling silenced, overlooked, disregarded, or depleted to being heard, valued, and energized agents of change. If ALL women were able gain clarity, to put a stake in the ground for what’s most important to them and for the legacy they’d like to leave behind.Powerful.Here’s "some good news" and hope in the form of a case study of a female leader who’s been able to do just that, even in the last two years of intense disruption.But it didn’t start that way.While she was a highly confident, effective, and respected by her North American team, her global peers did not have confidence in her nor did they show her the respect she knows she wanted and deserved. She was also not part of the "boys club" who the CEO would summon for advice and input.Now, two years later, she’s not only caught the attention of her CEO because of her region’s remarkable growth under the extreme challenges brought on in 2020 and 2021, she has his attention as a strategic advisor and an active partner to deliver company-wide change from the top down. Did I mention that her CEO shared that she is now ‘the golden standard’ that her global (male) peers look to emulate?She is good for business and great for opening her leaderships eyes to the benefit of helping everyBODY feel equal and included.Her vision is clear. She’s confident in her ability to challenge her leadership and influence up, and she has a front row seat AND respected voice at the table.What changed?She learned new tools to access her highest sense of leadership that was already within her, but maybe just previously inaccessible as well as how to gain influence with her leadership in a firm, courageous yet compassionate and sustainable way.The first step to doing this was to develop what I call an ECO mindset prior to any crucial conversation, especially when attempting to influence up. In other words, to develop "E"mpathy (Ask, have I considered what it’s like to be the other person? Really take on his or her persona.),  "C"uriosity (’If I am the OTHER person, how do I feel? What pressure/stress am I under? What is important to me?) "O"ptimism (How would I like this to turn out? I am confident we can have a win/win.).Read more at:
Two Ways to Get Clear on What Really Matters in 2022
Dec 11 2021
Two Ways to Get Clear on What Really Matters in 2022
you ever get distracted or veer from what’s most important? Maybe you’re too overwhelmed to think about it, or you’re not even clear on what it is anymore! If so, you’re definitely not alone.Maybe it’s time to course-correct and get more strategic about the year you want to have and the impact you’re going to create in 2022…This has certainly been a year of reflection, and it’s the perfect time to get clear on what matters most to you, how you’d like to achieve it, and how you’d like to feel in the process.Maybe you’re so busy that you don’t have time to make a shift, or you are not sure where to start. As we wind up the year, here are a couple of things that might help create the impact you want and deserve on your terms.Consider, goals (while important!) are not just about meeting/exceeding projections, having more influence with leadership, and driving initiatives. There are important pre-steps to launch to your impact, success, and joy in 2022.When planning for the upcoming year, try starting with your lifestyle goals first. How do you want to live your life and how do you want to feel? What’s most important to you in terms of time with family, friends, and your personal wellness (ie: girl's weekends, working out, etc.)Then and only then, go back to thinking about what career impact you would like to have in 2022, what your ideal workday looks like, and who is the most important person that I need to make a big ask that can help make all of this happen?World-class performers have laser-like focus when it comes to what they want to create. Nothing is random, so don’t allow YOUR lifestyle and impact to be random either!Don’t consider resigning. Consider redesigning!To make this happen, it’s important for your long-term vision to link up with your short-term controllable needle movers.Here are two tips to get started:1). For Long-Term Focus: Create a Personal Manifesto.Let’s say you’re an Olympian. You’d be remarkably clear about your future ambitions, and you’d visit them often in your mind. You’d visualize what you want in an extremely vivid and visceral way, and you’d be consistent about bringing your future self and your future experiences to life.Here’s an example from my book ZONED IN: The Mental Toughness Required for a World-Class YOU that explains this point:Months and even years before the Rio Games arrived, Kayla Harrison, a 26-year-old judoka (Judo athlete), practiced imagery training for 10 minutes before falling asleep each night... mentally going through entire days of Olympic competition. “Waking up, weighing in, packing my bag, getting on the bus, listening to certain music etc.” she said. “Every night I visualize myself winning the Olympics.” She then went on to defend her Olympic judo title in Rio!Not training for the Olympics? ... No problem.What you want to achieve is your Olympics. Start by writing your personal manifesto by thinking through these prompts:If you had a magic wand, what would come to life for you in the next 6-12 months?Make it as vivid and visceral as possible (what would you do, how would you feel when you do it, etc.)What are your gut and heart telling you? Who else would be impacted? What are the consequences if you do not take action?You get the idea. Be sure to read it every night before you go to bed.If you want to go all-in with this, have an offsite, grab a couple of friends or your partner and spend the day somewhere inspiring to dream big and put a plan in place. I’ll be doing that this Sunday, and I’d love to hear what you come up with!Remember, if you are truly a linchpin, you may have more leverage than you think to make some important course cor