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Why High-Functioning Women Are Rethinking Resilience.Research consistently shows that women in leadership experience disproportionately high levels of chronic stress, emotional labour and burnout, yet are far less likely to access psychologically safe support.A 2023 McKinsey study found that women leaders are 1.5 times more likely than men to report burnout symptoms, while neuroscience research from Dr Bruce McEwen’s work on allostatic load demonstrates that prolonged “high-f

The Most Powerful New Year Commitment Is Not a Resolution... It Is Connection! As Black women executives, we enter each new year carrying more than goals, we carry responsibility, visibility and often unspoken pressure. We are praised for our resilience, our leadership and our ability to hold it all together. But too often, that strength comes at the cost of genuine connection with ourselves and the people who truly support us.

The Science Behind Being Gentle With Yourself During Difficult Seasons   What is often framed as gentleness during high-pressure seasons is, in fact, a neuroscience-informed strategy for preserving cognitive capacity, emotional regulation, and long-term performance.   This analysis forms the first part of a HealthTalk series examining how neuroscience reshapes our understanding of performance, leadership and capacity under sustained pressure.   The question then becomes not

According to the World Economic Forum, over 50 percent of workers will require significant re-skilling by 2027, with women over forty facing the steepest skills obsolescence risk due to age bias, digital exclusion and organisational restructuring. McKinsey reports that women are twice as likely as men to experience imposter syndrome during periods of technological change, while Harvard Business Review highlights that microaggressions increase with seniority, not decrease.

From Letting Go in 2025 to Building Power in 2026 What Women Need More of in the AI, Data and Cultural Intelligence Economy and Why the NBWN Is the Strategic Ally of the Next Era. If 2025 is the year women finally released what was draining them, then 2026 becomes the year they deliberately construct what will hold them. Letting go was never about weakness. It was about structural intelligence.

For years, leadership training focused on finding your one style, as if influence were a personality test. But the most effective leaders are not defined by a single approach. They are defined by timing.

How Guilt Reshapes Women’s Leadership, Relationships and Power. There is a conversation many women leaders avoid having, not because they lack courage, but because they have been conditioned to carry the emotional burden quietly. It is the conversation about guilt. Not the obvious guilt that follows a mistake, but the deeper, more insidious version. 

World Radiography Day serves as an opportunity to raise awareness about the contributions of radiographers to patient care and medical diagnostics. Radiographers are at the forefront of medical imaging,

Post-Event Reflection: Childhood trauma does not end in childhood. It follows us into our relationships, our workplaces and the way we see ourselves.

Throughout all this, where are the DEI executives who so often claim that boards perform better and productivity rises when workplaces are diverse? Their absence is more than ironic, it is a betrayal of the data they like to quote.

Menopause is a universal biological transition, yet its experience is anything but uniform. While the clinical definition marks the end of menstruation, the lived reality for millions of women, particularly Black women and women of colour, is shaped by a complex interplay of biology, culture, healthcare access and systemic inequities.

The modern leader faces a workplace unlike any before. Hybrid and remote teams stretched across time zones, multigenerational staff expecting inclusion and information overload that rewards speed yet punishes shallow attention.

Every time you think “I can’t,” every time you delay that task, every time you hide what you know  you are feeding a pattern. That pattern becomes a habit. That habit becomes your identity and your identity shapes what you allow yourself to achieve. Ask yourself. Are your thoughts, habits and actions empowering you or quietly undermining you? What you believe in, what you practice and what you do today builds the you who shows up tomorrow.

September 22nd marks a special day in the calendar, American Business Women's Day. This day is more than just a date, it stands as a powerful reminder of the strides women have made in the business world and the ongoing journey toward equality.

Let us get real about something so many women are experiencing it but are rarely allowed to name it. Black women are being left out in the workplace, in menopause conversations, in business dynamics, in healthcare and in relationships. It is not just frustrating. It is traumatic. Their pain is not an inconvenience. It is not “too much.” It is real. Valid. Ignored. Research proves it.

The question is no longer simply whether the talent pipeline for Black and women of colour is “over,” but whether it can survive with integrity under the combined weight of political backlash, tech-driven gatekeeping and decades of stalled progress.

The leaders who leave the deepest mark are frequently the least visible. They guide without spectacle, shape outcomes without fanfare and embody what we might call “invisible leadership.”

We often imagine self-esteem as a towering structure, built on years of achievement, charisma or authority. But neuroscience suggests a subtler truth. Confidence is less a monument than a series of neural pathways, delicate, rewired daily by what we practice. Self-esteem is, quite literally, habit in motion.Now consider imposter syndrome, that nagging inner critic insisting you don’t belong, that your seat at the table is a mistake.

Before we critique Badenoch’s performance, it’s worth setting out what effective PR actually is. Good PR is not simply about getting your name in the press. Anyone can do that, usually by saying something provocative or headline-grabbing. But effective PR goes deeper. 

Creating inclusive workplaces for BAME professionals across generations requires more than good intentions, it demands data-driven action, intersectional awareness and structural change.