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  • Date posted:12/12/2022
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Did you catch our final Lift Up of 2022? We offered you a Backstage Pass to the C-Suite, bringing high-profile guests like Deborah Wild, Iris Grossman, Kevin Malobisky, and Geelanie Briones within reach.

If you didn’t catch it Live, you can still go back and watch the episode!

A range of topics was discussed, from Imposter Syndrome to Misunderstood Characteristics. We’ll explore the following in more detail:

  • Imposter Syndrome
  • Reaching the C-Suite
  • Misunderstood Characteristics

Ready to learn how to tackle some of the most pressing topics? Keep reading!

Imposter Syndrome

When you suffer from imposter syndrome, it’s easy to feel like you’re the only one. This isn’t the case. As Iris mentions, both men and women suffer from Imposter Syndrome. In fact, Lynne S. Taylor has documented that “up to 75% of successful leaders and entrepreneurs have admitted to experiencing imposter syndrome”. That includes people in C-Suite roles.

So how can you work to overcome this feeling of inadequacy?

The first step is registering why you feel this way — you’re not in your comfort zone.

The feeling of imposter syndrome signifies that you’re not in your comfort zone, which is actually a good thing. If we want to continue progressing and furthering our careers, it’s time to shift imposter syndrome from a negative to a positive sign.

Another guest, Deborah Wild, frames imposter syndrome more positively; “if I’m not uncomfortable, something’s wrong”.

You’re not out of your depth, you’re growing outside your comfort zone. This is a healthy and exciting place to be. The more comfortable you feel in your role, the more likely you will stagnate.

Of course, it’s completely natural to seek reassurance. Talk to a mentor you trust if you feel that your imposter syndrome is impacting you. They’ll be able to help assuage the feeling, and make you feel more secure in your role.

Reaching the C-Suite

When asked for her advice on reaching the C-Suite, Deborah Wild revealed she actually left the workforce to be a stay-at-home mum. After a few years, Deborah realised she needed to start working again.

In order to continue progressing in her career after taking a break, Deborah relied on three tactics:

  • Mentoring
  • Asking for additional responsibility
  • Signing up for extra projects

Don’t be shy about asking for a bigger salary or the next level; all they can say is no. Plus, frequently asking can keep you front of mind and put you in the limelight for that next promotion.

“It got embedded in my brain that if you don’t ask, you don’t get”.

Of course, if you’re in a situation where you’re not being heard, you need to figure out your next steps. This can be a difficult conversation to have with yourself, as it may involve leaving your current employer.

In these situations, you have to put yourself first. If a company isn’t fulfilling your needs, then it’s okay to move to an employer that does. If you’re struggling with a decision, you should talk to your mentor and gain their perspective.

Don’t have one? Read our guide about the top places to find a mentor.

Finally, if your goal is to reach the C-Suite, it’s important to understand why. While being part of the C-Suite comes with impressive titles and salaries, it also comes with a lot of responsibilities and visibility.

Misunderstood Characteristics

It’s no secret that men and women deal with problems in entirely different ways; this can easily lead to being misunderstood. When asked his thoughts on the most commonly misunderstood characteristics, Kevin Malobisky responded with “action”.

There are two main approaches to a situation; analytical and reactive. The former takes a step back to assess the situation before making a move, whereas the latter enacts action quickly at the risk of being disruptive.

While this isn’t true for everyone, typically, men get stuck in and try to fix things quickly, while women take a more analytical approach. So where does the misconception arise?

Responses that conflict with how someone else might respond are likely to be misinterpreted. For instance, a reactive person may view an analytical person as unsure of themselves.

That’s the wrong attitude to take.

Kevin goes on to say, “It isn’t one or the other; the most successes I’ve found are a blend of those two approaches”. That means having an inclusive team of people from diverse backgrounds.




These are just some of the topics covered in the final Lift Up Live of 2022. As usual, if you missed it and would like to catch up, you can rewatch all our previous Lift Up Lives.

Or, if you’d like to read more about Lift Up, check out our Lift Up Intro Blog.