I Can’t Hear You, You’re on Mute!

No matter how many times we’ve been on a video call, I know this still happens frequently. But today, let’s talk about being and feeling muted at work.

Not just at work, but on your social media—your professional social media.

What’s in a Personal Brand?

I’ve taken courses on owning my brand. I’ve navigated the stickiness of using my voice while inside corporations. Now, one of the things that I do is help individuals—from graduates to executives—find, own, and develop their voice both off and online.

Because like it or not, Personal Branding is the game now. Having an engaged LinkedIn following is worth its weight in gold. It means:

• Market testing your ideas

• Visibility in your industry

• Building awareness of your expertise

• Attracting opportunities and talentRemember: if you’re not actively learning, you’re not just standing still—you’re falling behind.

Use LinkedIn Intentionally

1. Researching trends and staying ahead in your field

2. Becoming a thought leader by sharing your insights

3. Engaging with industry experts (e.g., Mo from The Points Guy, Richard on Excel, Travel News, Industry Groups)

4. Building your community through comments, posts, and discussions

Who Owns the Voice?

You do. It preceded your organisation, and it will outlast it, too.

As long as there is a clear distinction between you as an individual and your company, you should feel free to share opinions. Unless, of course, you work for the secret service—in which case, maybe keep those state secrets offline.

Yes, every company has sensitive and competitor information. Use discernment. But you are not your company. Your views, insights, and knowledge are yours to share.

The Silent Rule: Organisations Muting Individuals

One common theme I’ve noticed this week is how organisations—both current and past—attempt to mute individuals from discussing their experiences within the company.

Many professionals feel the weight of this unspoken rule, where even constructive reflections about their time at an organisation are frowned upon. Some companies enforce non-disclosure agreements, while others use a culture of fear to discourage employees from speaking up. The result? A muted workforce that doesn’t feel free to share their insights, learnings, or perspectives.

Here’s the truth: your experience is your own. No company can erase the impact it had on you, and you have every right to talk about your journey. However, be smart and intentional about what you share:

• Avoid confidential information – If it’s protected by an NDA, don’t touch it.

• Frame it as a learning experience – Instead of pointing fingers, discuss what you learned and how it shaped you.

• Stay future-focused – Share reflections that add value rather than dwell on negativity.

• Control your narrative – You don’t owe an employer silence if they didn’t invest in making your experience positive.

• Be intentional – A scattergun approach to posting isn’t advisable. Every post should have a purpose: Are you educating? Engaging? Showcasing expertise? Think before you hit publish.

Speaking about your career openly is not disloyalty; it’s transparency. You never know who needs to hear your story to navigate their own path.

Here are 3 accounts I follow and am ever inspired by:

Dr. Anastasia - Has consistently used her platform to raise awareness

Mo The Airport Guy - Created his own Niche

Adam Grant - Short and snappy posts, to the point and thought-provoking.

Navigating Insecure Bosses & Jealous Colleagues

Not everyone will love that you’re building a platform. Some might feel threatened. Here’s how to handle it:

• Stay professional. Keep it about industry insights, not workplace gossip.

• Be inclusive. Mention and celebrate others when appropriate.

• Own your narrative. You’re not doing this for validation—you’re doing it for your future.

• Keep receipts. If someone tries to undermine your efforts, having a documented track record of thought leadership can be your best defense.

Additional Resources

• Developing your Personal Brand - LinkedIn Learning

• How to Build a Successful Personal Brand - Jenna Kutcher 

• Influencer - Greeny, Patterson, Maxfield, McMillian, Switzler

Your Next Steps

• Post something interesting this week. It doesn’t have to be groundbreaking—just start. Tag me in the post!

• Engage with three new people in your industry.

• Reflect: What do you want to be known for in your field?

With Peace, Love and Determination

P.S. If there is anything in particular you would like to hear about in these newsletters, please feel free to reach out and ask!

The Highlights from the FTSE Women Leaders Report 2025 published this week

1. FTSE 350 Boards Are Finally Looking Balanced (About Time!)

   • Women now hold 43.3% of board roles—a huge leap from the old boys’ club days.

   • No all-male boards since 2019—because, well, it’s 2025, not 1925.

2. Women Are Moving Up in Leadership… But Progress Is Crawling

   • Women hold 35.3% of leadership roles—solid, but we’re not exactly smashing the glass ceiling yet.

   • The 50 largest private companies are doing slightly better at 36.8%, proving it can be done.

3. CEO Pipeline? More Like a Puddle

   • The number of women CEOs in the FTSE 350 has actually dropped to 19 (just 7.3%)—seriously? We need to talk.

   • On the bright side, Finance Director (CFO) roles are up to 22%—so we can handle the money, but not the strategy? Interesting logic.

4. Women Rule HR, But Where’s the Power Play?

   • 81% of CHROs (HR Directors) in the FTSE 250 are women, because let’s be honest—who else is fixing toxic workplace cultures?

   • The real issue? Women are still underrepresented in P&L roles, which are the golden ticket to the C-suite.

5. Diversity Targets Are in Danger—We Need Less Talk, More Action

   • 73% of FTSE 350 companies have hit the 40% target for women on boards, but leadership roles aren’t catching up.

   • Without a serious push, gender balance in leadership teams by 2025 is looking like wishful thinking.

Final Thought:

Boards are diversifying, but real power still sits in the same old places. If we want real change, we need to get more women into CEO pipelines and decision-making roles—not just the ones focused on fixing the mess.