Empowering women to ask for what they’re worth

Let’s close the gender pay gap.

Are you aware of the staggering statistic that shows only 7% of women negotiate their salaries, versus 57% of men[1]? This is a behaviour learnt early in life!


At home we have set up a system for our three children to earn weekly pocket money in exchange for completing a list of jobs. Of course, there’s a catch! Their jobs need to be completed without complaining, and without me or Peter nagging them to do their jobs.

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It’s time to stop being short changed

Making salary negotiation happen easily. 

Recently I read an article about the statistics relating to the gender pay gap. I felt the muscles in my neck tense, my breath tighten and a terrible sinking feeling – a knot in the pit of my stomach.


This is what I read, “On average, full time working women’s earnings are 17.1% less per week than full time working men’s earnings (a difference that equates to $262.50 per week) (1). That’s $13,650 per year, which is about $600,000 less over a woman’s career!

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Showing them that women can do anything

In a man’s worlds, a young woman triumphs. 

What an amazing Melbourne Cup race! My horse didn’t win, in fact I have no idea where it came in the race. When Michelle Payne galloped over the line on the back of Prince of Penzance as the first female to ever win a Melbourne Cup, I felt like a winner.

Photo: Nampa-Xinhua

Michelle had two interviews after winning the cup. She was overjoyed by her victory. She came across as a confident and ambitious woman. In those interviews she shared some insight into what helped her succeed, which every woman can learn from, particularly those who work in a male dominated environment.

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Burning the candle at both ends

Be ‘on fire’ but don’t burn out. 

Over the last year, I have felt so alive and energised about what I’m doing. I’ve been able to push myself at work and through exercise to the point where I’m learning everyday and I’m constantly improving my fitness.


Just recently I awoke one morning to exercise and I felt nauseous, my eye was swollen and I had a headache. I had pushed myself too far, mentally and physically. The morning prior when I was working out, I felt dizzy a number of times but kept pushing myself through. Over that day I felt lethargic, but didn’t stop to rest. Instead I soldiered on. I had reached a tipping point between being energised and thriving, to feeling worn out and exhausted. But I didn’t listen to my body and rest. It was time to stop!

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Make progress vs. aim for perfection

How to make progress to achieve your goals

As change becomes the norm, people seem to be realising they need to focus on making progress versus achieving perfection, or they will be left behind.


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Our children were away over the school holidays. Peter and I planned a day of gardening so that we could establish a yard that was easier to maintain. Peter had some brilliant ideas on design, plant inclusions and landscaping, and I loved all of them. “Great, let’s do it!” I said.

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What’s your why?

Knowing why you do what you do will keep you motivated.

I work with different organisations on change programs. Regularly I hear them tell me in the project briefing that there’s been past resistance to change and people question why.


I was training for a half marathon recently so that I could maintain a focus on fitness during a busy work period and I wanted to raise money for a fabulous charity, Dress for Success. There were times when I was thinking of multiple excuses not to do the early morning training or the two hours of running on a cold Sunday morning.

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Are you staying in your comfort zone, when you could be pushing yourself further?

Learning can be uncomfortable

I have been hearing people talk about their level of discomfort when they’re learning new things. “This is too hard”, “I’m totally confused”, “My head is spinning”, “That’s embarrassing”. I remember a coach saying to me once, “If you’re not uncomfortable, you’re not learning and developing”.

Uncomfortable woman

I worked for almost two decades for one organisation. I had a variety of experience over that time as I worked in various business units, across multiple roles, in different functions, and on many projects. However, I got to a point where I felt I mastered many of the skills and behaviours that this organisation recognised and rewarded. Tasks that I once found difficult or challenging were very easy.

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Why a one size fits all approach doesn’t work with people

Tips to engage and motivate others

I often have Leaders ask me, “Why are my people not taking the initiative when they have all the right skills to do the job or why is my high achiever leaving me?”

Recently I went for an excruciating shopping experience with my six year old daughter. I had thought, how lovely , some Mummy and daughter time buying clothes and enjoying some time together, just two girls enjoying some retail therapy. Well it could not have been further from what I had imagined and it wasn’t that type of therapy that I needed afterwards! We tried leggings, shoes, pyjamas, tops, jumpers and more. The size 5’s – “Mummy it doesn’t feel nice, Mummy it’s too tight, Mum it’s too short”, the size 6, “Mummy it is too big, it’s too long, it feels funny” (and not in that cute little girl voice but in that whiny, high pitched, grating on your nerves kind of voice!) – breathe Katrina breathe! What I realised from this shopping experience is that she didnt need a size 5 or a size 6, she needed a size 5 plus or a size 6 minus – but these don’t exist.

The good news is that for Leaders and Managers they can take four different approaches to engaging and motivating people, so that they tailor their approach to the needs of the person.

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Do you focus on things that are outside of your control?

Let go of the things outside of your control

I regularly hear clients talking about how other people are behaving and the impact that it is having on them, what choices their Manager or CEO is making that they don’t agree with, or how a co-worker is irritating them. Really? Is this a good use of your time, when you can’t control how those people think or behave?

There was a period to time where I was feeling increasingly frustrated, negative and I really hated going to work each day. I was a Senior Leader in a large organisation with a number of direct reports and a team of about forty people. One day I had an out of body experience, I actually watched how I was behaving, listened to what I was saying and noticed how I was feeling.

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