I Am Woman Global Magazine - September 2022 Issue

Article written by: Sarah Balke Interview by Hazel Herrington

By Cathy Dimarchos

Dear reader,

Letter

From

The EDITOR

HAZEL HERRINGTON

As we move into the future, the term "boss lady" will take on new meaning. In 2022, a boss lady will be a woman who is successful in her career and is a leader in her field. She will be someone who is empowering other women to reach their full potential. A boss lady will be a woman who is confident and knows what she wants. She will be a role model for other women and will be someone who is respected by her peers. A boss lady will be a woman who is making a difference in the world and is changing the way we think about success. In 2022, being a boss lady will not just be about having a successful career; it will be about making a difference.

In this month's issue of I Am Woman Global magazine, we are proud to feature boss lady Denisa Gokovi from Albania. Denisa is a multiple award winner and the Founder & CEO at Hoinser Media Group. She is also a speaker, philosopher, writer, musician and sovereign ambassador.

Denisa's story is one of inspiration and empowerment. She has overcome adversity to become a successful businesswoman and leader in her field. We hope that her story will inspire you to reach for your own dreams and achieve success in your life.

Thank you for being part of the I Am Woman community. We are dedicated to celebrating the successes of women around the world and empowering them to reach their full potential.

Editor-in-Chief, I Am Woman Global

Hazel Herrington

MEET BOSS LADY

Denisa Gokovi

Interview by Hazel Herrington

HH: Who is Denisa Gokovi?

Denisa Gokovi is a girl who sacrifices herself in every way to bring results, who does not forget anyone who has a passion for her and who is grateful to God for her existence. I have been involved in several different ventures including the fields of culture, art, humanism, media and fashion. In many aspects I have discovered that professional freedom is the selfconfidence you gain and the talent you give to others.

HH: As a female leader, what has been the most significant barrier in your career?

Quite interesting and persistent questions. The strong desire and commitment to fight and rebel for women's rights is the price of everything that encourages you to accept and face great challenges.

I felt empowered when I managed to penetrate with words and I have organized every surprise as an important element of changes in my career. My intention is clear.What constitutes Denise internally is potential freedom and philosophy as a precious act of professionalism, ethics and credibility

I am surrounded by shows of the impossible perception of many people around but your difference is your mission and I at this pace found that the engaging force to reduce the causes to help reflect on big changes is the initiative to never give up. So my biggest barrier has been and is to feel free from the constraints offered by the foreign market and the social inequality of women. To be successful and independent, power is born from your rule and not the next prejudice.

What’s your favourite quote?

Big obligations have unspoken promises, permanent attitudes and silent speeches. -DG

HH: What is the beauty of being a leader in Albania? What kind of leader does Albania deserve?

The beauty of being a Leader in Albania is the position to sacrifice in many ways, to keep the balance and when you realize that the ability to raise your voice against injustices and the civilization of individual thought and power makes the difference, is the most beautiful professional process ever. Albania deserves to be profiled in one of the most beautiful countries in Europe, and with great achievements in the history of the country, but at the same time it is very necessary to understand the need for new and noncorrupt leaders to empower and project a safe future!

HH: What inspired you to start playing and making music?

Music plays a special role in my life. I have studied music for years, mainly the piano instrument and I am convinced that every musical sound shows the meaning of life and state of mind. I felt inspired mainly by the great social difficulties I faced while helping others, this has been a strong point of my personal influence on my musical creativity.On the one hand, when you lack the immediate power to improve something, music helps you to never regret it and to have the strength to speak forcefully through music production. This has been and will be my goal in terms of values and principles that create inspiration as the highest degree of intelligent sensitivity.

HH: Who do you look up to for inspiration or mentorship?

In terms of collaborations I have always been open but all the time I have been in the role I have given of myself and I have never had a person or group of people who have helped me in terms of mentoring. I have tried and influenced human decisions wanting to help and profile their growth in business or activities that can change the meaning of everything as a targeted professional reference.

HH: What values are most important to you as a leader?

The value of a Leader is compounded by several criteria that identify personality, while supporting key decisions and priority forces for different communities around the world. To be a Leader , you have to stay courageous, earn your time, excel and choose the right people around. The values that underpin the leadership strategy, reveal the Leader's identity without a plan and objectify the price of professional travel when there is no formal price.

Tolerating, sacrificing, and gaining credibility are qualities that challenge any formal claim and counteract the wrong background.Development is the principle of acceptance by knowing yourself as you are and strategically helping people.

HH: Do you think it is important to have more women at the political decision making tables?

I think the political cause is a constant state of affairs to recoup many things that run counter to the fundamentals of successful leadership. In this regard, I think that the role of women in the context of counseling and managerial skills, has a significant effect on political decision-making. Like all social protagonism led by women is the empowerment of marketing and the essence of the flow of success. Therefore, the cooperation between the parties and the two sexes undoubtedly strengthens the objectives of the future. It is important to respect the rights of everyone and increase social awareness within political structures.

HH: Do you experience resistance when leading men?

It is a common tactic not to lose the sense of cooperation based on professional resistance.I think that in this regard, you can face any kind of creativity and skills in public, leading to the expectations of men as well. I think that shared care in each role of established power, there are rules intertwined with results and common need brings credibility.

HH: What accomplishments do you see yourself achieving in the next five to 10 years?

Personally, I think that great achievements are realized without any special plan to do everything to happen and especially in the opportunities that are given to show your individual power. However, given the achievements that have guided me through work and personal desires, turning every result into a time investment, I believe that my role will not be lacking in any joint decision in terms of social development and contributions in the areas I cover with precision.

RAVISHING FASHIONISTAS Upma Kite

Upma Kite, Breaking Stereotypes In The Fashion Industry

In 2019, as I was creating the unique concept of RAVISHING FASHIONISTAS, I never imagined that I would be where I am today. I have always been an extremely passionate and self driven person. As a young woman I was on the pathway to becoming one of the first ever Indian fighter pilots. One day during my military experience, due to a missing candidate, I found myself pushed onto a fashion catwalk. This one-off moment in time took me on the wild ride that landed me into the modeling industry, seeing me crowned runner up in the MAY QUEEN INDIA.

From this moment on, I have made it my mission to disrupt the stereotypes and discrimination in the fashion industry. While this is an EXTREMELY challenging task, I am committed to change the mindset of the people who discriminate against models based on their size, age, race or religion.

During one of the pageant finals a judge asked me where I got all my confidence and attitude from. My reply: I am a born leader who thrives to take any challenge, head on. My will to win has always driven me to achieve excellence and has allowed me to become an internationally published model, all the way from India to Australia.

back to the community, appearing as a special guest at local community events and to raise money for Heart Foundation, National Breast Cancer Foundation, Smith Family, Salvation Army, and United Nations Women Committee Australia. My charity work includes taking over Story bridge, Red Shield Appeal and a high-end Fashion Show that has been recognised by many.

I wanted to assist and help these women with more than just donations. I have been donating to various organisations for many years now. And I wanted to give them a platform where they raise the bar of self-confidence and motivation. Hence our platform is a place where we guide and mentor women to enhance their confidence. I started 2 organisations: Ravishing Fashionistas and our NGO Dignifying Women.

Both are created with different purposes. Ravishing Fashionistas with an aim to provide a platform to all women of all ages and all sizes and Dignifying women with an intention to support domestic violence survivors by providing them guidance and support.

In the last three years from the ME-TOO movement to the Global Covid Pandemic - we have seen significant changes in the rise of women's empowerment - except within the fashion industry. In the fashion industry we still see a dominant body shape, skin colour and style.After much thought I have decided that I will be the change. Now is the time to shift the mindset around diversity, inclusion, and any form of discrimination.

It was during my modeling tenure I realized that models are being stereotyped. Fortunately, I had never faced any discrimination, but I could not stand by and watch this treatment happen to others.

Since I have been performing a lot of charity work, I have come across various issues and challenges in our community. As mentioned, my roots are from India and I have seen 1 common challenge in Australia and India, and that is domestic violence. It hit me hard, and I wanted to do something about it.

I believe in giving

With the birth of RAVISHING FASHIONISTAS, we are determined to create a platform for models of all SIZES & AGES - Advocating positive body image, inclusion & diversity.

Ravishing Fashionistas transpired to help women embrace themselves by breaking stereotypes! We are setting a new standard - we want every woman to have the choice to model regardless of their body type, backgrounds, or beliefs. Team Ravishing Fashionists vision is to help the average woman discover their true sense of selfworth, compassion, positive body image and confidence.

Encouraging everyone to fight prejudice and advocate positive body image for all women; our message to the community is to confidently embrace their beauty and body irrespective of their age, body type, background, skin colour or culture.

Every woman has a story and a unique personality - and Ravishing Fashionistas want to hear it. That’s why we have received unprecedented support and positive feedback from our community along with local & national media coverage.

I challenged myself and decided to promote positive body image and support those women who have talent but lost their passion for what they love. I wanted to bring back the selfconfidence of women that they can follow their dreams. They can be what they want to be with the right guidance and support. Hence, I created the concept of Ravishing Fashionistas. Breaking stereotypes of mindsets and the fashion industry. I strongly believe that age and size are just numbers, so The Ravishing Fashionistas brand represents all sizes and all ages.

You will see when our models dazzle the runway that they all are unique, and they all have their crowns set.In the process of breaking the stereotypes, there are challenges, but true leadership is to overcome those. I was told many times that this will not work. So, I took the challenge and turned it around to make it a reality. I have seen the twinkle in the eyes of the women who were or are part of the fashion show. Our models from past fashion shows have won beauty pageants titles, started modelling and just simply started loving themselves.

Last year the excitement of our casting call was captured by Channel 7 - as women of all shapes, sizes & backgrounds got the chance to strut their stuff in front of our judges. The casted models then underwent weeks of training & rehearsals with our industry professionals who give their time to Ravishing Fashionistas free of charge because they believe in our unique concept. Because of the hard work of our team, we were given the opportunity to have our models, designers, hair & make-up artists, and team nationally televised for Channel 10 News.

Alongside my team directed a mini runway at the Brisbane Quarter and some of our models, designers, and team were able to represent the Ravishing Fashionistas concept of embracing yourself by breaking stereotypes in the fashion industry in interviews.

We have returned in 2022 after an amazing sell-out fashion event last year, to help women embrace once again themselves by breaking stereotypes in the fashion industry.

The standard of applicants at our casting calls was extremely high - we saw so many models of different shapes, sizes, and ages, raising the bar and breaking stereotypes in the fashion industry.

After two exciting casting calls in Brisbane and at the Gold Coast, the RF Team held our prestigious Launch Party on Sunday, the 9th of April at Customs House!

Just a taste of what to expect at our huge fashion event in August, the guests enjoyed canapes and cocktails in the River Room and Terrace, taking in the spectacular views of the Brisbane River and Story Bridge while they mingled and danced the night away.

WHY YOU DON'T NEED AN MBA TO BECOME A BOSS LEADER

Article written by: Hazel Herrington

RRAVISHING

FASHIONISTAS empower women to embrace themselves confidently by cracking through the 1960 stereotypes of what a woman should look like. I am incredibly humble and grateful to be surrounded by my team: together we work collaboratively to promote self-confidence, positive body image, resilience and courage - offering mentoring, coaching and personal empowerment so that every woman - all ages, sizes and from diverse backgrounds, can be the best version of themselves.

5. Delegate tasks and give people responsibility – this will help them feel empowered and motivated.

ARE YOU LOOKING TO BECOME

A BOSS LEADER IN YOUR FIELD?

Statistics show that to be a boss leader, you don't need an MBA or years of experience. You also don't need to be born into a leadership role. Anyone can become a boss leader by following these simple tips:

Here are 20 tips on how to make it happen:

1. Define what success looks like for you and your team, and work towards that goal.

2. Be clear and concise when communicating with your team. Make sure everyone is on the same page.

3. Encourage creativity and new ideas – they can be the key to success.

4. Lead by example – set the standard for your team and show them what it takes to succeed.

6. Be open to feedback, both positive and negative – it can be invaluable in helping you improve.

7. Be decisive – sometimes you have to make tough decisions, but it s important to stay confident and focused.

8. Be flexible – things change, and you need to be able to adapt accordingly.

9. Take care of yourself – if you’re not healthy and happy, it will be difficult to lead effectively.

12. Persevere – when the going gets tough, keep going and show your team that you’re in it for the long haul.

13. Be humble – remember that you re not perfect and that everyone has something to contribute.

14. Be grateful – appreciate your team s efforts and show them that you value their contribution.

15. Be authentic – people will respect you more if they know that you’re being genuine.

16. Be present – be in the moment with your team and focused on what’s happening right now.

10. Have a vision for your team and where you want to take them – this will help guide your actions and decisionmaking.

11. Be patient – good things take time, so don’t expect everything to happen overnight.

17. Listen – really listen to what people are saying, and try to understand their perspective.

18. Connect with people – build relationships and create a strong sense of connection within your team.

19. Encourage growth – both personal and professional – for yourself and for your team members.

20. Have faith – believe in yourself and your team, and know that you can achieve great things together.

If you want to be a boss leader, these 20 tips will set you on the right path.

We presented in December 2021 this novelty of the world of watchmaking represented by the Italian company Kefa and its special Petrus watch. A watch unique in the world produced, both for male and a female, in just 2013 copies, equipped with a Swiss automatic movement and an electronic identity card that guarantees its authenticity and keeps it safe from counterfeiting.

Through a special authorization received by the authorities of the Vatican City State, the Petrus clock has on its dial the emblem of the Vatican City State and on its back the personal coat of arms of Pope Francis. This company crossed the ocean in April and arrived in New York to introduce itself to the US audience. Their founders Carmelo Caruso and Gianluigi Di Lorenzo, together with their product, were guests of the NIAF spring gala on 21 April.

Time is like a bridge that connects the past to the future and with this image Kefa and Petrus are presented in full Made in Italy style, characterized by simple and classic lines expressed by a design of great impact that has the canons of a new modernity.

An ideal bridge that connects the history of two countries America and Italy that over the centuries have maintained and maintain a strong and indissoluble bond.Two countries that on many occasions have held out their hand as a sign of friendship and mutual help. Another element, that of helping others, is another fundamental characteristic of the company KEFA that allocates a part of its profits to charitable activities.

Carmelo Caruso and Gianluigi Di Lorenzo, the founders of KEFA

WATCH THIS SPACE: THE SKY IS NO LONGER THE LIMIT Article

written by: Annie Gibbins

A world without podcasts, is a world without insight. That is why I decided to launch my very own podcast platform, ‘Memoirs of Successful Women’. As the host of this incredible series, I engage in candid conversations with fascinating women from around the globe. I am inspired by understanding the game-changing anecdotes of how women in leadership, measure and achieve success.

So, when I had the opportunity to chat with Shelli Brunswick, COO of Space Foundation, I nearly fell off my chair. Space Foundation is a non-profit advocate organisation founded in 1983, offering a gateway to information, education and collaboration for space exploration and space-inspired industries that drive the global space ecosystem.

Powerhouse Shelli Brunswick, is the insider genius when it comes to our global space ecosystem. From a distinguished career as a space acquisition and program management leader, Shelli is also the congressional liaison for the U.S. Air Force. Currently, Shelli oversees the Space Foundation's three primary divisions: Center for Innovation and Education, Symposium 365, and Global Alliance.

Advocating for space technology innovation, entrepreneurship, diversity and inclusion, Shelli collaborates with organisations around the world to connect commercial, government, and educational sectors. As a global mentor, Shelli was named the 2020 Diversity & Inclusion Officer and Role Model of the Year by WomenTech Network. Shelli plays an active leadership role with leading organisations such as United Nations Space4Women, WomenTech Network, Islamic World Educational, Scientific and Cultural Organization (ICESCO), World Business Angels Investment Forum (WBAF) Global Women Leaders Committee (GWLC), and New York University, to name a few.

To add another string to Shelli’s expanding bow, she is one of only 35 women worldwide to be selected by the United Nations Office of Outer Space Affairs, as a mentor for its Space4Women program. This program was designed to kick-start, design, and implement, the sustainability goals for gender equality and equal education. Shelli brings a broad perspective and deep vision of the global space ecosystem and devises a strategy to get women and girls onboard, stating that, “what we have learnt over 30 years is, that diversity is everything”.n industry in interviews.

As a mentor to women internationally, I know how important a ‘mentoring’ relationship can be to your ‘protégé’; to increase their potential, unlock a purpose and support their journey to success. Overcoming roadblocks is so often achieved by learning from others. As leaders, we must never be too proud to hear a difference of opinion, or too fearful to give one. From my years in executive leadership, mentoring is an essential ingredient for every stage of life and transition. I will always urge anyone, of any age, to find a mentor that works.

And Shelli couldn't agree more. For years, she has been empowering women around the globe to get excited about how they can contribute and make a difference in the space ecosystem. As Shelli says, “space has a role for everyone”.

We often assume that to join a space program, you need to be either a raving scientist or a planet-hopping astronaut. But this sweeping (and stereotypical) statement is far from the truth. As a woman in the space sector, Shelli explained how the ‘space program’ has massively evolved. She says, “As someone freshly recruited into the US Airforce, I remember going to one of my first meetings as a ‘Space Project Manager’ overseeing Human Relations.

To my surprise, someone commented ‘you are the only woman in the room’. I hadn’t even noticed. I understood the barriers in gender inequality in the workspace, but I was a professional. But my mission was how to accomplish a space mission and take care of your team the right way. My gender was not my issue”.

As this incredible podcast conversation continued, I learnt, or rather unlearnt the preconceptions of what it is like to work in the ‘space’ of space. In fact, the influence and adaptation of technology that surrounds us all, makes the world digitally go round. We are users and everyday innovators behind the technology we use in our modern day lives.

To further blow my mind with radical statistics, Shelli explained how the workforce welcomes all roles, from all sectors. No longer do you have to be a PhD graduate or Professor in quantum physics to land your dream job in space. If you are a fashion designer, entrepreneur, or communications specialist, there is a role for you.

As an advisor to multiple ‘Women in Tech’ boards, Shelli welcomes diversity and inclusion. “It’s easy to come to a quick solution when everyone thinks the same. It can be challenging to hear alternative perspectives, but the process is invaluable. For this reason, intergenerational mentoring is brilliant and necessary”, she says.

Across the space industry, I was staggered to learn that of the 16 sectors pioneering space intelligence, only 1 sector is in fact non-civilian. This means that financial infrastructures, communication platforms, agriculture insights, and scientific research is developed by commercial organisations. Our financial systems, satellites, fire retardant clothing and ATM withdrawals are functioning off tech and GPS satellites under our very nose. Look at the leading brands such as ‘Uber’ and ‘Airbnb’ - without cyber security and space technology, they simply wouldn’t work.

This is where fempreneurs’ come in. The space industry is eager to recruit. Currently, there are 1000’s of pending patents created by NASA and European space agencies. But they need the commercial knowhow on how to take the patent from conception to go-live.

I know, it gets better than that.

As earthlings, it is unlikely that we will have real estate on planet Mars for some time to come. However, space leaders are testing out colonization on this desolate planet. The big questions that Shelli is asking the industry are, how will healthcare function, can we clean unclean water, and what will transportation look like on a currently inhabitable planet?

Currently, the global space economy is worth $447 billion dollars, and this is generated by commercial products and services. It is anticipated that in 2030, the industry will be worth $1.5 trillion dollars and £3 trillion dollars by 2040.

As the podcast concluded, Shelli was inviting my audience to lead with their passion and back their purpose. “I love working with start-ups. They are innovative and exciting. Be employee number 5 at a start-up that could change the world, and space”, she says.

And I couldn’t agree more.

Reach for the stars, and a bit beyond that.

THE BACKDROP OF WOMEN LEADERSHIP DEVELOPMENT

Article written by: Naila Qazi

AAlmost a decade ago, I started building my knowledge about leadership development in a global engineering consulting firm mainly dominated by white, middle-aged males. There were many women in the management positions but the environment was male-dominated, and the most common leadership style was command-andcontrol.

I moved continents and worked and lived in several countries, and my job revolved around male leaders, women leaders, organizational culture, and its environment. I have led cohorts of male and female leaders through leadership development programs.

I firmly believe that large organizations and work cultures are built around males and their needs, and that's the backdrop in which female leadership development occurs. I firmly believe that large organizations and work cultures are built around males and their needs, and that's the backdrop in which female leadership development occurs. Several studies conducted by the Center for Creative Leadership (CCL) tell us about the gender-based inequality in the organization, which provides the context in which female leadership development occurs.

Women in several countries make up almost half of the population but are underrepresented in leadership positions, and I see this as a universal issue.

Let's first talk about how women are naturally gifted. Females, on average, have a larger limbic system than a man. The limbic system regulates our emotions, and due to their larger limbic system, women are more attuned to their and others' feelings. They have an increased ability to bond and be connected, and they are generally better able to express their emotions and feelings.

Women like to be authentic, which means they are true to their values, express their emotions and adhere to their priorities. Naturally, they are collaborative, nurturing, and collegial. In contrast, the traditional leadership style focuses on individual achievements rather than collaboration. Women whose leadership style is relational find it hard to keep their authenticity and succeed.

Women have the great gift of empathy, which allows them to be caring, relational and connected. The need to connect and relate contrasts with a male-dominated individualistic leadership style prevalent in large corporations. Successful leadership style thrives at the expense of relationships.

Another factor to consider is the perception of high-achieving women. Assertive and results-focused, women get labeled as 'bossy,' self-promoting,' and difficult to work with.' In contrast, a male leader is accepted and expected to exhibit these behaviors and is generally considered as a role model.

Women have several roles. They are naturally the primary caretakers and care providers of children, families, elders, and broader communities. They can not compromise on playing this full role alongside their work. They constantly seek balance. The traditional corporate culture is built around work as a priority, whereas females revolve around several other priorities. A woman must go above and beyond to play all her roles. I did, and it was very hard. It is still hard!

Women also need to know how they are being perceived. They also want to grow. They take feedback seriously, but in a hostile environment built around males' needs, they are not sure of trusting relationships that can provide honest feedback.

The Restructure of Leadership Development Programs for Women's access

Above mentioned factors are internal which influence women leaders. Many external barriers and biases impact the backdrop, and despite increased awareness, women still face 'glass ceilings. There is a commitment to hiring gender equality in some organizations, and the hiring numbers are growing.

Still, no one is tracking the challenges women face after being in the workforce. The environment is still not very encouraging for women's leadership development. Hence, more and more women quit. There is a rise in women entrepreneurs and women-led start-ups. hips that can provide honest feedback.

Organizations can restructure some of the practices.

Making Selection Criteria Accessible: Some leadership development programs have strict criteria and ask for specific experiences which only white males possess. Women, specifically black and ethnic women, don't meet the general criteria. We need to have an equal % of women in a given leadership cohort.

Women Affinity Groups: These serve as a great way to network, connect, grow and mutually share and learn.

Experiential Development for Women: Opportunities to learn through experience, job shadows, stretch assignments etc.

Coach and Train Managers and Leaders: Coaching leaders to have meaningful conversations with women and ethnic groups. For some, it is not easy to have conversations with diverse groups. They need tools, strategies and coaching on how to do it.

Human Resources and other reward and Recognition processes: Organizations can encourage women by rewarding and promoting

Formal Assessment Tools and Development opportunities: providing women with an assessment like 360 feedback, psychometric evaluations and debriefs. Training debriefers for diversity and equality.

YOU LOVE WHAT YOU DO, THE HARD WORK IS WORTH IT.”

Article written by: Sarah Balke

Women leadership development doesn't occur in isolation, and internal factors and external forces determine the outcome. Traditional corporations must restructure their systems, processes, and symbols to create an environment where women leaders nurture and grow. The barriers, biases and glass ceilings are not just the barriers for going up, but all-around women and, like gravity, pull them down. Although there have been bigger discussions about gender equality in the last few years, the backdrop for women's leadership development still needed to change.

“WHEN

Think of all those hard conversations you avoid, or the conflict that impacts your board, your team, or your external relationships. Just thinking about it likely gives you a headache, so it might surprise you that this is the space that I work in. As a conflict strategist and multiaward-winning mediator, I elevate leaders by empowering them to overcome conflict barriers.

Nuances just make everything more difficult right?

In an effort to feel in control, to save face we don t deal with the problems that creating barriers to moving forward.

Why does this matter?

We live in a world that has never been more connected.

In an increasingly diverse and global world, it will become critical that leaders develop the capacity to navigate effectively the ‘hard times’ not just the great times.

TThis is where my services come in. To help assess, create clarity, and guide negotiations. Frankly, I am driven by a desire to change the way we think about and respond to conflict. From mindset shifts to skills development, process design and facilitation

– I want to help you lean into the conversations that really matter.

Yet we are seeing a rise in division. We have so many options to help us resolve conflict, yet there is an increasing sense of injustice, unfairness, and insecurity.

Leaders in business and communities face pressures about governance, finance, legalities. They are searching for an edge, the next break or growth opportunities. But at the same time, we want everything to be nice, calm, easy, straightforward.

We know that complex problems and divided communities can make decision-making hard and without the skills, confidence, or processes to guide them, leaders often struggle with what the right response is. In the past, leaders call in the lawyer, they issue a letter or start court proceedings. But increasingly lawyers and leaders recognise that complex problems often require different strategic intervention.

But how did I end up doing this work? I am a second generation and come from families who were dedicated to social justice and supporting the communities they lived in. We grew up connected to the land we lived on, we grew up being taught to listen, to talk about our problems and to work towards solutions. Without me knowing it, my family were teaching me to live life as a peacemaker.

I have been privileged to work with remote Indigenous communities across Australia and into the Pacific, exploring and delivering cross-cultural conflict services.

It is this work that has taught me most about being a strong female leader. Here is some of what I have learnt.

Conflict is messy. It is uncomfortable and very uncertain. And it is this lack of control that so often leaves people feeling vulnerable.

I can remember the exact moment when I found the confidence to lean into conflict. Like most people, the moment wasn’t pretty, and I feel those dark emotions deeply. I likely had tears running down my face as I contemplated my own barriers and those that were being thrown at me. It bloody hurt, it was confusing, and I was filled with insecurity. In this moment of deep desolation, I opened my heart and found my anchor.

I found this deep connection inside me – a capacity to just be in the moment and know, really know that despite how confusing, confrontational, or challenging the conflict, I could survive.

This deep inner strength has rooted, found its footing in the soil of this land, in my family and the knowledge of the business of dispute resolution that I have crafted, nurtured, and discovered since. It is not an easy path, conflict will never be a comfortable thing for anyone, but knowing my foundations, knowing when to hold the line and when to give has helped forge me into something stronger.

It has called to my purpose – my naming…Widingal/ Bringer of Calm Waters, the name gifted to me by my family in Arnhem land.

In making this choice, a conscious decision to lean into that confusion, conflict and fear, I have been able to grow into my own skin as a leader. I am no longer fearful of the hard conversations, nor of asking the hard questions. I am not soft, neither am I too hard – I am just as I am meant to be, better equipped to deal with the realities of conflict.

These experiences continue to shape and distinguish my delivery model from others. Creating change in conflict starts with me – I set the tone of the engagement, my capacity to remain calm even in the face of high conflict and sometimes violence enables me to help clients shift towards resolution.

What I hope for each of you is that you find confidence in your own foundations that will hold you steady when conflict rocks the boat. I want you to become empowered and own your full potential – not seeking power over others, but knowing that the best results in business, in our communities emerges from our capacity to collaboratively turn problems into opportunities.

What I want to do is encourage you to find a way to talk about the problems and the hard conversations, to lean into the conflict and discover a world of possibilities.

A PERSONAL NOTE FROM HILDA JOHANI CMA

Interview

by Hazel Herrington

HH: Who is Hilda Johani

Hilda is a mom of 3 children, raising her children as a lone parent. I mentor women very close to me, nationally and internationally.

I run 3 main businesses, and have created other income streams from those main lines of businesses.

HH: Any boss leadership tips you would like to share?

Boss ladies, listen up! Being a leader can be tough, but there are some easy ways to make sure you're giving your team the best chances for success. First and foremost, always remember to put your health first. If you're not taking care of yourself, you won't be able to take care of your team. Secondly, lead by example - if you want your team to be passionate and hard-working, make sure they see that same attitude from you.

Finally, don't be afraid to delegate - it's okay to ask for help, and it will actually make you a better leader. Keep these tips in mind and you'll be well on your way to boss lady greatness!

HH: What is your favourite quote?

I am pivotal in making your dreams a reality. See yourself as who you want to be in your future, and let us write your story together”

HH: Who is your mentor and why is having a mentor important?

I have several mentors in different areas of my life for each aspect of business. I always have someone in my network who I look up to, and who is doing better than me. I use that to check what I am doing and see what areas I need to improve. For my Spiritual side, I also have a few I can take time to pray with and seek guidance as I acknowledge, I don’t know it all. Mentorship is important, as a mentor usually has gone through that very thing or journey that you are embarking upon. There is a long list with many names on that list.

HH: How can women be elevated as leaders in the health industry?

One of the Key Performance Indicators in the health sector is caring. Women are natural caregivers. Instead of women having an inferiority complex, they can adopt a strength based perception of themselves, and focus this strength.

Women can also engage in training to upskill, themselves and invest in business start up training, for example my Supported Living Start Up training program that enables a person to undertake this training and start a health care business. Details and links to that training are available.

Women have better choices of work life balance, when they are successfully running their own business.

HH: What advice can you give future women leaders?

I would advise a future women leader to have tenacity and to equip oneself with basic knowledge, education and subject matter one wishes to focus on.

Write your vision down, and focus on the pathways that will help you achieve that vision.

WHEN DO WOMEN START TO THINK ABOUT LEADERSHIP?

Article written by: Cathy Dimarchos

I work with women across the Globe, successful entrepreneurs, women of power and influence and aspiring leaders. The word “leadership” is something that comes up a great deal. As it surfaces, the discussion often leads to their past, their experiences and then to how they relate to the word “Leader” today.

Being aware - being conscious is the first step. As I ponder on what was, I recognise what is.

Women, as we already know, have not been raised to be in pursuit of a role that is a public figure, influential, or that holds power. We have been raised to be mindful, conscientious, softly softened and respectful and these are the benchmarks that we have been measured against.

It is not to say that they are bad traits, but we have not been encouraged to seek out more; to possess all of these and to lead- to stand up, be different, command respect and be firm. We can be all of these things, we don t need to compromise one or any, but as young children, we have not been shown that it was possible, what’s more important is that we have not been encouraged to pursue any or all of these other things.

This is where my journey begins. You see, like everyone before me, I choose to be different. I choose to stand up, I choose to be seen, and I choose to take others with me.

No path is ever straight, but we must first recognise what path we want to take. There comes a time in all of our lives where we need to own who we are and our outcomes. I know where I have come from and recognise that it has been a place of privilege to many, whilst to others it may not. I am aware that I may have not been shown options, but I was afforded a choice.

There is always the ability to seek out what you want, but first you must own where you are at.

A line in the sand Be the change you want to see in gold colour text

As you read this article, allow it to sit with you. Allow it to evoke the energy and spirit that sits within you. Take a moment to pause and recognise what you have achieved and then ask yourself where you would like to go.

There is no miracle in you reading this article. But it has crossed your path for a reason. You have come to cross my path and this magazine as you were drawn to it and this is because you are ready to read it. Words can only resonate when you are ready to receive them.

Familiarity in hitting the “replay” button is easy. You are safe and you will continue life not being seen, but I hear you, you want to step forward to be seen. So, if I were to ask you that instead of hitting “play” you press “fast forward” what do you do?

We can be the ones in history that hold the symbol of determination, grit, and inspiration.

This moment is the time that you will give yourself permission to be heard. Your inner voice, the one that has always been there, is now surfacing and resonating with your conscious self. Your voice as a child – the silent one, is asking you to recognise not only who you are, but who you choose to be.

Leaving in “Fast Forward” not at “Replay”

As you come to the end of this article, you ask yourself if not today – when?

This is your opportunity to leap forward, not just take that baby step which one may have been encouraged to do as a child, but to take that huge leap that shows others that they can do it too. When we hit "fast forward" we create a forward path that creates a ripple effect that takes others with us. So rather than playing it small with baby steps, take that leap of faith and steer the charge bringing others with you.

Be the change you want to see

For all our future generation here today and the generations yet to be born, we are the champions of today who did not allow our past to chain us down, to define us, but to enable us to be the heroes of tomorrow, championing the voice of many.

As women we have the greatest gift of all; we are the ones that have changed the path in time, encouraged others but most importantly shown others how they can step forward into the world knowing that they are born into leadership.

The decision you make today -the choices we make as a collective will impact tomorrow. So let us unite and celebrate as a collective knowing our daughters, our nieces and grandchildren will step into the world knowing exactly where they are meant to be.

I am Cathy Dimarchos and if you would like to step into the world being the woman you were born to be, reach out and connect.

www.solutiosn2you.com.au info@solutionsyou.com.au

www linkedin com/in/cathy-dimarchosadvisor-and-mentor-to-successful-people0218a090/

www.instagram.com/cathydimarchos/? hl=en

Cathy Dimarchos CEO Solutions2you

GET INSIGHTS FROM TOP WOMEN LEADERS ON LINKEDIN

There's no doubt that LinkedIn is a powerful platform for business professionals. With over 350 million users, it's a great way to connect with potential clients and business partners. Not to mention, LinkedIn can be a useful tool for promoting your brand and sharing your company's story.

For years, LinkedIn has been the go-to site for job seekers and professionals looking to network. Now, it's becoming the social network of choice for women leaders. A study by Pew Research Center found that LinkedIn is now the most popular social network among women in senior positions. This is likely due to the site's focus on networking and professional development.

So if you're a woman leader looking to connect with other like-minded professionals, LinkedIn is the place to be.So, what does this mean for your business? If you're not already active on LinkedIn, now is the time to get started. Why? Because being featured on LinkedIn can help you build your brand, establish credibility, and generate leads. By creating a strong profile and engaging with other users, you can create new opportunities for business growth.

Whether you're a woman looking to advance your career or a man looking to understand and support the women in your organization, LinkedIn can be a great resource. Here are five reasons why women leaders should be on LinkedIn.

1.LinkedIn is a great way to network.

2.LinkedIn allows you to showcase your skills and accomplishments.

3.LinkedIn can help you develop and build your personal brand.

4.LinkedIn can help you connect with other women leaders for advice and mentorship.

5.People of all genders can use LinkedIn to learn more about the successes of female leaders and what leadership looks like for women across industries.

To help you get started, here are some of the Top 10 women leaders on LinkedIn who are worth following in 2022:

3.Sibel Terhaar

4.Veronica Owusu

10.Dr Ruby Bakshi KHURDI Professor, Human Resource Management & Luxury Organisational Behaviour

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