Nursing the System

🎙 Episode OverviewIn this episode, I’m breaking down a trap I see all the time and one that most nurses don’t realize they’ve fallen into. We’re talking about the difference between seeing a systems problem and actually knowing how to work within it. Because those are not the same skill and confusing them can do more harm than good.🔑 In This Episode, You’ll LearnThe difference between “level one” and “level two” systems thinkingWhy recognizing patterns isn’t the same as understanding root causesHow action bias in healthcare leads to ineffective system changesThe iceberg model and how to use it in real-world scenariosWhy your position in the system matters just as much as your idea🧠 Key Ideas to Take With YouSeeing a problem is not the same as understanding itSystems problems are always multi-factorial—there is never just one causeAction bias feels productive but often leads to shallow solutionsInfluence depends on your position, not just your insightSlowing down is not weakness—it’s strategy🎧 How to Get the Most Out of This EpisodeAs you listen, think about a current problem in your workplace. Notice where you might be operating at the “event level” versus digging into deeper patterns and root causes.📣 Special AnnouncementsIf you want to go deeper into this kind of thinking and actually apply it to your career, Map Your Impact is designed exactly for this. It walks you through how to understand your position in a system and build a strategic plan from there. Don't forget about the discount code, "MYI10OFF" to get $10 dollars off!👉 Resources MentionedMap Your Impact (mini course) - 'MYI10OFF' saves you $10!Instagram: @nursing.the.system

🎙 Episode OverviewIn this episode, I’m pulling back the curtain and walking you through how I actually think about my business—strategically, structurally, and operationally. Because from the outside, online businesses can feel vague or even a little magical… and they’re not.This is a very real system. There are metrics, decisions, trade-offs, and priorities that all ladder up to one vision. And I want to show you how I hold both sides of that: the deep care I have for the people I serve, and the strategic thinking required to actually scale that impact. 🔑 In This Episode, You’ll LearnHow I structure long-, mid-, and short-term vision inside my businessThe “Nursing the System house” and how each offer fits into a clear pathwayWhy simplifying options leads to more action (in business and leadership)The difference between process metrics and outcome metrics—and why you need bothHow I use systems thinking to make decisions without burning out🧠 Key Ideas to Take With YouA business is a system, and systems require both empathy and strategyClarity beats complexity—too many options stop people from taking actionMetrics are only useful if they help you understand what’s actually workingYou don’t need more effort—you need better leverageSystems thinking shows up in how you zoom in and zoom out across time horizons🎧 How to Get the Most Out of This EpisodeAs you listen, don’t just think about my business—think about your own work environment. Where are you operating without clarity? Where are you putting in effort without tracking outcomes?📣 Special AnnouncementsIf you’ve been listening to the podcast and thinking, “This makes sense, but I don’t know what to do next,” that’s exactly why Map Your Impact exists. Podcast listeners get $10 off with the code "MYI10OFF".It’s a short, practical way to move from understanding systems… to actually applying them in your day-to-day work.📲 Call to ActionIf this episode helped you:Share it with someone who’s trying to think more strategically at workFollow Nursing.the.system on IG.And if you want a clear next step, check out Map Your Impact . Podcast listeners get $10 off with the code "MYI10OFF"Also—Taylor and I are planning a Q&A episode, so send us your questions (IG or Email). Work, business, life in the Netherlands… we’re open.

🎙 Episode OverviewIn this episode, I’m talking directly to nurse leaders about one of the biggest mistakes I see when it comes to developing their people. And while this one is especially relevant if you’re in a formal leadership role, it absolutely applies if you’re not a leader too. If that’s you, I want you to listen with a critical eye and ask yourself whether your current leader is making these mistakes and what that might mean for your own growth at work.🔑 In This Episode, You’ll Learn:Why treating every nurse the same is a leadership mistakeWhat to do when someone says “I don’t know” in a job or growth conversationWhy goals alone are not enough to guide someone’s professional developmentHow a systems perspective changes the way I think about team growthWhy someone’s starting point in the team ecosystem matters just as much as where they want to goHow to support different kinds of employees in more individualized, strategic ways🧠 Key Ideas to Take With You:A nurse is not just a nurse. Even two people doing the exact same job side by side need different things in order to grow.If someone says “I don’t know” when asked about their professional goals, that is not the end of the conversation. It just means they need support building clarity.The mistake many leaders make is stopping at “I know what this person wants.” That’s not enough. I also need to understand where they’re starting from within the team system.Growth plans should not just be individualized by goal. They should also be individualized by influence, confidence, communication style, and how someone currently functions within the team.If I ignore someone’s role in the ecosystem, I risk under-engagement, missed insight, and burnout.🛠 Practical Actions You Can Take:In your next job and growth conversation, ask someone not just where they want to go, but what they enjoy, what drains them, and how they naturally contribute within the team.Stop accepting “I don’t know” as the final answer. Help people build clarity through small experiments and reflection.Identify whether someone on your team is a quiet expert, a high-energy doer, or an informal leader, and adjust your approach accordingly.Look for opportunities to create specific contribution pathways that fit someone’s natural strengths instead of forcing them into the same mold as everyone else.📲 Call to ActionIf this episode hit home for you, take the next step and check out Map Your Impact. If you’re a leader, it can help you think more strategically about your team. And if you’re not a leader, it can help you understand how to grow in a way that actually fits your role, strengths, and goals.P.S. Code MYI10OFF gets you $10 off the Map Your Impact Mini-Course!

🎙 Episode OverviewTomorrow, Change Maker Essentials opens for our March cohort. And instead of spending this episode convincing you to join, I’m doing something different. I’m walking you through who absolutely should not enroll.CME is not for everyone. And I take that seriously. In this episode, I break down the types of nurses who would hate the program, why that matters, and what readiness for systems-level leadership actually looks like.🔑 In This Episode, You’ll LearnThe 6 types of people who should not join Change Maker EssentialsWhy I don’t hand out “solutions” to complex healthcare problemsThe difference between burnout cynicism and lazy thinking disguised as wisdomWhy blaming individuals in healthcare keeps you stuckThe traits I see in nurses who thrive inside CMEWhy waiting for a title before building influence is the biggest trap of your career🧠 Key Ideas to Take With YouI teach you how to think, not what to think. If you want a plug-and-play solution, this won’t be a good fit.You need at least a kernel of belief that change is possible. Zero percent belief blocks growth.Systems change is slow and complex. It’s not easy. And it’s not supposed to be.Titles don’t create change makers. Systems thinking does.The nurses who get promoted are the ones who were already practicing systems thinking before the title came.🎧 How to Get the Most Out of This EpisodeAs you listen, pay attention to your reaction. If something feels defensive or uncomfortable, that’s useful information. I’m not judging anyone. I’m helping you get honest about whether this is the right season for you to step into deeper leadership work.🛠️ Practical Actions You Can TakeDo a readiness check. Are you open to questioning your own assumptions? Are you willing to be challenged?Shift from blame to diagnosis. The next time you catch yourself thinking “they’re the problem,” ask: What incentives are driving this behavior? What pattern am I seeing?Build influence now. You don’t need a title to start. Raise a thoughtful question. Surface a pattern. Connect stakeholders.Stop waiting for permission. If you’ve been telling yourself, “I’ll do this when I’m a manager,” ask yourself what you think that title will give you. Most of that can be built right now.📣 Special AnnouncementsDoors to Change Maker Essentials open tomorrow for the March cohort.If you’re on the waitlist, you can book a short call with me to talk through fit, timing, or how to ask your organization for funding.📲 Call to ActionVisit the Change Maker Essentials sales page Join the waitlist if you want decision support and updates during open cart.DM me if you’re unsure whether you’re a fit. I will tell you honestly. (PS- if you're on the waitlist you automatically get a 15 minute lightening call with me, just for being on the waitlist 😎)

🎙 Episode Overview In this episode, I’m bringing you a different kind of conversation: a follow-up with one of my former Changemaker Essentials students, Mia.Mia is a nurse director at a large urban teaching hospital in Boston. She started by leading a single 18-bed medical unit, and was recently asked to take on a second unit, bringing her scope to 42 beds and 197 direct reports… while also working on her PhD and raising three kids.We talk about what that transition has actually looked like, where it’s stretched her, and how she’s using systems thinking, personal mastery, and CME tools to stay a leader (not just a manager) in the middle of all of it.🔑 In This Episode, You’ll Learn:How Mia went from CNS to nurse director and then to leading two medical units in the same systemWhat made her transition smoother: shared physician model, similar patient population, and strong relationships with clinical nurse specialistsWhere the real friction lives right now: performance evaluations, new systems (RL Solutions, Workday), and learning budgeting/forecasting at scaleHow she’s intentionally protecting her leadership identity instead of slipping into “task manager” modeThe specific ways she’s using tools from Changemaker Essentials to navigate scope creep, feedback, and big structural changes🧠 Key Ideas to Take With YouRelationships before results. Mia is very clear that nothing meaningful happens on her units without relationships. She’s investing in knowing her staff professionally and personally, even with almost 200 direct reports.Scope increases don’t have to equal suffering. People expect her to say, “It’s horrible, I’m drowning,” and she can honestly say, “It’s going great,” because she trusts her competence, has tools, and is building structure on purpose.What got you here won’t get you there. The systems and habits that worked for one unit don’t automatically scale to two. She’s now building checklists, templates, and finance skills so she can grow with the role.Feedback is data, not a personal attack. When staff told her they felt blindsided by building work, she didn’t spiral. She logged it as useful feedback and adjusted her communication.Leadership ≠ niceness + empathy. Caring about your team matters, but without structural thinking and strategy, that care won’t show up in people’s actual workday reality.🎧 How to Get the Most Out of This EpisodeAs you listen, put yourself in Mia’s shoes for a minute:What if your role suddenly doubled in scope?What systems would break first?Where would you feel confident… and where would you feel exposed?Notice the parts of Mia’s story that spark either excitement or panic for you. That’s usually your growth edge. You don’t have to be leading 197 people to pull a lot from this conversation📣 Special AnnouncementsThe March cohort of Changemaker Essentials is opening for enrollment soon.If you resonated with how Mia is thinking and leading – using systems thinking, personal mastery, and real-world tools instead of just “trying harder” – this is the program where I teach those skills in a structured way over 12 weeks.If you join the waitlist, you’ll:Get detailed info about the curriculum and structureHear stories from past students like MiaHave the option to book a free 15-minute Zoom call with me to talk through your specific situation and whether CME is a fit📲 Call to ActionJoin the Changemaker Essentials waitlist. The link is in the show notes. If you’re even remotely curious, get on the list so you don’t miss the details and the short Zoom call spots.Listen to Mia’s original coaching episode on the Changemaker Case Files private podcast if you haven’t yet. It gives great context for where she started.Share this episode with a colleague who’s just taken on a bigger role or a second unit and feels like they “should” be drowning right now.👉 Resources MentionedChangemaker Essentials – My 12-week flagship program for nurses and nurse leaders who want to become effective change makersChangemaker Case Files Private Podcast – 10 coaching conversations with nurses like you (including Mia)CME Waitlist – Get details, launch dates, and an invite to a free 15-minute call with me

🎙 Episode OverviewIn this episode, I’m talking about something I see over and over again with nurse leaders: we care deeply, we work hard, we mean well… and yet our teams don’t actually change. I break down why good intentions, effort, and even personal self-care aren’t enough to shift team culture or outcomes if the structure of the team stays the same.I’ll walk you through three different team structures (polka dot, firework, and spider web), how they show up in real life, and the specific structural changes I’m making with my own team in 2026 to move us toward a more resilient, high-functioning “spider web” model.🔑 In This Episode, You’ll Learn:Why working harder, being more organized, or “caring more” doesn’t fix systemic team problemsThe difference between personal support (therapy, planners, meditation) and structural changeThe three team structure models: polka dot, firework, and spider webHow structure drives behavior, and behavior drives outcomes in any systemConcrete examples of structural changes I’m making with my own team this year🧠 Key Ideas to Take With YouGood intentions are not a leadership strategy. Structure is.You can’t “behave” your way out of a broken (or just outdated) team structure.A firework model (everything flowing through one leader) looks efficient… until that leader becomes the bottleneck.A spider web model (dense, intentional connections across the team) builds resilience, shared ownership, and speed.Your job as a leader isn’t to work harder than everyone else. It’s to design a better system for everyone to work in.🎧 How to Get the Most Out of This EpisodeListen with your specific team in mind. Picture your unit, department, or project team as I walk through the three structures and ask yourself, “Where are we on this spectrum?”If you’re a formal leader, think about what you can control structurally. If you’re an informal leader, listen for ideas you can bring to your manager or start modeling within your sphere of influence.🛠️ Practical Actions You Can TakeMap your team as a system.On paper, list your team members, key tools, and regular meetings.Draw lines where communication, decisions, and information actually flow.Notice: do you see polka dots, a firework, or something closer to a spider web?Identify one structural tweak.Ask: “Where could I create one new connection or communication pathway that doesn’t depend on me?”Examples: peer huddles, rotating project leads, structured cross-coverage, or standing check-ins that aren’t all led by you.Shift from “working harder” to “designing better.”Any time you catch yourself thinking, “I just need to try harder,” pause and ask:“What is the structural reason this keeps happening?”Create feedback loops, not wishful thinking.Build in regular check-ins where your team can name what’s working, what’s not, and where the structure is getting in their way.Use their feedback as your blueprint for your next round of changes.📲 Call to ActionIf this episode hit a nerve, share it with another nurse leader who’s stuck in “work harder” mode.Send me a DM on Instagram and tell me which model your team currently looks like: polka dot, firework, or spider web.If you’re ready for leadership support and a community that actually “gets it,” apply to Nurse Leader HQ.Make sure you’re subscribed to the podcast so you don’t miss future episodes on systems thinking and nurse leadership.👉 Resources MentionedChangemaker Essentials – my foundational program on systems thinking and change leadershipNurse Leader HQ – 6-month coaching + curriculum for nurse leaders who want to build high-functioning, resilient teamsMap Your Impact – self-paced workshop to start thinking like a systems thinker in your current role

🎙 Episode Overview:This episode is part reflection, part reality check. I'm sharing how 2025 really played out—what changed in my corporate life, my business, and my personal world—and what those shifts taught me. You’ll hear how I set the foundation for a life that feels more stable and aligned than it has in years, and why I’m not setting huge overhauls for 2026 (even though I still have big goals). If you want to use systems thinking to reflect on your own year, this one’s for you.🔑 In This Episode, You’ll Learn:What I actually did and didn’t accomplish in 2025—and why that’s not a bad thingHow I balanced running a business with working full-time in a corporate roleThe small changes that added up to big shifts in stability and clarityWhy things get easier with familiarity, not just more effortHow I’m thinking about 2026 as a year to make my life work even better—not rebuild it from scratch🧠 Key Ideas to Take With You:You don’t need to reinvent your life every year. Sometimes the best thing you can do is build on what’s already working.Things get easier when you just show up. Familiarity and consistency matter more than force.Stability is a huge win. There’s power in setting up systems that keep working, even when you’re not hustling 24/7.Burnout prevention isn’t sexy—but it’s essential. Creating space, re-evaluating priorities, and resetting recovery systems pays off.🎧 How to Get the Most Out of This Episode:Approach this like a guided self-reflection. Listen to the episode, then pause and ask yourself: What actually changed in my life this year? What’s working better now? And how can I make next year feel easier, more meaningful, or more aligned?🛠️ Practical Actions You Can Take:Write down the specific ways your life looks different now than it did last year—no matter how small.Ask: What was quietly set up in 2025 that I can build on in 2026?Reflect on the systems that worked (or didn’t). What helped you stay grounded this year?Set intentions not just for growth—but for ease, recovery, and sustainability.📲 Call to Action:Enjoying the show? Leave a review—it seriously helps more nurses find these conversations.Share this episode with a friend or colleague who’s reflecting on their year too.Get on the Nurse Leader HQ Waitlist. Follow me on Instagram for behind-the-scenes reflections and updates.

🎙 Episode Overview In this milestone 50th episode, I’m bringing you a very real-time reflection on a common mindset trap, one I’ve personally wrestled with and one I teach in Changemaker Essentials: the belief that we must get it right the first time. This episode started with me on the couch doing my year-end planning, spiraling into perfectionism, and then remembering, oh right, this is myth #7. Whether you're planning a project, launching a new initiative, or setting goals for the year ahead, this is one you're going to want to unpack.🔑 In This Episode, You’ll LearnWhy perfectionism sneaks into year-end planning and change workThe key risks of trying to “get it right the first time”How to reframe your mindset to embrace iteration and learningTwo frameworks for action: the PDSA cycle and design thinkingWhy failure isn’t final—and how I used a failed launch to redesign Nurse Leader HQ🧠 Key Ideas to Take With YouPlanning forever delays the actual learning.Failure isn’t the end—it’s the beginning of iteration.Trying to get it right the first time can block meaningful progress.Design thinking is not just for designers—it’s a powerful tool for change leaders.Instagram will not be the death of me (but I need a more iterative strategy there too).🎧 How to Get the Most Out of This Episode Bring your planner or whatever you're using to map out 2026. As you listen, notice where perfectionism might be creeping into your thinking and where you might need to release control and let learning lead the way.🛠️ Practical Actions You Can TakeUse this reframe: “We are well prepared for our first run at this. What processes can we put in place to support continuous adaptation?”Choose one project and map it through the design thinking cycle (Empathize → Define → Ideate → Prototype → Test → Implement).Identify one place where perfectionism is stalling progress—and take imperfect action anyway.Build in check-in points (weekly, monthly, quarterly) to revisit and refine as you go.📣 Special Announcements Nurse Leader HQ launches in January! If you’re a CME alum, there’s still time to join the next cohort. Reach out if you want details or help figuring out if it’s the right fit.📲 Call to ActionShare this episode with a perfectionist friend or colleague who needs to hear it.Leave a review to help others find the show (especially if you’ve been here since episode one).Join the email list to get updates and resources.DM me if you want to chat about your own plan to “iterate and improve” in 2026.👉 Resources MentionedLearn more about Changemaker Essentials. Join the NLHQ Waitlist if you're a CME alumFollow me on Instagram

🎧 Episode Overview:After receiving upward feedback from my team, I tried something a little meta and surprisingly effective. In this episode, I walk you through exactly how I used ChatGPT to synthesize, share, and build on the feedback my team gave me. You’ll hear the full behind-the-scenes on the activity I created, why I think it’s a must-try for leaders, and how it’s already transforming the way we work together.🔑 In This Episode, You’ll Learn:A simple but powerful feedback activity any leader can replicateHow I used ChatGPT to process and synthesize 10 forms of upward feedbackWhy modeling transparency matters more than we thinkWhat my team told me—and how I’m using that input to growHow this activity helps turn feedback into systems-level change🧠 Key Ideas to Take With You:Feedback is a system input—what matters is how we process and act on itModeling vulnerability and transparency can change team cultureWhen you invite your team into the meaning-making process, you get better resultsGood leadership includes showing your team how you think, not just what you decide🎧 How to Get the Most Out of This Episode:As you listen, think about the last time you asked your team for feedback and what you did with it. Consider what it would look like to reflect that data back to your team, and use it to shape future conversations.🛠️ Practical Actions You Can Take:Try the “Start, Stop, Continue” feedback format with your team or peersUse an LLM (like ChatGPT) to help summarize feedback and extract patternsShare anonymized or aggregated feedback with your team and invite commentsBuild structured, asynchronous ways for quieter team members to weigh inCreate reflection prompts to turn feedback into a living system of improvement📲 Call to Action:Subscribe to Nursing the System so you never miss an episodeTry this feedback-sharing activity with your own teamMessage me if you do, I’d love to hear how it goes!

🎧 Episode Overview: Yep, we’re talking about dating today. Stick with me.In this very fun (and surprisingly strategic) episode, I’m walking you through a little experiment my friends and I did this summer: we turned dating into a game. From point systems to profile prep nights to tracking rejection resilience, we gamified the entire experience. And it got me thinking about how any unsavory or tedious process, whether it’s finding love, job searching, or leading change can be made better with intentional systems design.Gamification isn’t fluff. It’s systems thinking in disguise.🔑 In this episode, I share:How a brunch gripe session turned into a summer-long social experimentThe full breakdown of “The Dating Game” we created (rules, scoring, prizes)The dating app that actually made the process better (shoutout to Breeze)Why rewarding effort—not just outcomes—can shift motivation dramaticallyHow you can use gamification in your work life (for yourself or your team)🧠 Big Takeaways:Most systems (like work or dating) only reward outcomes—but we stay more engaged when we also reward effort.Feedback loops and visible progress are key to staying motivated.You don’t need to wait for something to feel fun—sometimes you have to design it to be fun.Whether it’s patient recovery, conflict resolution, or giving feedback, gamification can help you and your team keep showing up.✨ Reflection Questions:Where in your life or leadership could you use a little more motivation?How could you make your effort feel visible and fun—even in serious or boring areas?What “point-worthy” actions would move you toward a goal you're working on?📲 Stay Connected:Subscribe to the podcast so you never miss an episodeJoin the System Sunday email list for weekly reflections and behind-the-scenes updatesFollow me on Instagram for more real-life systems thinking in action

🎧 Episode Overview:Yes, you read that right- we’re talking about Taylor Swift on the podcast today. Specifically: what we can learn from her about systems thinking, leadership, emotional regulation, and culture change. Whether you’re a full-blown Swiftie or just Swiftie-adjacent, this episode is a creative, thoughtful deep dive into five leadership lessons I pulled from her lyrics, interviews, and approach to impact. This one was just plain fun to make—and I hope it gets you thinking about your own leadership in new ways.🔑 In This Episode, You’ll Learn:How Taylor Swift models system pattern awareness (even in her lyrics)What “losing your sh*t” has to do with losing your leadershipWhy emotional regulation is a non-negotiable skill for leading changeHow to treat your energy like it’s expensive (because it is)Why kindness and competence are not opposites—and what it means to lead like a human🧠 Key Ideas to Take With You:You don’t have to be a healthcare executive to be a systems thinker. Taylor Swift shows us that impact requires awareness, strategy, and humanity—no matter your industry.Emotional regulation doesn’t mean pretending you’re fine. It means being honest, self-aware, and clear-headed when it matters most.Not everyone gets access to your mental energy. Be strategic about what—and who—you let in.You can be kind, warm, funny, and approachable and be deeply respected as a leader. These are not mutually exclusive.Culture change starts with humanity—but it doesn’t stop there. Strategic tools + a human approach = sustainable impact.🎧 How to Get the Most Out of This Episode:Listen with curiosity and see which of these five lessons hits home the hardest. If you’re a Swiftie, let the songs anchor the ideas for you. If not, don’t worry—this episode still packs a systems-level punch.🛠️ Practical Actions You Can Take:Ask yourself: Where am I holding too tightly to a plan that needs to flex?Notice the systems patterns around you: What vicious cycles are you part of (or perpetuating)?Start piloting. Don’t wait for perfect—start with thoughtful, strategic action.Audit your energy: Who gets it, and who doesn’t need to?Write out what it looks like to “lead like a human” in your world—then build a strategy to make it real.📲 Call to Action:🎧 Share this episode with a fellow Swiftie who’s also a nurse leader (they’ll love it)📩 Take the quiz to get personalized support for your leadership journey💬 DM me on Instagram with your favorite T-Swift lyric that hits a leadership note—I want to hear them!🎵 Stream the new Life of a Showgirl album and let’s dissect it together👉 Songs + Albums Mentioned:Taylor Swift albums referenced: Folklore, Lover, Tortured Poets Department, Evermore, Midnights, Red, Life of a ShowgirlSongs mentioned: “Mad Woman,” “The Archer,” “Who’s Afraid of Little Old Me,” “I Can Do It With a Broken Heart,” “Mirrorball,” “All Too Well,” “Marjorie,” “Mastermind,” “The Life of a Showgirl,”

🎧 Episode Overview:There’s a myth in healthcare that speaking up will get you shut down. And while it’s true that how your voice is received depends on power, politics, and identity...what I’ve seen again and again is this: You don’t get burned for speaking up. You get burned for speaking up without understanding your environment.In this episode, I’m walking you through how to assess your position in your organization, what most workplaces actually value, and how to speak up in a way that aligns with your current level of social power and expertise. If you want to make change without constantly getting pushback, this one’s for you.🔑 In This Episode, You’ll Learn:Why your voice isn’t always received the same way—and how to shift your strategy without silencing yourselfThe difference between what you say and how and when you say itHow to assess your social power and expertise in any workplaceWhy the smartest changemakers know when to wait and when to pushA practical framework for deciding how to speak up based on your current position🧠 Key Ideas to Take With You:Speaking up isn’t about confidence—it’s about strategy.You don’t have to be the loudest voice in the room to make an impact.Your social power and expertise determine how your ideas are received—learn to work with that, not against it.Systems don’t always reject ideas—they reject ideas delivered at the wrong time, in the wrong way.🎧 How to Get the Most Out of This Episode:Think of a time when you tried to speak up and it didn’t land the way you wanted. As you listen, reflect on how much social power and expertise you had in that moment—and whether your approach aligned with your position. This episode can help you self-correct without self-blame.🛠️ Practical Actions You Can Take:Use the “social power + expertise” matrix to assess your current position at workReflect: Are you approaching change from a one-size-fits-all strategy, or tailoring your approach based on your context?Take the Map Your Impact mini-course to identify your position and build a strategic planTry the end-of-episode journaling prompt: Think of a time you spoke up and it didn’t land. What was off?📣 Special Announcements:✨ The doors to Change Maker Essentials are now closed for this cohort—but Map Your Impact is always open.If you’re looking for a bite-sized but powerful resource that helps you lead smarter and advocate more effectively, Map Your Impact is the next best step.Use code MYI10OFF at checkout to save $10.📲 Call to Action:DM me on Instagram @nursing.the.system if you want help figuring out your social power + expertise scoreShare this episode with a colleague who’s feeling discouraged or unsure how to speak upReflect on what your current position allows—and how to build toward the position you want