MELD

The workplace was never built with women in mind. The system was broken from the jump. For anyone trying to make women think that we’re the problem, yet again, just stop. Stop blaming women. Blame the system instead. Better yet, do something about it! 👏👏👏 P.S. Hate to get all self-promotional, but I'll be sharing a deeper dive into that whole New York Times thing in my Substack next week, so be sure to subscribe 😉

You carry two voices within you: your harshest critic and your greatest fan. At the end of the day, the only person who can truly determine how far you go is you and the belief you place in your own capabilities. That’s the message I was honored to share alongside Katie McCormick Lelyveld, former press secretary to Michelle Obama, at Columbia University’s Global Research and Consulting Group United Nations Youth Lead event this past Saturday. Just a day earlier, I had the privilege of presenting my original and self led Laidlaw Foundation research on higher education and financial literacy. Too often, those words bring to mind only college admissions or figuring out a financial aid letter. But my project went further. I examined financial education initiatives across five global powers: Italy, China, Russia, the United Kingdom, and the United States. Through five in-depth, three-hour conversations with students, my findings became clear: there is a profound lack of culturally informed financial resources, and this gap continues to restrict meaningful access for underrepresented students worldwide. As many of you know, I’m now in my third year at Columbia, and I couldn’t be more grateful for the chance to use my research to expand the conversation about college access and financial literacy for underserved communities like the one I came from. To anyone still reading: remember, you are your own biggest fan. When all is said and done, it will be you, no one else, sitting with the weight of your choices. 𝐌𝐚𝐤𝐞 𝐬𝐮𝐫𝐞 𝐭𝐡𝐞𝐲 𝐚𝐫𝐞 𝐜𝐡𝐨𝐢𝐜𝐞𝐬 𝐲𝐨𝐮 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐢𝐧, 𝐜𝐡𝐨𝐢𝐜𝐞𝐬 𝐭𝐡𝐚𝐭 𝐥𝐞𝐭 𝐲𝐨𝐮 𝐩𝐮𝐫𝐬𝐮𝐞 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐥𝐨𝐯𝐞 𝐰𝐢𝐭𝐡𝐨𝐮𝐭 𝐫𝐞𝐠𝐫𝐞𝐭. I started in a Title I school with no library, yet I stand here today because I believed in what was possible. I came this far, and I promise you can too. You don’t have to do it alone reach out anytime, my DMs and emails are open.

How are you showing up today? For two years, my BetterUp coach Judy asked me that at the start of every session. I answered it through big life moments—lecturing at Harvard University, losing my mom, working with transformative leaders, and taking on challenges with no playbook. Some days I felt unstoppable. Other days, completely unsure. I learned that question wasn’t about my schedule—it was about my state of mind. Confidence, nerves, overwhelm—naming them is the first step to moving through them. You bring your whole self into the room, and that’s your power. Your ability to build a bridge to others and to new experiences is where you really show up. Imposter syndrome loses its hold when you say it out loud. So—how are you showing up today? #impostersyndrome #generationMeld #careerreadiness #leadershipdevelopment #coaching https://lnkd.in/gyPdDy9m

I saw the #SydneySweeney ad at Mall of America on a family trip this week. Huge image to match the huge environment - and huge hubbub around it. I knew to watch for it because I’d seen so much coverage about it recently, capped off by this article in The Atlantic that I saw this morning. Here’s what I HAVE NOT seen in this back and forth. No one is bringing NextGen women - who WILL BE WEARING the jeans - into the discussion. Are we asking if, in the development process, American Eagle Outfitters Inc. factored in their perspective, what they want to see and feel when they shop, when they wear the product? Imagine how different the discussion - and maybe even the ad itself - would be if they had been at the table. In the creative. Writing the script. In the decision making. Now this Madmen-esque response is a circular generational conversation that does not attempt to engage the customer they’re trying to reach. And just as we moved away from the Madmen era, this whole thing feels like an opportunity to move into a new era - where we take seriously the fastest growing force in the economy - #NextGenwomen. Then, once they’re at the table, let’s give them the support and mentorship to stay there and progress into leadership so the rooms where decisions are made reflect the world they serve. Understanding culture and what inspires the generation you’re targeting is the key to effective communication. Maybe NextGen women are ok with it - and maybe they aren’t - but they are the consumer target. How do they feel? If you’re looking for them, I’ll tell you where they WERE NOT this week. Shopping in that Mall of America store. https://lnkd.in/gttQXegq

Weekend Reading: Start by asking one question. In the middle of a huge day of market research, I had a call with Adina—25, studying law—who shared a gem from her mentor: “Even if you don’t think you have anything to say, ask one question.” What did that piece of advice tell Adina? That she’s seen and valued - and deserves to be heard. By giving her this tool in her toolkit, her mentor better positioned Adina to learn and lead with confidence, one question at a time. Too often, women wait for the perfect answer or the perfect moment. But knowing someone believes in us and encourages us - that’s how risk-taking becomes less scary and the game is changed. NEXTGEN WOMEN: One question can shift how others see you—and how you see yourself. Take the next opportunity to take the risk and contribute to the conversation. It may come with nerves, but most things worth doing come with nerves, so go for it. EXEC WOMEN: Your encouragement and space-making can change someone’s belief in themselves today, and their trajectory tomorrow. Mentorship isn’t a title—it’s a practice. One question, one conversation, one moment of being seen at a time. I’m working on making space for these kinds of conversations in The Meld Method on Substack. Join us there and don’t hesitate to ask me what you’d like to talk about next. Read more: https://lnkd.in/g5bCjuZ3

You can read all the books. Hire all the coaches. Take all the courses. And still not be ready. Some leadership lessons? You only learn the hard way. These 10 hard truths don’t come with the title— They come with the weight of it👇 📌 Being trusted beats being liked → Respect survives hard calls. Popularity doesn’t. → Want lasting influence? Lead with integrity, not approval. 📌 You’ll feel like an imposter → Confidence isn’t the starting line—it’s what comes later. → Show up anyway. 📌 You’ll lead people you don’t click with → You don’t need chemistry to build trust. → Just consistency, clarity, and care. 📌 You’ll say no to things you love → Because leadership means choosing what’s better, not just what’s good. → Trade-offs are the job. 📌 You’ll get it wrong, even with good intentions → The real test? How you own it. → Humility isn’t weakness—it’s leadership. 📌 People you poured into will leave → And it’ll still be worth it. → Legacy > loyalty. 📌 You’ll inherit problems you didn’t create → But the responsibility will be yours. → That’s the cost of the role. 📌 You’ll watch people struggle—and not step in → Helping doesn’t always mean fixing. → Trust their growth, even if it’s messy. 📌 You’ll become the calm in the storm → Not because you don’t feel the pressure— → But because you choose your response. 📌 You’ll earn trust that doesn’t need words → It’s your steadiness that makes others brave. → Be the anchor. Leadership isn’t always shiny. But it is sacred. ♻️ Repost if this resonates with you. Follow Desiree Gruber for more insights on storytelling, leadership, and brand building.

Bravery > Perfection: What We Actually Need to Teach NextGen Women “Boys are raised to be brave, and girls are raised to be perfect” - which means girls are left feeling that we have farther to fall when we take a risk and might fail. This sentiment was shared by founding MELD member Gabriella during one of our early dinners - paraphrasing something she’d read and couldn’t shake. I've thought of that moment almost every week for the last few years. Then, last week, that same quote from its powerful origin came up in another context - research we were doing for programming at Meld. Reshma Saujani first voiced what so many of us live but had not yet named - words that fueled Gabriella’s thinking that now lingers because it’s both true and is felt deeply. In her now classic TED Talk - from nearly 10 years ago - Saujani walked through how social and professional disconnects start early. Boys are taught to jump at the playground, while girls are taught to get down carefully. Boys are encouraged to get dirty, while girls are expected to smile and succeed. And by the time they show up in college, and then their careers, girls are striving for this accepted perfection, playing not to lose, and never really feeling ready. That readiness is what we’re solving for at Meld. We've seen this so often since that dinner with Gabriella. Smart, driven, capable women—from college campuses to their first big jobs—holding back not because they lack the skills, but because they’ve been trained to wait for permission. To raise their hand only when they have all the answers. To apply for the job only if they check every box. To sit on their potential until it’s been fully proofed and polished. And in the post-pandemic work environment, they risk being under even more pressure with even less direction because they don't have the benefit of that in-office "ambient mentorship" to silence the doubt and propel them forward. We’re building Meld to normalize new ways of modeling growth and help the next generation of women unlearn professionalism and practice bravery. To take the risk. To ask the question. To try before they’re “ready.” To make the move before they feel 100% confident. Because confidence doesn’t come first. Bravery does. And it's important that we voice our experience and show ways to fill the gaps. We’re not here to teach women how to be flawless—we’re here to help them be fearless in pursuit of the future they want. And in the process? They become the kind of leaders the world needs more of. So if you’re waiting until everything lines up perfectly, you’ll never begin. Let these paraphrased words from a wise woman shape your week: It's time to trust your instincts. Close your eyes, and leap.

Your calendar will always be full — but are those things filling you up? Six months into a new role at a big bank, I found myself asking this question more and more. As a product manager, I’m used to running retros with teams. So I decided to run one with myself. Every Friday, I started a 5-minute ritual: jotting down what gave me energy that week, and what drained it. It was quick, honest, and shockingly revealing. Energy Givers: - Turning confusion into clarity: distilling vague problems into something actionable and watching teammates nod in alignment - Learning through application: not just watching a Snowflake tutorial, but writing a query that actually worked under pressure - Collaborating with the right people: working alongside folks who are smart, kind, and have high standards - Making feedback loops tighter: delivering something, getting feedback, iterating fast - Zooming out: connecting a tactical ask to a strategic goal or user insight and getting to say, “Here’s why this matters” Energy Drainers - Being in "fire drill" mode without a fire: urgency with no clarity, and no one owning the problem - Retrofitting accountability: having to clean up after unclear roles or ownership gaps - Work that lacks meaning or user context: executing for execution’s sake - Overcommitting: saying yes to everything, then resenting my own calendar - Waiting on bureaucracy: getting stuck in multi-threaded approval loops that slow momentum What I’ve learned: 🧠 Self-awareness is a productivity tool. You can’t fix what you don’t name. 📝 Your notes don’t have to be perfect. Mine weren’t. Some weeks I scribbled a sentence. Other times it was a messy brain dump. But at the 6-month mark, I fed all those raw reflections — the disorganized, emotional, stream-of-consciousness ones — into ChatGPT. The tool helped me surface patterns I hadn’t fully seen. Want to try it? 1) Block 5 minutes at the end of your week. Ask yourself: What gave me energy? What drained it? 2) Watch the patterns emerge and use them to advocate for yourself, set better boundaries, and design a career that fuels you. If you’re trying to figure out what kind of work (and working style) lights you up, start here. Build your calendar around the things that fill you up.

The Wall Street Journal this week featured the gender gap that’s taking shape in return to office policies, which caught my attention for 2 reasons. One, because gender dynamics at work should be elevated, analyzed, understood and addressed. And two, because this is what we’re all about at Meld - especially as we think through the future of work by working with NextGen talent at the critical starting point of their careers. (And it was awesome that this article was shared with me by both women and men who are leaders in their industries, including Brian Conroy) Here’s the summary: Right now, flexibility is a trap. A new Labor Department study confirms a quiet but powerful divide: more men are returning to the office, while women—especially working mothers—are holding onto remote and hybrid roles. At first glance, it seems like flexibility is winning. But for many women, especially those early in their careers, that flexibility comes at a cost: invisibility. At MELD, we see this not just as a post-pandemic preference shift—it’s a wake-up call. For next-gen women navigating the start of their careers, the stakes are different. They’re entering the workforce in a moment of profound contradiction: Told to build relationships, but not operating in a formal work environment to learn how or to make that transformative networking possible. Told flexibility is a benefit, but punished when it comes to recognition and advancement. Told to find mentors, but often left without a clear path to leadership. Remote work without structured support becomes a trap—not a tool. When promotions go to those with the most face time, not the most impact, it creates a broken pipeline before careers even begin. That’s why we built Meld—to give next-gen women a seat at the table, even when they’re not in the room. We’re the mentor in your pocket: AI-enabled coaching, content, and community that turns day-to-day work into long-term leadership. We help women make meaning of their early career experiences, build clarity in the chaos, and stay connected to the kind of growth that doesn’t depend on office proximity. Because the future of work isn’t just remote or hybrid—it’s equitable, intentional, and built to recognize potential early. Let’s stop asking whether women are coming back to the office. Let’s start asking: Are we building systems where they can thrive—wherever they are? https://lnkd.in/g4f5S6FS