Hey Christine, We reached out to Ella and she had these lovely words to say. She also offered to have a conversation with you if you are up for it. 

Here is what she emailed us: 

I'm sorry to hear about the challenges you've been facing as a female non-tech founder.Dealing with issues like sexism and team dynamics can be incredibly frustrating. You've been supportive, patient, and directive, which are important qualities in a leader.Creating a more inclusive and effective work environment requires boundaries. As leaders, whatever we compromise will become the norm in the business, so it might be helpful to be aware of what we are normalising here. You have the power to shape the culture and values of your organisation. 

Thanks Christine, we will forward this comment to Ella and see what she has to say. 

Thanks Mez - great suggestion and thanks for adding to this very important topic area! 👍

Great to hear you enjoyed the show and Lisa's book! Thanks for the recommendation 👍

So pleased you enjoyed it Simon! 🙌

We're so pleased you love the questions Kate! 🙌

Thanks for the comment Kate. It's a great idea isnt it 😀

Glad you like this one Kate... What are you thinking about the course so far? 

The Cuppa Crew

Part 3: One final note. As hard as it is. Go looking to catch the people causing problems doing something right and celebrate it. When you get a response that’s favourable don’t just say thank you. Tell them WHY you appreciate it in the context of creating a safe place for you. 

Thanks for asking this question. Always happy for you to reach out if you have more questions or want me to elaborate further. 

Part 2:The simplest method for addressing behaviour is to:

1. Make an observation - not based on emotion but observable behaviour 

2. Detail the impact - let them know how that behaviour (no matter how small) is contributing to a bigger problem or challenge

3. Seek their input - ask them to share from their perspective what they see 

Based on their input you have a couple of options. A.) Coach their behaviour B.) redirect their behaviour. Which sounds like either “what can you do in the future…” or “what I’d like from you in the future is….”

This doesn’t need to be a long conversation and can be done in the moment of the behaviour. But it needs to be done quickly as you see the behaviour. Depending on the level of safety you feel to deliver this feedback you can slightly tailor the response. If there’s no safety, reach out to your HR team for support. If there’s little safety start with questions or observations. If you feel safe to push back you can start making bigger statements.