749 Dalia Feldheim :

What IS leading like a girl? Today we talk about the transformational empowerment that comes when women – and men – lean into archetypal feminine traits like intuition, empathy, and relationship – and how leading like a girl is changing the face of business. My guest today Dalia Feldheim is author of the book “Dare to Lead like a girl”, founder of the Flow Leadership Council, and a former C-suite marketing executive at Proctor & Gamble, where she led the iconic “Always Like a Girl” campaign, among others. We talk about why and how women are changing the very nature of business.

MELINDA

Hi, I’m Melinda Wittstock and welcome to Wings of Inspired Business, where we share the inspiring entrepreneurial journeys, epiphanies, and practical advice from successful female founders … so you have everything you need at your fingertips to build the business and life of your dreams. I’m a 5-time serial entrepreneur who has lived and breathed the ups and downs of starting and growing businesses, currently the game changing social podcast app Podopolo. Wherever you are listening to this, take a moment and download Podopolo. Follow Wings of Inspired Business there and join the Wings community so we can take the conversation further with your questions, perspectives, experiences, and advice for other female founders at whatever stage of the journey you’re at! Because together we’re stronger, and we soar higher when we fly together.

Today we meet an inspiring entrepreneur who is a passionate advocate of women and feminine leadership- encouraging women (and men) to lean into their feminine leadership traits and “Dare to lead (more) like a girl”.

Dalia Feldheim is the founder of Flow Leadership Consultancy, and works with top tech companies to bring resilience and joy to work. She also founded a small startup called “Uppiness- Up your game at work”. It’s an online game designed to help employees solve daily challenges through the use of positive psychology interventions in a fun and engaging way building skills, teamwork and growth mindset.

There’s the “hustle and grind” and then there is “flow and ease”. I know what sounds better to me.

I know from my own entrepreneurial evolution that when we’re truly leading and innovating from a place of inspiration, we’re finding more leverage in what we focus on, and amazingly we accomplish more…doing less. And when we get out of the fear that makes us want to control and perfect every little detail, we empower those around us to grow and succeed. It’s just a better way of doing business.

These are the themes we dig deep into today with Dalia Feldheim, founder of Flow Leadership Consultancy. There, she draws on her own extensive corporate leadership experience including 17 years in the C-suite at Proctor and Gamble, and her passion for championing others, to enable organizations promote a more authentic, happy and psychologically safe working culture. She’s also the founder of “Uppiness- Up your game at work”- an online game designed to help employees solve daily challenges through positive psychology interventions in a fun and engaging way building skills, teamwork, and growth mindset.

Along her journey, where Dalia led work for P&G on some of the world’s most iconic ad campaigns – including ‘Tampax Mother Nature’ and ’Always like a girl’ which was ranked by Forbes as the most influential campaign of the decade, Dalia came to understand that archetypal feminine qualities of intuition, empathy and relationship were the keys to business success.

Dalia has written a new book called “Dare Lead Like a Girl”, inviting men and women alike to shift the paradigms of contemporary leadership by connecting to our more feminine traits and daring to lead from the heart- with purpose, perspective, people, and positivity.

Today we break down her “Five P’s” starting with Purpose, talk about why we all need to let go of Perfectionism, and what it is like to Lead like a Girl, plus what makes a great team and team leadership, and so much more!

So, let’s put on our wings with the inspiring Dalia Feldheim, and be sure to download the podcast app Podopolo so we can keep the conversation going after the episode.

Melinda Wittstock:

Dalia, welcome to Wings.

Dalia Feldheim:

Thank you. Lovely to be here.

Melinda Wittstock:

I want to start with what inspired you to write Lead Like a Girl?

Dalia Feldheim:

Well, that’s a long story. But I’ve been in the corporate world now 21 years, originally with Procter & Gamble and then in another company. And a long story shorts, first years, I call them the years of flow. I was totally aligned to my purpose and I got to do really cool things, like Always Like a Girl campaign that was probably, not probably, it was ranked as the 10 most influential campaigns of the decade and it was a great environment at Procter & Gamble and I really thrived. And then the last three years, I worked for another company. And I’ll just tell you a little story and I guess say it will answer your question. So, it’s a tale of two cities in a way. And it starts kind of just as a comparison.

So, when I was in Procter & Gamble, six months into the business, I was in my general manager’s office because one of my launches hit a wall. And I’m sitting in his office and I’m getting so angry and frustrated. And I don’t know about you, Melinda, but when I get frustrated I tear up. And I was so embarrassed that I’m tearing up and my boss, Jim, who’s a friend and mentor until today, he gave me a box of tissues and then when I kind of regained my composure, he looked me dead in the eye and he said something all forever remember. He said, “Dalia, don’t you ever be embarrassed for crying in the office again, because it’s a sign of your passion and passion is your superpower.” And then he kind of added, “And if you ever work for someone that doesn’t appreciate that, walk away, they don’t deserve you.” So, that’s the good example. But it wasn’t until my career reached my lowest that I really understood what he was about.

So, fast forward 17 years, amazing years in P&G, I left the company and I started as CMO Asia for another Fortune 500 company. It was a great company. I really liked the CEO and the CO. But two months into my role, I got a new boss. And Melinda, how can I say it nicely? But him and I were like fire and water. So, I was all about passion and creativity, and he was all about numbers and scorecard, and ROI. And most days it felt like ROI or you die. So, anyway, one day I’m in his office and he is like, “Oh, I’m not going to tell you what you’re good at. It’s a waste of time. I’m only going to focus on what you need to fix.” And anyway, he starts giving feedback.

Now, I love feedback. We used to call it tough love. So feedback, I love openness. Tell me as it is, don’t sugarcoat, but feedback that comes from a position of love. Well, that day there was no love. It was just tough, denigrating, humiliating, belittling. And I’m sitting in, now I’m a C-suite woman, one of the only women in his team. So, I’m holding it in. But then he starts insulting my team and that’s when I become a lioness because it was so unfair. They worked so hard. And I was so angry and frustrated that I teared up, just a very tiny tear in the corner of my eye. Now, he smiles at me and he offers me a box of tissues. And for moment I have that warm fuzzy feeling, remembering my first boss, Jim.

But then I noticed something weird and he smiled, and he turned around the tissue box, and I couldn’t believe my eyes, because on the other side of that tissue box was a homemade sticker he prepared in advance, which read Dalia’s tissue box. He knew he would make me tear up and he thought it was a funny joke. Now, I’m a feisty little one. I wasn’t raised to give up and I refused to leave, and I stayed there for three years. But when I decided to leave after three years, I tried first fight, flight. I’ll tell you a little bit more about that journey. But when I left I was like, “Oh, my God, what a waste of human potential.” And that kind of led me to go study it. I did my master’s in organizational psychology and positive psychology. And basically, that’s the trigger. That’s the trigger to the book. Dare to Lead Like a Girl is all about basically a provocation calling all leaders, women, as well as men, to connect to their more feminine leadership traits.

Because during my studies, I realized that what happened to me was sadly too common in the corporate world and employees are really suffering. And in the midst of this mental health crisis, we know that that command and control type of behavior is completely inefficient. And actually, in the midst of that crisis, we know that the more feminine leadership style is so much more productive. So, Dare to Lead Like a Girl is actually a culmination of my leadership journey with all the learnings that I’ve learned that both women and men need to adopt in order to survive and thrive in the corporate world.

Melinda Wittstock:

I love it. I think that right now, women have the opportunity to completely change the way business is done. And I think that’s happening gradually, but I think that change is going to speed up. So, I want you to break down for me, Dalia about what is ‘leading like a girl’? What are the things that women and men as they start to embrace these archetypal feminine characteristics, what is successful girl leadership look like in a company?

Dalia Feldheim:

So, first of all, you are completely right, that now more than ever before, and we see that in all the numbers if you like. I mean, employees, all suffering. 87% of them are unhappy in the workplace. In fact, recent research from January 22 that investigated the great resignation found that the number one driver is toxic environment. So, we know that the old way of working is not working. We also know from research that the feminine style is much more appreciated in the workplace. So, Harvard Business Review actually did fascinating research back in 2012 to try and understand how come there’s not more women or women not as effective as men. And in 2012, they found yes, they are as effective as men. But interestingly enough, they did the same research again in 2019. And here they found that women not only were as effective, they were more effective in 17 out of 19 leadership traits.

The world is changing, changing fast. And what women have to offer, which is, as you mentioned, empathy, intuition, is more critical than ever before. We work remotely, we have issues that requires more agility and complexity, and creativity, and teamwork than ever before. So, that’s kind of the first piece. So, today more than ever, daring to lead like a girl is critical. Now, what is leading like a girl? I broke it down. I call my model the five P model, but it’s basically the essence of leading from the heart. Of course, you need the head, and of course, you know need the intuition, but bringing the heart in becomes a critical dimension for leadership. And the heart I break down, I call the model five P, coming from marketing, easy to remember, but this time the Ps are different.

So, the first P is all around purpose. And we know for years the importance of strengths based leadership, the importance of putting the right people in the right seats in the bus and really focusing on their strengths. That’s kind of strengths in us versus focusing on their weaknesses. Of course, we need to neutralize our weaknesses, but I use sometimes the sailboats. The sail is the strengths, the weakness is a hole in the sails. Yes, they need to fill in the holes, but it won’t go anywhere if the sale is not up. So, purpose-led leadership is working with the employee to understand their strengths, to understand their passion areas, and how can they bring their best self to work every single day.

And we know employees that work with purpose have better wellbeing overall, but also have a stronger sense of loyalty to the company, engagement, et cetera. So, that’s the first P. The second P is all around perspective. And this is the mental mindset that we develop. This is about how we can step back, how we’re brave to ask for directions. Sometimes I use the cliche, somewhat cliche analogy, but it’s the idea that we don’t need to have it all figured out. And it’s more of a feminine traits to look at things, to have more perspective, to step back, to ask for advice, not to try and figure it, not to go it alone. And also to be okay with failure. You learn to fail or you fail to learn, and to admit mistakes. We know that drives psychological safety, but it’s also important and that’s also something that all leaders should learn.

So, how do we teach ourselves and our employees to fail forward, to learn from challenges that we had? So, that’s the second P. The third P, I call it power up. And this is one actually that is not uniquely more common among females, but it’s the whole idea of the importance of taking care of our physical states. And I call the model better me breathing, eating, touch, recovery, which is all about sleep and movements. So, this is as true for men and women. We need to make sure we’re not getting into burnout. We need to make sure that we’re not always on. We need to make sure that we take proper digital detox. So, that’s kind of the third element of thriving and leading.

But it is true that we do see women more acceptance of the importance of this idea of balance. Sometimes you say, I say you know, want to have work life balance, have kids, they give you perspective. So, there’s something about a feminine style that kind of is forced into having more perspective, life outside of work. But there’s also a tendency of women to kind of sacrifice themself and give at their own expense. So, it’s not something that both, I think the reality is we can all learn to manage our physical power, because that’s the secret for creation is recreation. And the issue today is not stress, it’s really the lack of recovery, the fact that we’re always on.

Melinda Wittstock:

Well, I just know from my own trajectory and entrepreneurship and everything else I’ve done, my best ideas and inspirations come to me when I’m not working. I’ll be walking the dog, I’ll be on the beach, I’ll be in the shower, I don’t know, lifting weights, I don’t know, whatever it is I’m doing, meditating. But in those quiet moments when I can get enough space to disconnect if you will, is when I have the most connection to inspiration.

Dalia Feldheim:

Exactly.

Melinda Wittstock:

And the more I trust that, the more in flow and the better things go, the things that I want actually start to manifest without having to be on a task treadmill all day.

Dalia Feldheim:

Exactly. And this is proven also in research. Sometimes we’re holding on to finding a solution and kind of thinking a specific way, and it’s only when we let go for a while and we detach. I am same as you, I can still remember breastfeeding at 4:00 in the morning and suddenly having this epiphany of the challenge that I’ve been trying to solve. So, yes, that’s for all of us to kind of take care of ourselves, because you cannot pour from an empty jug. So, how do you make sure you put the oxygen mask on yourself so that you can put on others and also give yourself a break so that you can be more innovative and creative?

Melinda Wittstock:

Well, I think a really big part too of feminine leadership is being the change that we want to see. So, as the CEO of the company, it’s who you’re being and not what you’re saying, or even necessarily even what you’re doing, it’s how you show up day to day. So, if you want to encourage this in your employees or team members, it’s like you’ve got to walk your talk yourself.

Dalia Feldheim:

Completely. And I’ll tell you a little story. I remember when I was very young at Procter & Gamble, John Pepper was a CEO. And Christmas time, maybe a week before Christmas, we all got an email and he said, “I’m leaving for holiday, I’m not taking any computer with me. I have an amazing team. I trust them to support you as I’m gone and I wish you all a happy Christmas, and take a quality time with your loved one.” And then he added, P.S, “If the CEO can detach for two weeks, so can you.” And I can tell you that had such a profound impact on me, because the core is taking real vacation. I mean recovery is taking real sleep. So, it’s the little moments, making sure you are breathing during the day, making sure you are sleeping properly during the night, making sure you’re taking digital detox every day, and making sure you take a proper vacation.

Sometimes I see moms rushing home early to pick up their kids, just so they can pick them up at 4:00, and then they go to the park and they’re swinging them constantly on the phone. I mean that doesn’t work either. So, really leading like a girl in that sense is recognize the importance of filling up that jug, putting on the oxygen mask. So, that’s the third P. The fourth P is the most important P, and it’s all about people. And we do know that the number one driver of happiness in general is the quality of our relationships. We also know the same for the corporate world, that the number one driver of happiness at work is, do you have a best friend at work or do you have great friends? So, as a leader, what are you doing to foster those relationships? What are you doing to get to know your people as complete human being? And that is something that is historically…

I mean we are the gatherers. We understand the importance of understanding, getting to know our people as complete human being. Work is not just transactional. There’s an amazing amount of energy and motivation that gets unleashed when we are treated like holistic human being and not just numbers or in a transactional manner. So, people is super, super important. And this is what we were just mentioning earlier, that becomes ever more important when we are managing remote teams, the work from home, the fact that now we have work from anywhere, potentially. The complexity of working diverse teams that we know is so important for quality of creativity and diversity of thought. And I always say diversity is a very…

Sometimes leaders think that it’s about slashing a few numbers out there, let me put one woman in there, or one African American, and it’s not. It’s really about the inclusion that becomes critical. It’s, what do you as a leader do to encourage psychological safety, to encourage the different voices to be heard? And that’s also a trait that women tend to do really well at, it’s kind of listening to different point of view in order to get to a decision that is more inclusive. So, that’s the fourth P. And the fifth P is a little interesting, but this is the whole area of positivity. And first, I would say that this is where, when I left the corporate career, I went and I studied positive psychology.

And when I studied with Professor Tal Ben-Shahar, the Happiness Studies Academy, I actually realized, Melinda, that everything that I believed intuitively about leadership from my experience with P&G and others, was really grounded in research. And I had my challenging boss in the last assignment, used to call me Miss Kumbaya because he felt I’m too positive. And I actually learned that it is good for business to be positive, except in one profession, which is a lawyer or other professionals.

Melinda Wittstock:

You got to be negative there because you’re looking for all the things that could go wrong.

Dalia Feldheim:

Exactly. You need to be at least a realist. But all other roles and especially as a leader, having a positive disposition, it’s contagious. So, there’s a whole positive contagion, the whole giving your employees hope, encouraging gratitude, recognizing their hard work, all those elements of what Barbara Fredrickson calls the upward spiral of positivity. But it’s not just about being happy, happy all the time, it’s also about recognizing, giving ourself the permission to be human, recognizing that it’s okay not to be okay. And helping our employees deal with grief and giving them the space that they need, but also giving them, enabling them with the upwards spiral of positivity to see what is needed and what the support look like, and gratitude given, involving them sometimes in their given back or their work so that they have something else to focus on.

So, when we talk about positivity, it’s number one, the permission to be human. Number two, bring in emotions to the workplace because we know how important emotions is. It’s not about breaking down every single day and communicating a way that’s misunderstood, but it is about… I had a leader, actually a female leader that used to say, talk emotions. And emotionally it is important that the other person know that you were triggered, and because of X, Y, and Z, and sharing the frustration. And sometimes I hear in the business world, men sometimes tend to react to frustration with anger, women with sadness. And somehow in the business world, anger is more acceptable as a reaction.

And what I’m saying is, sadness, even crying is a reaction to frustration, to passion. So, instead of being scared of such reaction is like, “Wow, I see you’re really passionate about that. How can I help?” So, it’s also enabling our employees to bring their whole self to the workplace, to allow them to be themselves so that they can also share their point of view in a way that they’re not scared. And so, that’s kind of everything that comes into the world of positivity, which we do know that we have a tendency to. So, that’s where it’s good, that’s the dare to lead like a girl, is connecting, bringing emotions.

There was amazing PET scan research done and they found that it’s not that men don’t have the same level of empathy, they both have the same level of empathy, but men sit with empathy for a very short period and then another area in the brain lights up, which is the area responsible for action. And I always joke when I kind of talk with men and I say to them, “Guys, sometimes it’s just shut up and listen. Don’t try to fix everything.” So, I’m a fixer and I need to teach myself that-

Melinda Wittstock:

Well, most entrepreneurs are by definition, because we see problems that need to be fixed.

Dalia Feldheim:

Exactly.

Melinda Wittstock:

That’s why we create companies to begin with.

Dalia Feldheim:

Exactly. So, it’s sitting with it a little bit and sometimes understanding that your employees want to feel felt. So, given that space as well before you jump into the solutions.

Melinda Wittstock:

So important. What do you say to women though, who can sometimes feel like they’re struggling to be heard or respected in that sense, or somehow can in leadership roles get undermined by men, but also by women in a different way? How can they be in their feminine power in that sense? I’ve spoken to so many women who do actually struggle with this.

Dalia Feldheim:

Yeah, I think it’s a very good point. I mean, being in the feminine is not being only in the empathy. A good leader needs to rotate between the positive feminine, empathy, intuition, teamwork, and positive masculine, which is assertiveness, logic. And we can’t be just in one versus another. We do need to rotate between the two pending the situation. The issue is that the business world has collapsed into [foreign language 00:25:08], call it the wounded masculine where it’s power over people. But we as women need to be careful, A, not to think that we need to behave like men to succeed. From the flip side, not slipping into a wounded feminine, which is about being defensive. It’s really about, I like a Muhammad Ali’s quote, “Float like a butterfly, sting like a bee.” And I can tell you that when I was in a bully experience in a toxic environment, I kept on trying to solve it with empathy and trying to understand.

And in some cases it’s really important to step into our assertive and say, “Excuse me, you keep cutting me. Can I finish my sentence.” In our assertive or but in our boundaries, “Sorry, but you’re not going to speak to me that. I’ll leave the room now and come back when you’re ready to have a respectful conversation.” And we do need to be able to step into, not our anger, but our assertiveness, because we have a point and we want to get it across, and we would like you to stop and listen. So, I think that’s a very important piece that we know sometimes we’re too much in the eagerness to please or to be loved. I’m mean, no. I mean, we need to have the empathy and the care and all the amazing strengths that come with what we call positive feminine, but step into our assertiveness when needed.

Melinda Wittstock:

100%. So, Dalia, one of the things that we talk about a lot on this podcast is women’s tendency towards perfectionism. And really over 750 odd episodes or more, but also through my own experience, mentoring so many women and just being an entrepreneur myself, I’ve come to believe that a lot of that is at the root of it is a fear. It’s at the root of it is a sense of lack of value of ourselves, so we’re always striving to prove our competence.

And yet that perfectionism really stands in the way of being a good leader, because it leads to things like micromanaging, it leads to things like not delegating, control issues, all these sorts of things which women can easily fall into as a result of that underlying belief of just not subconsciously, of course, of not really being fully in our value or some sort of imposter syndrome. How do women get out of that? I mean apart from creating like, I always joke an AA for perfectionists, I mean how do you advise on that?

Dalia Feldheim:

No, it’s a great question. I mean I used to be a competitive gymnast, so I know all about perfectionism and we want to be great at work and we want to be great at home. And I remember my son teaching me the concept of good enough. He was eight and he was in a play, and it was really important for him that I was there. He was a tree or something, but anyway, it was important for him. And I was invited to speak to the CEO that day. I mean he was flying in from Cincinnati and I was invited to present to him. So, I went all the way up to the president and I asked to be first on the agenda so I’d be able to get to school. And they were like, “Sure,” and they changed everything for me. That was really amazing. And I was supposed to go early morning and the CEO’s plane got delayed. And I just went in at, I think it was 2:00 PM.

Anyway, I got to the school with my high heel, all sweaty, just as my little tree left the stage, and I missed it. And he saw me come in late. And I can tell you, I was sobbing and apologizing the whole way home. And when I arrived home, he was like, “Mom, I see you’re not perfect, but I see you really try.” And somehow that little story kind of got me to understand this concept of good enough. And I think the reality is that when we try to be 100% in every single area, there’s a limit to our resources. And this kind of limit, I had one boss that was like, “Dalia, if you would be remembered for one thing only, what would that be?”

Really forcing ourselves to focus on the biggest things that would make the biggest impact, and then those give them a good percent of our attention. And to recognize that other things would be okay, would be good enough, and good enough is enough. And I remember when I visited Facebook for the first time, I mean on the world down is better than perfect, and really the world is moving so fast. And if you try and get everything to perfection also from an entrepreneurial perspective, you would be late to the game.

Melinda Wittstock:

Yeah, that’s right. You miss a whole market.

Dalia Feldheim:

Exactly. So, there’s a lot of kind of, yes, and there’s research on the imposter syndrome, and men do suffer from it as well. It is more common among women. So, I always say, I mean go back to your strengths. That’s always when you have imposter syndrome, the biggest solution for it is go back to your strengths. It can’t be that it’s been fluke for 17 years. And there’s actually amazing research on that. Inside did research and they were trying to understand MBA students. So, women came in at the same level as the men, but somehow in a very competitive environment of an MBA, they started falling behind. And what they did was the simple intervention of reminding them of their strength. So, they had to do a strengths exercise and solving their problems from a position of strengths.

And that small intervention turned things around and women basically ended up equal, the same level as they came in. And I think this validation that I may not be the same as my colleagues, but there’s something about my strengths that is unique, so how can I solve that issue in the best way? And making sure delegating is a key element, because if we only trust ourselves, then of course, we will be complaining that we’re burnt out. So, spending the time, I always used to remember, my boss always used to tell me, 50% of your time is growing your people. And if you’re finding you’re not doing that, you’re not doing something right as a leader. So, it becomes the definition of your role.

Melinda Wittstock:

Yeah. Well, we talk a lot about why it takes women a long time, too long often to hire. And gosh, and then someone’s hired and then not knowing how to delegate. Or just this thing of like, “Oh, I can do it faster, better myself.” And so, this all speaks into this, it’s good enough. Good is better than perfect. So important. And it’s just a message that we repeat over, and over, and over again on this podcast, because it’s like learning how to step into these feminine things with strength. Dalia, I would talk to you for so much longer because I feel like we barely scratched the surface. I would invite you to come back another time because we haven’t even really dug into your entrepreneurial journey. But this podcast has been so rich with really good advice and observations. But I want to make sure people know how to find your book and how to find you, how to work with you, Uppiness, all the things that you’re doing.

Dalia Feldheim:

So, my journey was quite interesting. So, when I left the corporate world and I decided to study, I mean I’m big believer in serendipity. So, one thing led to another, I met Professor Tal Ben-Shahar, I studied positive psychology. The university invited me to teach positive psychology. And then I was coaching clients and they asked me, can I come and teach in the companies. Netflix was my first client. Today, I do leadership development from the position, I mean for men, as well as women. And it comes from either from resilience or leadership or feminine leadership. And I work with many of the big tech company. It’s a yearlong program that kind of bring all the elements together, be it the Microsoft, the PNGs, the Googles of the world. And I really wanted to end my program in a celebratory way.

And so, basically, together with Tal Ben-Shahar and another partner of mine or in Apple, we created Uppiness. And Uppiness is basically the first online game that helps teach the principles of positive psychology to play, because we know the best way to learn is to teach, and the second best is to play. So, I go through a whole leadership journey, eight different modules. They’re all very creative, they’re all very interactive. And the last module, they basically get to practice everything that they’ve been learning until now through play. And then they get home a diploma with all their strengths and areas to enrich.

So, if you want to reach me, the best way is either on my website, daliafeldheim.com and you can request speaking. I’m happy to come speak. I usually don’t do just one offs. Although each module is modular, I usually come to do a whole program. Or you can reach out on LinkedIn. Or sometimes we come in and we actually have over 100 Uppiness trainers, qualified trainers around the world that come in and do a three hour workshop of the principle of positive psychology and the play. So, that’s been an incredible journey. I mean, I think I’ll tell you, the pivotal moment was when I was teaching at the university and I thought I was just taking a couple of years to study and teach.

And one of my students, Melinda, my favorite workshop that I do is Find Your Purpose, right because we spoke about how important is each employee, aligning their personal purpose to the company purpose. So, I was doing this workshop to the students and one of them comes to me and at the end and he’s like, “Prof, I just wanted to say thank you so much. I now know what my purpose is, but I know I need to be a corporate slave for a few years and then I’ll do what I love.” And I can tell you, that little kid made me completely pivot my career and focus 100% of my time because I knew it doesn’t have to be like that. And we see it with the Gen Zs and the Ys, we can help our younger generation love what they’re doing. And that’s kind of really my purpose, to work with individuals and companies, bringing purpose and joy back to the workplace.

Melinda Wittstock:

Amazing. Well, I want to thank you for putting on your wings and flying with us today.

Dalia Feldheim:

Thank you so much. And of course, the book, Dare to Lead Like a Girl can be found anywhere books are sold, so Amazon, Barnes & Noble, et cetera, your favorite bookstore.

Melinda Wittstock:

We’ll have all the links in the show notes. Dalia, thank you so much. It was a great interview.

Dalia Feldheim:

Thank you, Melinda.