I had the pleasure of meeting Emily Scherberth when we were in an Organizational Change & Transformation class in our Master’s in Organizational Leadership program. I knew right away that Emily was whip smart and someone I wanted to geek out with and learn more from. When Emily shared her recent research on feedback, vulnerability, and leadership - and the glaring gender differences, I knew I wanted to do a deep dive with her. This conversation is that deep dive. I’m so grateful to Emily for doing this important work and bravely sharing it with the world.  Emily Scherberth is the Founder and CEO of Turas Leadership Consulting, Inc.  She serves as a partner and strategist for executives, teams, and organizations that are ready to transform their cultures and lead with purpose. With nearly 30 years of experience in corporate strategy, communications, leadership, qualitative research, and facilitation, Emily created Turas Leadership to realign more intentionally with her own purpose: to help actualize the potential in others.   As the creator of the Leader-First Transformation™ model and a Gallup-Certified CliftonStrengths® coach, Emily synthesizes decades of direct leadership experience with forward-thinking research and evidence-based methods to help clients increase performance and find meaning in their work. She holds a Bachelor of Arts degree in Communication Studies from Loyola Marymount University, a Master of Arts degree in Communication Studies from California State University, Northridge, and is completing a second Master of Arts degree in Organizational Leadership from Gonzaga University. Listen in to hear Emily share: How she made a pivot from a 30-year communications career into leadership consulting How to assess and develop your leadership capacity by identifying connectedness within yourself and within the systems in which you lead Her recent research on the vulnerability of receiving feedback and being challenged The surprising data on leaders wanting to be challenged  The dramatic gender differences in her data, and how to account for these differences  How current organizational systems are limited in their capacity to provide psychological safety on a systemic level, and the problem with only addressing psychological safety on the team or department level What capacity building means in leadership, and why leadership development needs to focus more specifically on capacity building How you can own and honor your leadership capacity while also challenging yourself to advance your current capacity Links Mentioned: Connect with Emily and Turas Leadership: https://turasleadership.com/ Follow Emily on LinkedIn: https://www.linkedin.com/in/emilyscherberth/ Turas Leadership Article and Research: The Leadership Paradox: Leaders Want Feedback but Fear the Cost of Asking for It Emily on Medium: The Leadership Journey: https://medium.com/the-leadership-journey Hire Sara to speak: saradean.com/speaking Coach with Sara: https://saradean.com/executive-coaching-services Connect with Sara on LinkedIn: https://www.linkedin.com/in/saradeanspeaks Watch Shameless Leadership episodes on YouTube: https://www.youtube.com/@saradeanspeaks Learn more about your ad choices. Visit podcastchoices.com/adchoices