Angela Tait understands something most leaders get wrong: you can't build a thriving team by just finding the right people. You have to create an environment where they actually want to stay.
As a leadership strategist who's spent over a decade in talent acquisition, organizational development, and executive coaching, Angela has seen firsthand what separates organizations that retain top talent from those that hemorrhage it. The difference? It's rarely about salary or title. It's about feeling seen, supported, and enough.
In this honest, practical conversation with host Jodie O'Brien, Angela reveals the real costs of outdated leadership practices—especially for women juggling motherhood and ambition. She doesn't just identify the problems; she offers a different way forward.
This episode tackles the sometimes messy intersection of leadership, motherhood, and identity, the conversations most workplaces still avoid. Angela shares:
- Why your onboarding matters more than your job posting: People decide in days, not months, whether they're staying long-term
- The generational shift we're missing: Why flexibility and work-life integration aren't "nice to haves" anymore
- The double standard women leaders face, and how reframing your narrative changes everything
- How to build cultures that support working mothers without tokenizing them or burning them out
- Why transparency is your superpower as a leader and what it actually looks like in practice
- The integration mindset: How motherhood and career ambition don't have to compete; they can amplify each other
This episode is essential listening for:
- Leaders building or scaling teams and wondering why retention is harder than hiring
- Working mothers who feel like they're failing at both motherhood and career
- Women in corporate environments navigating the unspoken rules and expectations
- Entrepreneurs building their own cultures and wanting to do it differently
- Anyone questioning whether they can have both professional ambition and a full life
- Leaders who sense their current approach isn't working but aren't sure what to change
