What happens when you give everything to a job—only to realize you’re working for a toxic, gaslighting boss? Lindsay White knows this story all too well. After a 20-year corporate career in HR and strategic talent management, she made the bold decision to walk away from a job that was making her miserable. In this episode, we dive into what finally pushed her over the edge, the grief that comes with leaving behind a career path you thought was yours forever, and how she turned that moment into an entirely new future.

Lindsay also shares her no-BS philosophy on leadership, why self-awareness is the difference between success and failure, and how to build a workplace culture where people actually want to stay. Plus, we tackle the myth of the “natural-born leader” and why being charismatic doesn’t mean you’re cut out to lead.

If you’ve ever felt stuck in a toxic work environment or wondered whether it’s time to bet on yourself, this episode is for you.

Key Takeaways:

• Toxic Work Environments Take a Toll – Staying in a toxic workplace, especially under a gaslighting boss, can drain you emotionally and physically. Recognizing when enough is enough—and having the courage to walk away—can be life-changing.
• Leadership Is a Skill, Not a Personality Trait – Being a great leader isn’t about being the loudest person in the room or having natural charisma. True leadership requires self-awareness, intentionality, and the ability to create an environment where others can thrive.
• People Strategy Is the Missing Piece – Businesses focus on sales, marketing, and operations, but often neglect the most critical element: their people. A strong people strategy connects talent to business goals, fosters belonging, and ensures that culture is more than just a buzzword.

Key Moments:

00:00 Introduction and Welcome
00:31 Lindsay's Career Turning Point
01:25 Toxic Work Environment
02:20 The Decision to Quit
03:22 Transition to Coaching
05:41 Reflecting on Leadership
09:13 The Role of Coaching
16:49 Challenges in Coaching
22:41 Influential Thought Leaders
25:39 Conclusion and Contact Information

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