When institutions fail to protect women and hold people accountable for sexual violence, who takes responsibility? The Cornell 7 case has brought longstanding leadership failures into sharp focus, raising difficult questions about who gets protected, who gets heard, and who is held responsible. These questions extend from universities and law enforcement to lawmakers and corporations.
For survivors of sexual assault, this case has hit especially hard. It also comes at a time when we're seeing protections for women being rolled back across the country. Women are facing setbacks in the workplace, in leadership, and in their ability to make decisions about their own bodies. We need more women in leadership at every level, and we need men to stand alongside us as allies if we're going to change the direction we're headed.
In this episode of The Real Work of Leadership, my friend Julie Carr joins me to talk about the Cornell 7 and the larger leadership failures it brings into focus. We discuss the consequences of rolling back protections for women, the importance of recognizing our own privilege and blind spots, and why leadership at every level matters when it comes to creating change.
1:14 – The Cornell 7 case and why it has sparked such a visceral response among women
3:12 – Julie's reaction to the case and the continued failure to hold perpetrators accountable
5:47 – The rollback of women's rights and protections, including changes to Title IX
8:48 – The purpose of DEI programs and what happens when protections are removed
11:36 – The disproportionate impact of job losses and economic setbacks on Black women
16:59 – Federal actions targeting DEI and women-focused programs
20:22 – The Cornell 7 case as part of a larger pattern of institutional leadership failures
22:28 – Women's purchasing power and the potential impact of collective economic action
24:07 – The importance of women's professional communities, mentorship, and sponsorship
27:19 – Why men need to be allies and why recognizing our own privilege matters
29:54 – Sexual assault on college campuses and the priorities of institutional leaders
33:25 – Getting more women into leadership positions to influence decisions and create change
35:23 – Taking action and leading change in your workplace or community, even without a leadership title
Connect with Julie Carr
Julie Carr is an experienced business leader with more than 20 years of experience building, leading, coaching, and mentoring teams. Her background includes sales, business operations, and helping organizations improve productivity, increase revenue, and reduce operational costs. Julie is also actively involved in mentorship and community service, supporting organizations including Dress for Success and American Corporate Partners.
Connect with Julie Carr on LinkedIn
Mentioned In The Cornell 7 Makes Leadership Failures Impossible to Ignore with Julie Carr
The Cornell 7 and Rethinking Sexual Violence Prevention – The Conversation
The Hunting Ground Documentary
Women in the Workplace 2025 – McKinsey and LeanIn.Org
Black Women Disproportionately Sidelined in the Workforce – IWPR
The Exit Economy Is Here: Black Women Are Paying the Highest Price – Fortune
Recent DEI Developments at the EEOC and DOJ – Miller Johnson
Learn more about The Real Work of Leadership Accelerator
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Elisa Hawkins: Leadership theory is easy; leading actual people while you’re managing up, putting out fires, thinking strategically, and still trying to hit the number, is something else entirely. Hi, I’m Elisa Hawkins, and welcome to The Real Work of Leadership. We’re getting into the conversations, decisions, organizational dynamics, and real-life pressure that come with leading a team and being responsible for the results.
What happens when the institutions meant to protect women fail them? Today on the Real Work of Leadership, Julie Carr joins me to discuss the Cornell 7 case, and the leadership questions it raises; who gets protected, who gets heard, and who takes responsibility? It's a difficult conversation, and one leaders must have.
Hey everyone, welcome to this episode. So, in this episode we are going to take a bit of a departure. And when you listen to this, we're recording this on October 4th so, when you listen to this it might be a few weeks after that. So things might have changed and, in terms of developing stories. But I really wanted to come on with my dear friend Julie Carr, you might remember, you're going to hear her on another episode. But I wanted to talk about the Cornell 7. Now, we're not going to dive into all of the specifics of the case, we're not going to litigate that. But I want to talk about why this is so visceral for women right now. And also, how this is a leadership problem. That we have a leadership problem from universities, from law enforcement, from our lawmakers, all the way to corporations. Like, this is a leadership problem that we have right now. And I wanted to frame that in terms of that we're going to, we'll talk a little bit about the visceral reactions of the case and everything.
But we, I really want to frame this, because it's, the reason that this is having such a profound effect on women is because every woman, has either been sexually assaulted or know someone who has, that is just a fact. But it also is coming on the heels of the last two years, our rights being rolled back, and eviscerated as women. And so, there are a lot of things happening with women right now. So, I want to speak, if you're a man listening to this, and I really hope that there are some men listening to this. Because I want to speak to the men as well, out there, because we have got to change the trajectory of where we're headed right now. And where we've been, in terms of women in leadership, in business, women in leadership in government, women in leadership at university, and we have to focus efforts there.
Julie welcome.
Julie Carr: Thank you.
Elisa Hawkins: Tell me, just from your perspective, how you felt when you first read or heard about this, about the Cornell 7 case.
Julie Carr: Gosh, you know it's, it came in waves, for a lot of women. Probably most women, the first wave was triggering, because you go right to the moment or moments that assault has taken place, on your body. And there's an immediate, like, I don't even know how to explain the feeling. But that, that fear, that frustration, that devastation, right? So, so that's wave one. And wave two, was it's 2026, and I'm tired. Of the continuing rollback, the continuing male dominated, shocking results from judges, from dean's, from presidents of companies. And things of, of “We don't want to ruin this man's life” –
Elisa Hawkins: With no consideration of the woman.
Julie Carr: – with total disregard to the woman's life being ruined forever. And I'm at that, unbalanced that, that us and them, is mind-blowing. But it's still here in 2026, let alone the United States of America. But you cannot sit back and say “Well why am I shocked with the United States of America, not being up to date with how rape and sexual assault should be handled?” Well, I mean we've been, we've been socially conditioned to think that the United States of America is number one, in everything. Not, not the case. Not. Number one in some really negative things, but not number one in all the positive things. Not even a little. That's country brainwashing, that's propaganda, that's social conditioning by bad actors, saying “We need to put this as normal. We need people to think this way, so we can get away with what we want to get away with.” So yeah. It was. I'm done. I'm tired, you know? I've never been the gentle, soft spoken, kind, forgiving person. That's not who I am, normally. So this is all, this is for every Julie out there, that is not that soft, gentle, kind, soft spoken, forgiving person. You're just enraging us even more. And that's, that's the level I'm at. It's, it's, I'm so enraged that it's, time, it’s time to take control of things, truly.
Elisa Hawkins: It, it really is. You know my history, and for the audience out there, I'm not going to go into details, but viscerally is in my body and in my, and in my headspace because of trauma that I experienced, from being drugged and raped. And so I,viscerally felt this from my own perspective. And then, I like, I'm just so. When I started diving in to more research, because I do, I do a lot of consistent research, when it comes to women and leadership, because I want to constantly stay on top of new trends, new shifts, either positive or negative, so that I can, see what I can do, in my own small way to help women prepare for leadership, to help women who are currently in leadership, and elevate women into those spaces. And we are seeing such a dramatic, not even step, but 50 steps back right now. That it is, between bodily autonomy, between the programs that help support women, between the leadership, the setbacks that we have –
Julie Carr: Let's talk about protect, too. The things that protect women. Those are gone now, too, right? And not just women –
Elisa Hawkins: Correct.
Julie Carr: –Obviously, women, people of color, sexual orientation, all, all of those things. You’re no longer protected.
Elisa Hawkins: And I want everybody to go and research the latest rollback of the Title IX, because how it's being framed, is that this is about, trans athletes in college sports, or in high school sports–
Julie Carr: Less than 10 of them!
Elisa Hawkins: –there's like less than 10. But also, while that language is in there, what's buried underneath that, is that universities now are required, it has flipped back to the 2020 content of Title IX, where it limits what sexual misconduct and harassment look like. And now universities will be required to have live, basically cases, in front of students. So a victim comes forward, the victim is now going to be open to being cross-examined by the very person who just harmed them. And that is going to be in front of the student body, that's going to be in front of the campus.
Julie Carr: How is that okay?
Elisa Hawkins: It is not.
Julie Carr: There’s no way, a female leader chose to do this. There’s no way. And if a female leader was part of this, shame on them. They should have their vagina revoked. Sorry, I know that might be edited. They really should. There’s really something terribly broken. Because I don’t think, that enough people truly understand the meaning of DEI, they don’t understand all of these protections with university and how things are written. And they don't understand that, to take a moment and breathe in, what our country has thrown out as a social norm or, or conditioning us to think a certain way. And when you sit back and simplify it, ‘cause I want to shake some people, including women. The men I want to get a little more violent with, but the women I want to shake, that, that believe DEI should be rolled back. It is not about hiring people. It is about protecting people that have already been hired. So what does that mean?
What does DEI mean? There is no “I must hire this many women, and this many people of color.” That does not exist on DEI. What exists is “I have this group of employees and as a leader, I'm a believer in DEI. So this manager over here, that's a white, male, straight guy doesn't get to harass this female that works for him, works for somebody else, is a peer, another leader.” You don't get to harassed, you don't get to fire for the simple fact that it's a, it's a female, or a person of color, or a different sexual orientation, then, then the traditional heterosexual, whatever, whatever that means. It’s protection. It's empowerment.
So as much as people want to think everybody's got a fair shot in this country, you are incorrect. All of the things that have been absolutely available to the white, straight, christian male, hasn’t been available to women, to people of color, to other sexual orientations. So DEI makes those things available. You were never privy to this type of leadership. I mean, we're going to give it to you, ‘cause we believe that you have the right to have access to things that others, that are different from you, have easily had access to. You're going to get this kind of coaching, you're going to get this kind of support, encouragement. Protection, from those that want to harm you, for being different than they are. That’s what DEI is.
Elisa Hawkins: Yeah, and I want to talk about this too. Because, as you and I were just discussing, just before we started recording, and the research that I've done, it is shocking. The numbers, like, I knew that black women were really, really suffering a lot. Especially within leadership roles, but also in job losses. And black women lost, in that 113,000 jobs in 2025, and at one point made up 54.7% of all women's job losses. Their federal employment fell more than 30% versus 11.6% for all women. Their unemployment peaked at 7.5% in September 2025 against the 4.4% overall. And college educated black women saw the steepest dropped in labor force participation of any group from 2024 to 2025. These are the women who would have been, the next directors and VP’s. Unemployment eased to 6.1% by March 2026, but part of that improvement reflects women leaving the labor force, not finding work. Those were shocking statistics. And by the way, let me get another statistic out there for you. Women in general, working full-time, earned 84 cents per man’s dollar 2025. And black women's median earnings, full-time earnings, fell 1.7%. And, counting part-time workers, Latinas slipped to about 53 cents. So, so, the, the disparity here, is stunning, not just for women in general, but for women of color. And the numbers are shocking. And so I suggest everybody go, and do some research on your own, and find this and I will make sure and, and put some links.
Julie Carr: I am not shocked. I'm going to tell you, I'm not shocked. Eliminating DEI, there's a reason why we came up with, an uproar and anger. Not because of woke, not because we're women, not because we got the job when we shouldn't have. Because we knew the ramifications. And all of the racist, misogynistic, whatever, leaders and employers, got to crawl out from under the rock, and let the firing begin. So all the protections, of the, I have. No, you don't get to fire somebody just because they're a person of color, a woman of color, a woman in general or anything else that was the protection. You, if you have to fire and lay off, then it needs to be systematic by performance, or headcount, or whatever it may be. But it cannot be based on skin color, religion, gender, none of that. But that's what's happening, because we knew they were under their rocks. We knew it.
Elisa Hawkins: And, this is a very dark period, in our history. But I'm going to have a silver lining–
Julie Carr: Of course you are, because that's the amazing human that you are.
Elisa Hawkins: – that the silver, well the silver lining is, is now their masks are off. And that lays bare who they really are. Even though we may have known, but that lays bare who they are to everybody. And so, that's the silver lining of that is, now the masks are off, and we know. And knowledge is power.
Julie Carr: Knowledge is power. Please. Anybody listening to this please, do your research. Undo the social conditioning, that bad actors put out there to begin with. Get it out of your head. ‘Cause our instant reaction is, what is it? “What was she wearing? How much did she have to drink? Was she a DEI hire?” There's no such thing as a DEI hire! No such thing. And had she shown up in old sweats, and a hoodie, it still would have happened. So get the social conditioning out of your head, break it. If there's anything you can do, is, break that, thought process. And when you have those thoughts, catch yourself. And say “Whoop, no, no, no. I'm not going there.” Right? So it's important.
Elisa Hawkins: And also, too, I'm talking to the women out there, if you're a woman and you're actually making these excuses, or you're a part of like, ‘cause I had somebody who is a connection of mine, say “Oh, well they were a DEI hire.” And I went “What are you talking about?” There is,and by the way, you're, you're basically saying that this, this person, you’re speaking about a woman. That this woman was not qualified. How do you know, that that woman was not qualified? What do you know about it? You don't. And, whatI said to her was “Were you a DEI hire? In your roles, that you've gotten? Because last time I checked, you’re a woman.”
And for me, I know that I fought and scraped for every single role that I got, and I worked my ass off to be, to be successful. And I want to, I want to like speak, I want to, I want everybody to understand what is happening right now, ‘cause it's not just DEI roll backs, and it's not policy, just the policy retreats. It is now active enforcement.
In 2026 the risk shifted from companies quietly dropping DEI, to the federal government suing over women only programs, which directly affects how a woman's leadership movement must be designed. I'm going to get into, I'm going to get into some things that have transpired, but here's the thing. We need women in leadership, at every level. Because we cannot change things in a positive direction, unless we're in them. Whether it be at the federal, local, whatever, your school board level, whether it's government, whether it's in companies, whether it is community leaders. We need women in leadership at every single level, so that we can help move it forward and turn it around.
So in January 2025, executive order 14173 ended Federal DEI programs and threatened legal action against private employers. January 2026, the EEOC rescinded its 2024 harassment guidance. February 2026 the EEOC sued Coca Cola Beverages Northeast, because a woman's networking trip for about 250 employees, excluded men. And on February 26th of this year, of 2026, EEOC chair Andrea Lucas wrote to the 500 largest employers, warning that race, or sex-based programs are unlawful, whatever they are called. She said the agency will check archived web pages for companies that only renamed programs.
Julie Carr: That’s what we did. That’s what my company did that. Yup.
Elisa Hawkins: So, the thing about this is, this is having effects. Like, when you are rolling back harassment programs, when you're rolling back –
Julie Carr: What is the purpose, though? What is behind their thought process? Make it make sense. What is the end game? What are they trying to roll back? Why is this their issue? Why is the time being spent, on things like this, when it is not affecting anybody? In fact, it’s affecting them in a negative way. But having these programs in place’s not harming a soul. Taking them away is so. So come out lady, that did this whole thing, and say “I am here today, to tell you, I want to start harming people. And here's how I'm going to do it.” Just say it out loud. Say that out loud. This game, with the words, and the let me be angry and let me do this. Let me do that, and let me twist it, and spin it, and gaslight you, to think, you think it's something else. No, just say “Hello my name is ABC and I'm here to tell you how I'm going to harm people.” Just say it.
Elisa Hawkins: This is such a vast, leadership problem. No one is speaking out, about all of this. I mean, people are speaking out. I'm not going to say that. But we do not see it at the rooftop, at the level–
Julie Carr: Correct.
Elisa Hawkins: – that we need to be seeing. I think that, I think the Cornell 7, or the Cornell 57 case, as it should be named. Should be like, really that's the reason I think that this has really hit such a visceral spot, not just because of the survivors of sexual assault and rape feel it so hard, but it's also all of these things that have been, that are happening right now. I mean and let's get into, like, we cannot even control our own body anymore, according to the government. So all of these things have happened in the last 2 years that is really, now this is, now we are really at a flexion point.
Julie Carr: There's a lot of women in this country. And, and we've been very forgiving, and we've fought, and we fight, and we have all these things that we keep, you know, “Nevertheless, she persisted.” But rolling things back, or stopping and halting progress? You’ll have a reckoning. There's a lot of us.
Elisa Hawkins: You know the, the fact that I look at my nieces, and I know you look at your daughter, and your granddaughters, and the fact that as it sits today, they have less rights, than we did at their age? Is. I am so angry about that, and we have got to fix it. And that we are the ones that will, fix it. Also too, here's a phenomenal statistic. Do you know who is responsible for 84% of the purchasing power in the United States?
Julie Carr: You mean actually giving back to our economy?
Elisa Hawkins: That would be women.
Julie Carr: 84%, say that number again to all the men in the back.
Elisa Hawkins: 84% of the purchasing power sits with women.
Julie Carr: Let’s stop it. And it’s not about a black out day, it’s not a black out day, where we, I mean. The blackout days infuriated me, because everybody stocked up the day before. So you didn't hurt the economy, you never hurt all of these men that don't understand our purchasing power. But, but if we truly did it right, and in all the right places.
Elisa Hawkins: Listen. There are, there are still some places that I do not shop at. And, and that's my decision –
Julie Carr: And I paid more for stuff somewhere else. I paid more, but you know what, yeah. I'll never shop at certain things again, yeah.
Elisa Hawkins: So, and that's my right, it’s my money, and I can damn well spend it wherever I want to.
Julie Carr: Imagine if we really did an amazing movement, and said “Oh you you think it's cute to, allow us to be raped, and assaulted, and fired, and harassed? We're going to spend the next year, buying from only women-owned businesses.” Because you know what? We would pay the extra money. And if we organize it enough? 84% of the purchasing power? If we organize it enough? Oh, we’ll make some damage. And it won't be just women and women of color losing their jobs, sir.
Elisa Hawkins: Exactly. As a woman owned business–
Julie Carr: Yes ma’am.
Elisa Hawkins: I mean, you know, my fight is, is, and my mission. In January of 2025, I decided I was going to make it my mission to elevate women in leadership. And elevate women in business, women in sales. And that was directly that was born out of the women in sales groups that I started with my previous company. And the effect that it had on those women. Because they were coming to me, telling me how much they loved, when we had our women's sales calls, when we had, when we would have off sites, we would get together for a happy hour. And we would, you know, talk about things. Because it created a safe environment. So what people need to understand, why there needs to be women's groups, and there needs to be women's affiliation. There are things, and this is directly relating back to the Cornell 57, there are things that we do not feel comfortable talking about in shared spaces, with men. And so, there is a need for that. There is a need for that community, because as women in business, we also deal with things that, you know, we don't feel comfortable sharing things –
Julie Carr: Or that men don't understand. I'm not going to go to a man, for advice on how to navigate a situation as a woman.
Elisa Hawkins: Well, and, and, and, I will say, it’s not necessarily just any type of harassment situation, but like, hey. You know, one of the leaders that was on my team, she was a new leader and a new mom all at the same time. And, you know what she needed to talk about? She needed to talk about the struggles that she was facing being a new mom and also responsible for a team. And that space, that group gave her the space to talk about that. Because it's difficult. Because you're navigating so much as a woman who has just had a child. Like, I myself have never had children, but I know about the hormones and things, and then you're responsible for, I mean, I can only imagine being responsible for a human being. But there is also, other women in that group, who were also mothers and who had, you know, similar experiences. So she could, you know, feel free to talk about that. And then we talk about navigating the corporate rung, right? We talk about “Hey how do we get exposure?” Because, you know, we're not sitting at the bar with Johnny Mac, you know, you know? So how do we get sponsorship, right? We talked a lot about, you and I recorded a podcast about mentorship versus sponsorship, and that is crucial for women getting into leadership. And so, as, those type of things. We need men to be our allies. And we need men to stand up –
Julie Carr: Yeah, it's time.
Elisa Hawkins: – It's time. Because we have been doing this by ourselves, or in our community of women –
Julie Carr: That's like, the fight is ours as white people, for, for raising, fighting against racism and harassment. It's time. It's time, we all stand up for each other. It's time. Like that's, that's a whole different topic on privilege, right? Like, like, the reason men don't take on the fight is, they're comfortable. They don't want to rock the boat.
Elisa Hawkins: Because quite frankly it's, quite frankly, because they don't think about, they don’t think about it all the time like we do. ‘Cause they don't have to. Just like me sitting here as a white woman, I mean, like when I read those statistics and I'm like, this is something that the black community, black women have known. They've been carrying, they've carried this. And so like, I, but what we have to understand is our blind spots. And what we have to understand is where our privilege does sit. And, we have to recognize those so that we don't continue to be blind. And so that we don't have to have a story, like the Cornell 57 coming out, that leads to such a visceral reaction. And we don't need to wait for the George Floyd's, we shouldn't be waiting for all of that, we've got to remove our blinders. And on the heels of the Cornell 57, was the case of the student in, at LSU who was raped. She was raped by a football player and, or I don't know if he was a football player, he was in sports, he was a college athlete at LSU. And he was able to negotiate his, what was it? The suspension.
Julie Carr: But there's leaders out there that shouldn't be leaders ‘cause I think they're just horrible performers. But there's leaders out there convincing you it's the the seven transgender athletes, not the, how many women have been raped on campus in the last year? It's in, it's those 10 athletes. If you're going to care about our daughters, because that's the game, right? Like “Oh I got to stop this transgender athletes, not fair to our daughters.” No. Being raped is not fair to your daughters. You complete imbeciles that shouldn't be in leadership. I'm sorry.
Elisa Hawkins: The percentage, I want everybody, everybody to go and research this, because the percentage of false claims is like .02% yeah. So and, I also need everybody to go watch the documentary The Hunting Grounds. This is talking about college campuses, and universities, specifically. And rapes, and what these young women, there were two young women from UNC Chapel Hill, that were raped, and could get nowhere with the university. So they decided to, to fight this battle and took it on. I need everybody to go watch this, because the percentage of women being raped on college campuses is mind boggling. Like, I think it's like, reported I think, think it was Cornell. Cornell themselves did a thing, and it was 35% of women reported being raped, on their campus. That's just their campus, and that was their own survey that they did.
Julie Carr: One in four female undergrads in college, are sexually assaulted by men. Currently, there are 8.9 million women undergrads enrolled. So, do the math. There are one of four, 8.9 million, there are approximately 500,000 college athletes. 8.9 million undergrads versus 500,000 College athletes. The NCAA was required to ban the 10, transgender athletes.
Elisa Hawkins: And I just did the math, that's 2 million, that's 2,000,225 million women.
Julie Carr: So, your leaders, want you to believe that over 2 million women being raped, is not as important as 10 transgender athletes. Make the math make sense. Sorry. make it make sense, make it make sense, make it make sense. Being feed a line, you're being fed a line, by horrible leaders. And if this doesn't inspire you to start taking over leadership, and like you're, like you said. Whether it is in a local office, in your own business, in your community, like, we have to organize. We have to lead. We have to make these changes, revert progress, and we need to start leading with the focus of undoing all the social conditioning, that has been done to us since the day we were born. Because it's incorrect. Again over 2 million undergraduate women will be raped, and these leaders right now, are telling you those 10 transgender athletes is the problem –
Elisa Hawkins: That’s the problem. And it's not.
Julie Carr: – 2 million. 10.
Elisa Hawkins: 2 million and, so that means. There's how many men that are raping those women?
Julie Carr: Correct.
Elisa Hawkins: And that's college statistics.
Julie Carr: Yeah, yeah.
Elisa Hawkins: I need us to organize and I need us to make sure, whether it is in the companies that we are working within, whether it is the communities that we are leaders in. We need to make sure that we sponsor women in leadership. ‘Cause here's, it, here's a quick fact for everybody 17 out of the 19 indices according to an eight, according to a Harvard Business Review article, this was a full study that was published. Women outperformed men, out of the 17 and 19 indices, this was a 70,000 person research and analysis done, of leaders, of these leaders counterparts, of these leaders and the teams that those leaders led. As we perform, and other of the two that we did not outperform, it wasn't that we did not, we were tied neck and neck with them. So, like, so we clearly are good at, we're clearly good at it. Not every woman is great at leadership, ‘cause believe me, I've had a female leader, who was not great. You and I can think of one in particular.
Julie Carr: Oh, yeah. Yeah.
Elisa Hawkins: But we, but women who care about their team, who are empathetic leaders, like you, like they are there, and they do a phenomenal job for the most part. And we need to make sure we are promoting our next generation of leaders, and our next generation of women leaders. Because this system has been built for centuries. And it's not going to change overnight, but it's up to us to do whatever part we can to change it.
Julie Carr: Yep and lead.
Elisa Hawkins: And lead.
Julie Carr:And get into leadership. But lead. You can lead a movement, you can lead an idea. I have an idea right now, that I'm going to take on and lead. And that is getting self-defense classes paid for by the state I live in, right? And for, anybody that needs them can, can access them. Also I'm going to go even further, and push my state's politicians to make it mandatory. Every freshman in high school has to take PE, then that first semester needs to be self-defense –
Elisa Hawkins: Self defense. I love that so much.
Julie Carr: So that’s a start, right? That’s a movement I'm going to lead, for what I can control, which is –
Elisa Hawkins: Nice, I love that so much, yeah.
Julie Carr: Right. So, I'm going to fight it. I'm going to lead it. I, get an idea and lead it, if it's spreading against something. Lead fighting for something, too. Lead it. We're good at leading.
Elisa Hawkins: We are.
Julie Carr: We are good at it. Now, we can make some changes. How many women are in this country, that can make changes and lead something. Even if you're not a leader in corporate america today, who cares? I mean lead something.
Elisa Hawkins: And then, I say this a lot because, you can be a leader. With that, being a leader does not mean title.
Julie Carr: Yes.
Elisa Hawkins: We've got to have women leaders, with the titles, who can make change and affect change at companies, and who could sign off on it. But, we can also lead our in our community. We can lead, to your point, it could be something that you're extremely passionate about, that is a change that you wanna, that you wanna see in your community. Or, hey, in the United States, or whatever that looks like. You can lead that. You know, you can be a leader on your team without the title. And you can have, you can have space, and create space, for the team members who are, you know, challenged maybe, right now. If they’re women, who are really effected by what’s happening right now. And, so, like, create that space. But, yeah. Jullie, we could go on and on about this I know.
Julie Carr: I know.
Elisa Hawkins: So, for the audience, we were actually talking for about 30 minutes before we hopped on here, that’s how –
Julie Carr: Before this!
Elisa Hawkins: ‘Cause it’s something that we’re so super passionate about.
Julie Carr: Yeah.
Elisa Hawkins: And I wanna thank you for holding space, for me in this. And for coming to chat about it, on a Sunday, for taking some time to do it. But to everyone out there. And I have to say if you are a survivor or if this is something you’ve been through and you’re struggling. Please, go to someone, go get help, go talk to someone. This is not your burden to carry by yourself. You, reach out to your friends, or somebody that you feel safe with to, to talk about what you're going through, and what you're feeling. And just know that, you, we are all better together as a community, than we are ever separated. There's been a lot of things happening trying to divide, and there's been some successful things that have happened. Successful ways that has happened, unfortunately. However we are not as divided as what they would like us to think that we are. We are all in this together.
Thank you Julie, thank you audience, and we will see you next time.
Leadership shows up in what we challenge, who we stand beside, and what we refuse to excuse. My thanks to Julie Carr for having this conversation with me. This week, take one action, support a woman in business, advocate for someone, or challenge a decision that deserves scrutiny. That is the real work of leadership.
Thanks for spending this time with me today on the Real Work of Leadership. If this episode gave you something to think about, or better yet, something to act on, please take a minute to rate and review the show at ratethispodcast.com/realwork and if you would like to learn more about working with me for my advisory services, our leadership accelerators, and my one-on-one coaching, please visit herrevenue.com until then I'll see you next time.
