You're Overqualified Podcast - Career and Leadership Strategies for Women

In episode 146, we're talking about how to ask for a raise when you've taken on more responsibility.You raised your hand for growth, stretch projects, and a bigger scope, and your pay is ready to catch up with the work you're already doing. This episode shows you how to build your case with numbers and plan the conversation.In this conversation, I break down how scope grows quietly, why most companies tie pay to level, how to build your case from your job description, your review goals, the market, and the role above you, and why this is a series of conversations. I also share a reveal: my new 8-week cohort, Get Promoted Before Review Season, which opens for enrollment today. In this episode, I cover: → Why more responsibility doesn't automatically mean more pay → How pay is tied to your level in most companies → How to list the work outside your scope and measure it in hours → How to compare your work to the role above you and to the market → How to plan timing, who approves, and how to present it → Why asking for a raise takes multiple touch points → The new cohort: Get Promoted Before Review Season Key Takeaways: – Scope can grow quietly while pay stays the same. – Start with the job you were hired for, then list everything outside it. – Measure that outside work in hours and dollars, using the market and the role above you as benchmarks. – Frame the ask around how it makes sense for the business and your manager. – Plan for several conversations, and let the answers show you your true options. Chapters: 00:00 Welcome and a new way to work together 01:24 Why more responsibility doesn't mean more pay 02:49 Pay is tied to your level 03:13 Build your case: job description, reviews, outside scope 04:08 Look at the role above you and the market 05:46 Having the conversation 07:11 It's never a one-and-done ask 07:37 Recap 08:04 The new cohort: Get Promoted Before Review Season0 8:31 Free live training, Wednesday, October 28 08:55 Who the cohort is for and what we cover 10:07 Enrollment details and early bonus 11:03 Questions and wrap-up Learn more and stay connected: Get Promoted Before Review Season: https://danitan.com/promotion-cohort/ Free live training, Wednesday, October 28: https://danitan.com/promotion-training www.danitan.com www.linkedin.com/in/dani-tan Get Promoted Before Review Season: 8 live Thursday sessions, November 19, 2026 to January 28, 2027, 11:30 a.m. CT / 12:30 p.m. ET. No sessions Nov 26, Dec 24, or Dec 31. Enrollment closes Tuesday, November 17. $987, or 2 payments of $518. Early bonus: submit the interest form by Friday, October 30 and enroll within 48 hours of my reply, and you get a free 45-minute private session with me. Details and the interest form:https://danitan.com/promotion-cohort/⁠ Free live training, Wednesday, October 28 at 12 p.m. CT / 1 p.m. ET: https://danitan.com/promotion-training⁠ Questions? Text the word COHORT to 833-966-4974. Once you get the reply, send your questions. You can also DM me on Instagram @danitani.

In episode 145, we’re talking about whether you should turn down a promotion, told through my client Steph’s story. If you’re greenlit, or close, and a quiet voice is asking “is this what I actually want?”, this one is for you. Steph was set for her promotion, and what she found out along the way changed her next step. In this conversation, Steph shares how she tested the decision, what it felt like to question everything she’d been taught, and how she made her choice with confidence. In this episode, we cover: → Being greenlit for a promotion and still asking what you want → The questions that helped Steph decide, including her values and her ideal day → How to ask your manager the hard questions, and what a “false yes” is → Planning the exit: transition plan, boundaries, and a sabbatical plan → Why a promotion creates options instead of a finish line Key Takeaways: – A promotion creates options, and the goal is to build a life you want. – Your goals can change in coaching, and that is the work doing its job. – A “yes” from your manager can be a false yes, so keep asking until the picture is complete. – Plans create safety in a new path. – The skills compound after coaching ends. Chapters (raw recording times, re-time after your edit): 01:47 Meet Steph 02:06 Why she hired a coach 04:52 How her goals changed 06:11 “I don’t want this promotion” 09:55 Asking your manager the hard questions 13:02 The moment she knew 15:28 Making a scary decision with confidence 19:43 The plans: transition and sabbatical 21:30 Why coaching is an investment 26:41 Skills that compound How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

In episode 144, we're talking about skip-level meetings, the promotion move you probably think is a waste of time.This one is for you if you're delivering great work and a little voice keeps asking, "What if I'm wasting their time?" I'm sharing what that voice sounded like for me at every title I held, what happened when I finally showed up to my skip-level meetings, and why those 20 to 30 minutes ended up helping both of us.In this conversation, I break down the inner narratives that keep you out of the room and what your skip-level is actually looking for.In this episode, I cover:→ The thoughts that talk us out of skip-level meetings, and where they come from→ Why skip-level meetings are a known dance, and why they help your skip-level too→ How a 20 to 30 minute meeting every other month led to my weekly recaps being forwarded to the senior team→ What skipping these meetings costs in time, visibility, and promotion cycles→ How to break the pattern when an inner voice keeps stopping you before you startKey Takeaways:– Skip-level leaders are responsible for developing talent, so they expect this conversation– Your skip-level may not have your work fresh and top of mind, even when your manager shares updates– The work that feels ordinary to you can be exciting to someone farther from the ground floor– A short recap email after the meeting puts your work in front of more people– Skipping a meeting that happens every other month costs you months, and sometimes a promotion cycleChapters:00:01 Welcome + what we're talking about today02:08 The thoughts that keep you out of the room04:31 The dance: what your skip-level expects from this meeting06:56 My skip-level story and the recap email09:20 What skipping these meetings costs you11:43 The inner voice and how to break the pattern14:03 Why brilliant, ambitious women get stuck, and how coaching helps How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

In episode 143, we're talking about why your promotion decision happens months before your review, not during it. This one's for you if you're executing, delivering, doing the work, and still watching the title and the pay stay stuck. I'm breaking down the real timeline behind promotion decisions, the one bias working against you without you knowing it, and the exact first moves to make right now before performance cycle season hits. In this conversation, I break down why waiting for review week is already too late, and what to do instead. In this episode, I cover: → Why the promotion decision is made months before your official review conversation → How recency bias quietly works against even your best quarters → Why one single champion (just your manager) is never enough, and what I call the "leadership ecosystem" → How to start building your business case today, not the week before your review Key Takeaways: – Promotion decisions are made long before the performance review conversation happens – Recency bias means your manager won't remember your February wins by October – You need more than one person vouching for you across your organization – Waiting until review week to build your case means you've already waited too long Chapters: 00:00 Welcome + who this episode is for 01:07 Your promotion is already being decided 02:18 The real timeline: why cycles start months earlier than you think 03:23 Recency bias and why nobody remembers your February wins 05:33 The leadership ecosystem: why one champion isn't enough 06:47 Two client wins: new offers, new titles, in one week 09:07 Why this isn't common knowledge, and why it's not about hustle 10:07 Start now: build your business case before cycle season How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter

In episode 142, we're talking about what happens when you stop waiting for permission and start trusting your gut, even when you're scared. This episode is for the first-gen high performer who has been playing it safe in rooms she's already earned a place in, and is ready to see what's possible when she bets on herself. My client is Stacey, a corporate professional and the owner of Sip N' Slay, and her story is proof you don't have to choose between showing up fully at work and building something of your own. In this conversation, I break down how Stacey went from staying private and playing small to landing a feature on WGN News and getting into Matcha Fest Chicago in her drinks business's first year, all while doing the work in corporate at the same time. In this episode, I cover: → What actually led Stacey to invest in coaching as a first-gen eldest daughter → The difference between corporate's individualistic culture and the collective "we" she grew up with, and how she learned to flex between them → Why nobody knows your wins if you don't share them → How Sip N' Slay started at a farmers market with her niece and nephew → What it looked like to say yes to visibility before she felt ready Key Takeaways: – Your own experience already makes you an expert, you don't have to be the loudest person in the room to have influence – Confidence isn't waiting for someone else's green light, it's trusting your own gut – You can hold both: excelling in your corporate role and building something creative on the side, for the joy of it – Rejection is part of putting yourself out there, and you put yourself out there anyway Chapters: 00:00 Intro 00:58 Meet Stacey 02:28 What led her to coaching 04:52 The tipping point to invest in herself 07:23 Confidence as the real goal 09:09 Individualistic vs. collective culture at work 10:57 Trusting her gut over waiting for a green light 13:06 The shift to being visible 16:21 How Sip N' Slay started 19:18 Holding corporate excellence and a creative business at once 20:35 WGN news, Matcha Fest, and betting on herself 23:47 What's different about Stacey now 25:49 Her advice: do it scared How to work together - book a call or DM with questions on IG or LI. Book a Discovery Call ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠here⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ to learn what it's like to work together Connect and DM on LinkedIn: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.linkedin.com/in/dani-tan⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ Connect and DM on IG: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.instagram.com/danitani/⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ My site: ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠www.danitan.com⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠⁠Join my weekly newsletter