Ok, if you’ve been following this series you know that I’ve recently shifted from life as a corporate executive to having my own consulting practice.

In previous posts of the Pride Series, we have explored the ways in which gay, bisexual, lesbian, queer, and transgender people are overlooked and thus their leadership potential squandered. Unfortunately, LGBTQIA+ people of color (POC) face everything the general LGBTQIA+ non-POC population faces, and then some;

In previous posts of the Pride Series, we have explored the ways in which gay, bisexual, lesbian, queer, and transgender people are overlooked and thus their leadership potential squandered. Unfortunately, LGBTQIA+ people of color (POC) face everything the general LGBTQIA+ non-POC population faces, and then some;

In our previous post, we briefly explored the nuances on the feminine side of the gender spectrum and the unique challenges facing those whose identities reside there, and today we slide on down to the masculine side. People may not typically think of men when they picture bisexuality,

In the introductory post for our new series, we talked a little bit about some terms and left on a bit of a cliffhanger. As promised, let’s define a couple of those terms, and then we can transition our first subject of the series.

One of the lessons I quickly learned in this new COVID environment is I had to create a space in my home for my business.

There’s this feeling that overtakes most moms almost every day…mom guilt.

In the last post, I mentioned that my husband and I have a shared family calendar we use to keep track of our family schedule.

Over the past couple of weeks, I’ve shared insights on how you can continue to learn throughout your leadership journey.

As a Boss Mom, I wear several hats. The most important ones are my wife and mom hat.