141. Have the Audacity to Reclaim Your Power in Midlife

Are you feeling the tension between wanting to speak up… and wondering if it’s “too much”? Or maybe you’ve noticed your confidence shifting in midlife—at work, at home, or even in your own body?

In this powerful and deeply honest episode, Sara is joined by two incredible leaders—Gloria Feldt and Heather Florio—for a conversation that goes far beyond menopause. Together, they explore what it truly means to own your power as a woman today—especially in a world that still challenges, questions, and often undervalues it. From workplace dynamics to menopause advocacy, this episode will leave you thinking differently about your voice, your value, and your next bold move.

This conversation is also a behind-the-scenes look at the Take The Lead “Power Up” Conference—where the theme of audacity takes center stage. And trust me… you’ll walk away inspired to take action in your own life.

In this episode:

[03:04] – What “audacity” really means in leadership—and why speaking up matters more than ever 

[04:22] – Why progress for women isn’t linear (and how pushback can actually signal growth)

[08:35] – What real workplace support for women looks like (beyond performative DEI policies)

[13:49] – Redefining power—and why many women unknowingly give theirs away 

[16:10] – The subtle ways women communicate at work (and how language can undermine confidence)

[17:52] – Menopause in the workplace: why this conversation is finally gaining momentum

[21:02] – How gaps in women’s healthcare directly impact leadership and career longevity

[23:34] – The challenge to take one audacious action—and why it matters

[25:10] – The most underrated obstacle women face: expectations (and how they hold us back)

[26:48] – Why the traditional “ladder” model of success may be the real problem

Links and Resources:

• Power Up Conference: https://www.thepowerupconference.com
• Take The Lead: https://www.taketheleadwomen.com

Connect with Gloria Feldt:

• Instagram: https://www.instagram.com/gloriafeldt/

Connect with Heather Florio:

• Website: https://www.desertharvest.com

The Power Up Conference takes place in Washington, DC on August 25–26, centered around the theme of Audacity: Leadership in Action.

Expect a full day of inspiring speakers, including Margaret Atwood, powerful panels on women’s health and wealth, and meaningful conversations that go beyond inspiration—into real action. ✨ Plus… it ends with a dance party (because joy is part of the revolution too).

🎟️ https://lead.taketheleadwomen.com/event/power-up-conference-and-concert-2026/e774818/register/new/select-tickets

Connect with me, Dr. Sara Poldmae:

Ready to find out what's actually going on with your hormones? Book a free discovery call here. https://renewher.meadowhillwellness.com/book-a-call

Website: https://risingwomanproject.com

Instagram:  https://www.instagram.com/drsarapoldmae

If this episode resonated with you, I’d love for you to share it with someone who needs to hear it. Don’t forget to follow, rate, and leave a review—it helps more women find this space so we can all rise and thrive together

Transcript

sara poldmae: 0:01

Sarah, welcome to menopause. Rise and thrive. I am Dr Sarah pulled May, and this podcast is your go to guide for navigating perimenopause and menopause. If you are feeling a little overwhelmed, trust me, you are in great company. Each week, I'll bring you expert advice, raw, honest conversations and simple tips to help you stay grounded and maybe even find some humor in the process. Let's rise thrive and tackle this wild ride together. Hello, ladies, today I am so excited to welcome you back to menopause. Rise and thrive. We're doing things a little bit differently today, in that we have two guests, which is unusual, but I'm I'm here for it, and they are really special guests doing really important work. So I hope this episode goes viral, because I want these ladies to be heard. Gloria felt is a nationally recognized expert on women power and leadership. She is the co founder and president of take the lead, an organization dedicated to advancing women into leadership across all sectors, a former president and CEO of Planned Parenthood Federation of America and a Forbes 50 over 50 honoree. She is also a best selling author of five books. She is a widely sought after speaker. I am feeling incredibly lucky to have her on the show, and she has worked featured in outlets such as the New York Times Forbes and time and appearances across major national media. Gloria. Welcome to the show. Thank you so much.

Gloria Feldt: 1:37

I'm so excited to be here, absolutely.

sara poldmae: 1:39

And your partner in, I won't say crime, but your partner in doing really important work, Heather Florio is also on the show. Heather is a second generation women's health advocate and CEO of desert harvest, where she has spent over a decade focused on interstitial cystitis, pelvic pain and recurrent UTI related symptoms. Under her leadership, the company has collaborated with clinicians and researchers on evidence based non pharmacological approaches to bladder health. I'm a little tongue tied today, but Heather has clinical research and ongoing work in UTI prevention. She is a leading voice on the real world patient experience, particularly women that are misdiagnosed with chronic UTIs, which I would love to delve in, maybe even in another show, because that's a whole topic in and of itself. Heather has been featured in outlets including Urology. Times. Welcome to the show, Heather

Heather Florio: 2:35

nay, thanks for having me.

sara poldmae: 2:37

Yeah, absolutely. We've got a lot of juicy topics to cover, but we'll start with this. First of all, please feel free to share more about yourselves with the audience as we go. But we're going to start by talking about take the leads conference this year. The conference's theme is audacity, leadership and action. Let's expand on that. What does audacity and leadership even mean?

Gloria Feldt: 3:04

Well, it means taking charge of the agenda for one thing, being clear about what your values are, and being willing to stand up and speak up for them. Yeah, and we really believe that this is one of those years when it is extremely important for people to do those things, and we are. We have the blessing of being a private nonprofit organization, so we are not subject to having to edit what we have to say we can say, what we can say, what we believe. And I think that people are looking for that kind of authenticity as well as the audacity to stand up, speak out and actually take action. So that's that's why we have that theme. Thank you,

sara poldmae: 3:46

Gloria, thank you. I agree. I agree. It's such important work that you're doing. And you know, Women's Equality Day was first commemorated in 1971 we are now more than 50 years in, and yet, here we are. We are convening this conference with more urgency than ever. And I guess the question that I would pose to both of you is, what does this tell us about the arc of progress, and are we bending it or breaking it, like what's going on?

Gloria Feldt: 4:20

I'd love to know what you think Heather, so I

Heather Florio: 4:22

can definitely take a stab at this one. I think that. I think that just like all things, nothing's meant to be linear. And for us, we don't necessarily see this as a negative, but more throughout time, when we push boundaries, we see push back and and I think that those boundaries that we are creating for women are being tested right now, and so now we're figuring out how we need to shore those poles up, essentially, so we are, yes, being bent and pushed. Christian art, but how do we build that framework up to be stronger for women?

Gloria Feldt: 5:06

Yeah, I just would, I was just thinking about since I actually knew Bella Abzug, who was the person who who got Congress to make pass a resolution creating Women's Equality Day. I think what she was really about was making sure people understood the inequalities that still existed. And the reason that there was an important thing to have that day acknowledged was so that people would not only celebrate how far we've come, but also be very cognizant of and keep working for all of the the to, you know, to solve all the problems that still exist and to get rid of the inequalities that still exist. So sometimes I call it women's inequality day, yeah,

sara poldmae: 5:52

and I think that's so important, to make sure that we understand that that that label was not, in and of itself, 100% true, because I know that I was born in 1973 and there were still things that my mother needed signatures from her husband or her dad in order to do so. Equality is certainly, you know, it's not necessarily. I mean, it's great that we have that day to commemorate as a way to say that we were making progress at that point. But equality, I can't, I can't fully agree with even in this in the modern day. And I think it's so important for us not to take for granted the equality that we have earned so far. And I think generationally, we do take it for granted, because unless we've struggled with something ourselves. We don't necessarily acknowledge that things were different a few years ago or a few decades ago, like my daughter couldn't believe it when I told her that there was a day in history when you couldn't get a hysterectomy without your husband's permission. And so making sure that we celebrate our accomplishments and also use them as reminders for not taking our our freedoms for granted, right?

Heather Florio: 7:10

Yeah, yeah. I mean, women even struggle though with that still today. So you know, with with women still finding ways to get around the system of of hysterectomies without your spouse's permission in different ways in which they're still pushing that forward. My daughter in law still experiences that today, so it's definitely an ambiguous word.

sara poldmae: 7:32

Absolutely, I am not sure where you ladies are living right now, but I am in Annapolis, Maryland, and and we were in the heart of Doge, where we saw people losing their jobs for what many people believe is no good reason. And in the midst of it, with all the DI rollbacks that are happening in companies and in government, simultaneously, it just, you know, begs the question, is this a coordinated cultural movement, and what does resistance actually look like from the inside in an organization? Because while women's rights are on the table in many different areas, women's workplace rights are certainly being threatened. And like Heather you said earlier, this is pushback, right? We've gotten too comfortable, and we are threatening people, so obviously the pushback is coming. What does that look like in the midst of dei

Heather Florio: 8:35

so for me, as a woman leader who owns a company and is constantly dealing with struggles and pushbacks and how to balance, you know, as a woman, I want to be loud and proud. I want my voice out there. I want, I want. And then at the same time, I have to balance the the needs of the company and my employees and and and how we guide forward through this. And I think the biggest thing is, is a lot of women are burned out, you know, and when we push back against we can still create those equalities within our organizations without having an over guiding structure of Dei, we can still put people First, put women first, we can create, you know, legislation within our own organizations related to menopause and time off. I let my employees, especially if they're women and they're having children, I give them extensive amounts of time off. I also give maternal and paternal leave. I also make sure that they can actually bring their babies to work up until a certain age. We have childcare reimbursement. I don't want women to feel like they have to give up a part of their work and their leadership within my organization just because they choose to have children or they choose to not. Have children, and so we create that balance within our organization that allows them to grow and thrive, no matter which avenue they're choosing to pursue within their personal life, because that shouldn't impact their ability to grow

Gloria Feldt: 10:15

and thrive. Oh, if every company would only have that point of view, that would be so wonderful. So, but I will say, I will say that as I because take the lead, does our we do our training and our work, both for individuals and also within organizations. And so when I'm speaking with, say, a professional association or or a company, what I often hear is it's not that they, they they feel like they have to change their language. Is what they think. They feel like they have to change their language. They may. They for the most part, they are not changing their internal policies. They're they're trying to walk a tightrope that I think is a fool's errand personally, because, you know, as as a one of my mentors, used to say, the fastest route to self esteem is to stand up for what you believe. So you know, they're going to the chickens are going to come home to roost on this one. And those that have buckled and stopped doing dei and and have really withdrawn their support for women and people of color and underrepresented groups in general. They're going to be sorry at one point that they've done that, because they will have, they will have actually ruined their reputation with the very people they need to bring in as employees, quite frankly. But that having been said, we're navigating where we have to navigate right now, and I do find that there are many companies that are staying firm with their dei commitments. And so number one, we want to work with those folks. We want to help them as much as we can. Secondly, we also know that many times women are not leaving corporate structures just because they're burned out. They're leaving because the culture isn't isn't favorable to them, and they go start their own companies. The there is a huge upsurge, which is a positive in my view of female entrepreneurship right now. So what can we do to support that? And we've got a version of our programming that is specifically for women who are entrepreneurs. So you just kind of have to figure out, where can you intervene? Where can you do, what you do, where can you give, what you have to give that will help women continue moving forward.

sara poldmae: 12:37

And a lot of women do feel, like you said, stuck in workplaces that maybe on the outside have all of these resources, right, like the mental health support in the workplace, but often it's performative, like it's not when you get down to the nitty gritty, if you're a an employee in that organization, it looks good on Paper, but the support, the real support may not be there for them, and so because a lot of these women have spent their career within this organization, they hear conceptually of the ideas that you're talking about, but the proof isn't really in the pudding. So what does real support look like? You named a few things Heather and Gloria. Definitely. I love the idea of women leaving and taking charge of their own destinies, but, you know, if it isn't a possibility, or they like the workplace in a lot of ways, but maybe don't get the support that they need, they love the work that they're doing. What should women be demanding, not just hoping for? What should women be bringing to the table to say this is what support would look like if you were really to do it, not just on paper?

Gloria Feldt: 13:49

Well, I mean, you've really what you the question that you have just asked leads immediately into what is different and how take the leads programs are differentiated from any other women's leadership program, because it has to start with the mindset of the woman herself. What we start out by doing is helping women understand power, the dynamics of power, the construction of power, the fact that in history, because men have written most of the history, and the history has been about wars and fighting and the assumption of scarce resources. And women are smart enough not to want that kind of power. And so what happens is often they'll back away from owning their power altogether, because they'll think power is a negative thing. So the first thing that we do is we help them understand that power is like a hammer. It has no attributes of its own. It's what you do with it. It's energy. You can build something with it, or you can break something apart. And as soon as I help women see they can redefine power in their own minds as a positive thing that serves them and that enables them to ask for what they want. Get what they want, identify what they want. First of all, clearly, you first have to be clear about what you do want and where you want to go, and be willing to own it and say it, and be have the skills, then to identify the powers that you have, bring them to the table, where people know you have them. Nobody's going to tap you on the shoulder and say, Oh, you're so good. You know, we're gonna, we're gonna give you all these things and raise your salary and give you a promotion. That's not gonna happen. You have to be willing to own your power, own what you bring to the table, be able to document it. Do your research. If you're going for a pay raise, for example, do your research. Present it, you know. So we teach women, first, to redefine power, secondly, to have the tools that they need to thrive in the world as it is, while they're changing it. And I think that's another big differentiator, because, you know, I've been a movement builder all my life, and it's like it's not just teaching you how to survive. I want you to know how to actually make the change that will make your life better and other people's lives better. It'll make men's lives better too. You know, men want to be able to have that flexibility in their lives too, right? But so

sara poldmae: 16:10

many women don't ask for raises. The number of women that that ask for raises and and make demands in the workplace is so, so much less than men. It's interesting. I love the concept of redefining power. Even with emails, the way that women write emails, it's often so different than men. We use words like, maybe, and if you could just, and, you know, just, we try and use this soft like, work around language and like, Oh, if you know, maybe it's my,

Heather Florio: 16:38

you know. And sorry, I had to take that out of my emails. Sorry. My word is, is, because we what, you know, as a as a leader, you know, I get 1000 emails a day, and I have to comb through those emails. So my new word is, thank you for your patience. I use that a lot

sara poldmae: 16:59

to you, because I'll write something and I'll look at it, that was very passive, and it's not my fault that I'm I mean, it's my fault that I'm busy, but that's a good thing that I'm busy and, you know, nothing's urgent. So, yeah, I love that. I say that a lot. Thank you so much for your patience. Research shows that a lot of women are leaving their jobs due to unmanaged menopause symptoms, and this is my jam. I help. I only serve women in midlife through functional medicine. And you know, perimenopause and menopause can be a lot, right? We our capacity for things, changes, good, bad, indifferent. Our energy levels can really fluctuate, and menopause is finally being talked about in the workplace. Do you think that this momentum is going to be sustainable? Or do you think it'll be the next thing that guys kind of gets brushed under the rug?

Heather Florio: 17:52

I'll take this one, Gloria. So for me, menopause is, you know, one of those areas where I work a lot in I was one of, you know, only 40 or so women at the FDA when we removed the black box warning, and being in that room was a very powerful moment. And predominantly women clinicians in there, advocating and working. And you can see the power when we work together. So you've got, you know, you've got Dr Rachel Rubin, you've got Dr Kelly Casperson, you've got tam sin fedol, you've got all these amazing women coming together to try to make a difference and make a loud, loud voice about menopause, and now it's actively being talked about everywhere, and I'm constantly getting questions about it, and that's how we affect change. I don't think that that's going to go away, because these voices are still very loud and very effective, and we're all in different halls of power in which we are trying to affect those changes as it relates to menopause and menopause advocacy within the workplace, me myself, like I was teaching Indigenous women in Peru, pelvic and sexual health and and I had a complete breakdown. I ended up getting arrested, because, it turns out, you can't teach women in that country. And and got kicked out. But the the, you know, I had this total menopause moment when I was in there, and I was like, Wait a second, you know, having this moment, having this breakdown in a completely different, you know, country, completely different world, where I'm trying to help other women, and this is the experience of a lot of women have. They don't have that psychological safety within their workplaces. They don't have those safety nets. You know, I had an amazing husband who was there by my side, backing me up, getting me out of jail, all this great stuff and and so, you know, in those moments, a lot of women don't have that psychological safety. And I think that creating and continuing to advocate we've got what Rhode Island that put in menopause legislation. Patient. We need to push that in all the other states absolutely and and, you know, advocate for women to have this within the workplace. We shouldn't feel like we should be lost. In that sense, when we, as we start to age, and we feel like we're going insane and we don't know why. And definitely, I think that there is still a lot more momentum going and a lot of steam to go and and I don't think that voice is going to be

sara poldmae: 20:28

suppressed anytime soon. I'm so happy that you feel that way, because, you know, women leave live so much of their lives and poor health compared to men, and that's just that's not a health care statistic. I know that I'm leaning into the healthcare because that's my space, but I feel like that's a leadership pipeline statistic. Like, how does chronic under investment in women's health feed directly into the gender gap in the top right? Like, I think that what you were just speaking of is like, it's just representative of the fact that we've just never been invested, no?

Heather Florio: 21:02

And I mean, it's through all levels. You know, when you're talking women in their 20s and their 30s that might be having children or starting to deal with conditions like endometriosis, PCOS, uterine fibroids, they're struggling, they're in pain, they have no options. We haven't researched. We don't know what to do for these women, other than give them maybe some birth control or a hysterectomy, and as a result, that under funding of of healthcare research for women has left even just like menopause, as we age and we're seeing women come out of the workplace as a result of menopause at early ages, in their 20s or their 30s, when they should be building their careers and their lives and balancing that work and home life and everything else like that, they can't because they're curled up in a little ball once a month and can't get out of bed and can't get out of their house because they have no other options. And so it is an inequity within women's health care in which we keep women suppressed, out of the workplace, out of leadership roles, and so it is the group of women. It's on us as women and women clinicians, to get together and fund and support these projects, because they're we're getting no they're just no NIH funding coming anymore. So we have to figure out a different way in which we can change those inequities. And that's just case basis here, let alone in other parts of the world where it keeps women suppressed so much further just because we're not addressing their needs and and so I think it's it's definitely something where we need to come together as women and support each other. And that's a leadership role in of itself, because if we all band together as female leaders, especially in the women's health care space, we've already seen what it can do for menopause. What can we do for endometriosis? What can we do for uterine fibroids and so on.

sara poldmae: 22:58

So Gloria, this is a question for you, just jumping off of healthcare, although I'll probably come back to it, knowing me, what you know this conference is a big deal. So what is the one conversation that you want people to leave this conference having, with a stranger, with a colleague, with themselves, with people in the workplace, like, what would you like the buzz to be about as they leave? I'm imagining you want them to feel empowered. But is there a particular theme surrounding Audacity? Like, what do you want people to be chatting about for the next few weeks after they leave?

Gloria Feldt: 23:34

So one of the things I never do is to say that we are empowering women. I say, we can help you know the power you have and know to use it. Okay, but the truth is, you have the power, and so that is one of the things you know that that I always want people to leave understanding that you're not a cup waiting to be filled. You have power. We can help you identify where that power is and know how to use it productively to get what you want in life. Love that. So that's, that's, that's sort of a baseline of what we always want people to leave. But if everyone leaves that conference having committed to do one audacious thing, to move themselves and other women forward, I will consider it a huge success, and we always wrap things up with a session on commitments, like, what are you going to do? You've had all these good speakers. You've learned all this stuff. You may have had some great new ideas that come to you, because sometimes when you sit in a conference, you get a pearl of wisdom that you hadn't thought of before. So what are you going to do about it? What are you going to do with it? And if people leave with one audacious action, they're going to take and they've made a public commitment to it, I will consider the conference to have been a huge success, amazing.

sara poldmae: 24:59

So. So we talk a lot about the glass ceiling. What do you think is one of the most underrated obstacles women face in climbing the ladder today?

Heather Florio: 25:10

I'd say expectations we we create, we overburden ourselves with expectations and and I think that that's what limits as Gloria just said, we have the power and and, and take the lead. Wants to teach you how to use that power effectively for yourself, for other women and and to be that voice of change. And I think that that glass ceiling chatters by doing that and, and, you know it Gloria has had such a profound effect on me as a woman, as a leader, and I get to use those tools every day. I can sit in a boardroom and be the only woman in in a meeting, and my silence, for me is my power, because I'm sitting there listening, I'm there observing, and I'm understanding you want to exclude me from the conversation. I'm just waiting for the right opportunity to use everything that you're saying against you, and and and that you know. So silence has become a power for me. Where? Where before I you know you as a younger woman, I could shrink into myself. I could I could feel that that silence was just slowly making me shrink inside myself. And it's no silence is my power, because I can sit there and I can be silent, and I can plot and observe and plot and utilize at the right moment. And so it's now a power for me, where as when I was younger, was very much a withdrawal inside myself a moment. Yeah, that's

Gloria Feldt: 26:48

interesting, because that the reason they say the as best. There's no way to exactly prove this, but apparently the reason that more that companies that have more women in their leadership are more profitable is exactly because women can do what you just described. Heather, you know how to read the room. Don't come in bombastic thinking. You have all the answers. Identify what's really going on there, because there's always the stuff that's happening under the surface. What is it? What is it that people are really wanting, and what are they really saying and thinking and feeling so that you've just exactly nailed the huge power that women have, if only they realize it and and we'll use it in a conscious and intentional way. I love that. I want to just say that I think maybe you know in answer to the question of the latter, I think the ladder itself is the problem at the fact that our structures, in in most organizations, are very linear, and they are ladder built. And instead of understanding that sometimes people need to step in and step out sometimes. And this holds for men again, as well as women. It I mean, I know a lot of men who end up having to be caregivers, and they're suffering the same way that women are, because the expectations haven't changed, and the latter itself, that structure, that inflexible structure, is a big part of the problem. And so there's a systemic need to change how we even think about organizations as not just top to bottom linear. You have to rise up, up up, up, up. But there needs to be different ways for people to contribute and maybe step back a little sometimes and then step up. I mean, I'll tell you, I have a son who had many opportunities to rise into upper leadership that he didn't take because he is very committed to his family. And he wasn't going to go move to a country where where he wasn't going to see his family for six months at a time. He wasn't going to, you know, there just were things he wasn't going to do. And women make those kinds of sacrifices all the time without being credited for

sara poldmae: 29:05

them, right? And men, when they make those sacrifices, sometimes catch a little bit of crap for it,

Unknown: 29:11

you know, with the woman

sara poldmae: 29:12

stuff, you know, all that upset. So if a woman is listening to this podcast, and she's never been to this this conference before, what are some things that she should know logistically. Just tell us anything else you want to know. Want us to know about the conference. I'm very excited for it. I'm very excited to have met both of you ladies, very, very inspiring work that you're both doing. So tell us what else we need to know. Go ahead, take it ever

Heather Florio: 29:43

All right, so, so this, we've got a two parter. We've got a two day event to this on the 25th we will be doing, actually, a dinner. This is a fundraising dinner art show. And. And we're partnering with vote for your daughter on this particular event. And the venue is called the square. It's in DC. This is happening in DC on August 25 so if we want to make a loud voice after the F Trump's f1 race, this will be the place to do it. So I think that ends on the 23rd or the 24th through DC, and then on the 25th we will have the event that day, and then the conference is actually on women's equality day, all day long at the Ritz Carlton in DC, we actually had to move the event at the last minute. We've been trying the Ritz was very nice to be able to help us make this come to fruition. Because we amazingly have Margaret Atwood who is coming to start off our day, which we are very The Handmaid's Tale, the new show, the Testaments on Hulu. And we're really excited, because she's really going to start our day, you know, she's this, this, you know, for thinking dystopian era, very timely right now. And then we want to spend the rest of the day showing you, kind of, how we're how women are changing this, how, you know, you can own your own power and help affect that change. And so we have some amazing leaders throughout the entire day who will be speaking, and I'm sure Gloria will add to this little bit more than me, but this will be an all day event at the Ritz Carlton in Washington, DC.

Gloria Feldt: 31:34

I'm going to add one of the speakers that I'm most excited about, in addition to Margaret Atwood, is Minda hearts. And Minda has, really, she has written several books about, basically about corporate life, and particularly as it pertains to women of color. And the first one was the memo, and it was, it was sort of surfacing what many of the issues have been. But her last book, I think, is going to be the most compelling for her to talk about, which is about the importance of trust in the workplace, and how, how that plays out in in productivity, how it plays out in loyalty to a to a company. Things that need to be changed in the workplace to ensure that people actually have that feeling of trust about what they're the work that they're doing, and why and who they're working for. Minda is a fabulous speaker herself, and we will have a we'll have a wonderful panel on that. Heather will be curating an incredible panel on women's health, and I just can't even imagine what we're going to say about that. I mean, you know, it's, as you can see, Heather does not hold back. We'll also do well. I mean, health and wealth are two of the important things. So we will also talk about about the wealth issue and why women need to take charge of their own finances and understand them and build wealth. Not just think about a paycheck, but how do you actually build wealth? So all of these things are very practical, but I would say the secret sauce is always connecting with other amazing women and

sara poldmae: 33:09

Well, I'm excited. I hope I can attend, and I hope some of my listeners come, so that I can meet them in person as well. Yes, exactly. Now it sounds so fabulous and so inspiring. Oh, and let me not

Unknown: 33:21

not forget to say, we end with a dance party. Oh, super fun. What kind of you have?

Gloria Feldt: 33:26

Some joy. You got to have some fun. And there's a group that has been with us for every single conference that we've done called Betty, old friend of mine, and in the women's pop group. And they are. They're going to do a dance party at the end so we can all leave feeling upbeat and ready to go change the world. Great.

sara poldmae: 33:48

And what is the website associated with registrations?

Unknown: 33:52

The easiest one to find is the power up conference.com Okay.

Gloria Feldt: 33:59

Power Up conference.com if you forget that, you could also just go to take the leads website, take the lead women.com and the conference is right there on the homepage too, so which will hopefully make it easy. There's a LinkedIn event. You can go there, you know, wherever you know, email us, email Heather, email me. We'll get to

Heather Florio: 34:20

find out amazing. Just know we only have a limited number of tickets, and we are once we that's why we actually had to find a larger venue. Because once we got Margaret Atwood coming, tickets really started selling, and that conversation really became active and timely to what's happening today. So get your tickets while they last, amazingly, because we want you to be a part of this day, part of this conversation, that room, the first time I ever stepped into it, it's electric, and there's so many amazing women doing so many amazing things. There's it's just you, we. Will have so many women to talk to enjoy it and and learn and grow and thrive.

sara poldmae: 35:05

Wonderful. Well, thank you, ladies for being on the show. This was super fun. I think the listeners will definitely get a lot out of it. A lot of food for thought, for sure, about how we can step into our own power and help ourselves. Help others, all in the process. Help our daughters. Help our daughters. Daughters, that's gonna make me cry, but thank you everybody for tuning in to menopause. Fries and thrive. And I hope that you have an amazing day. Foreign.