Co-Founder The Product Cradle| Ex- Product Manager MTN| Product Management, Strategy, Fintech & Marketing|

I work with startups and growth-stage companies to design, launch, and scale products that solve real customer problems and drive sustainable business growth.

With over 15 years of experience across telecom, fintech, energy, and digital services, I have led product strategy, go-to-market execution, and growth initiatives in complex, fast-moving environments. I previously spent over a decade at MTN Nigeria, one of Africa’s largest telecom and technology companies, where I led the development and lifecycle management of multiple customer-facing products.

My work sits at the intersection of product, marketing, and commercial strategy. 
I support companies with:
• Product strategy and roadmap definition
• Customer and market insight translation into viable products
• Go-to-market and growth strategy
• Cross-functional alignment between product, marketing, and operations
• Product operations and execution frameworks for scale

Beyond consulting, I have worked closely with founders and leadership teams to refine positioning, improve customer experience, and drive measurable business outcomes.

I hold a postgraduate diploma in professional marketing from the Chartered Institute of Marketing (CMktr) and multiple certifications across digital marketing and AI-enabled tools.

If you are building or scaling a product-driven business and need strategic clarity or execution support, feel free to reach out.
📩 laraosiyemi@gmail.com


Omolara Osiyemi - CMKtr, ACIM

Founder @ PMDojo | Ex-Atlassian | Product Leadership Coach | Keynote Speaker | Community Builder | Mom 👩‍👦🐶

You’re a high-performing woman doing everything right. You consistently deliver the results, survive the fire drills and have proven your value ten times over. Yet, when the Dir/VP roles open... you hear

"Be more strategic" "Have more executive presence" or "Wait your turn"

while less qualified people move ahead.💔

This isn't about your work ethic or working harder. It’s about power, perception, and strategic influence. As a former C-Suite executive, I know how these decisions are made because I've sat in the talent reviews and promotion discussions.

I started my career right at the bottom in a junior Tech Support role and fought through dysfunctional reorgs and M&As to become a Company President and C-Suite Executive. 

As a working mom and often the youngest executive in the room, I was told every reason why I wasn’t “fit” for the top. I didn’t just shatter the ceiling…I mastered the behavioral psychology required to own the room.

I’ve helped 5,000+ women get promoted at Dir/VP and C-Suite levels and, for many, build founder paths alongside or beyond corporate securing $5.5M in combined raises. and secure $5.5M in combined raises in months, not years.

Stop being the doer that does all the work and start being the leader who leads it. Every cycle you wait is a $40k-$125K mistake.

Send me a DM. Get your seat at the table.✌️

Bosky Mukherjee

Elizabeth Stone just got promoted at Netflix while the knowledge jobs around her are disappearing.

Here's the positioning move that made it possible.

AI is eliminating white-collar roles faster than anyone predicted. 
Companies are calling it "rightsizing." 
The people living in it know what it actually is. 💔 

And in the middle of all of it, Netflix promoted Elizabeth Stone to Chief Product & Technology Officer, leading product, engineering, AI, and machine learning for 300 million users.

Her background? Economics PhD. First job trading derivatives at Merrill Lynch. Not a traditional tech path by any measure.

She didn't out-execute the machine. She positioned herself above it.

↳ She expanded her scope deliberately by thinking outside what traditional career ladder jump advice tells us. For example: people typically think of career as rising up their function division so its vertical expansion, Elizabeth took more of expanding breadth.

↳ She became known for something far rarer than execution. Netflix's co-CEO, Greg Peters, praised her ability to "simplify complexity and connect dots across the business." That's what AI still cannot replicate.

↳ She moved toward the decision layer. The roles disappearing are measured by output. The roles expanding are measured by strategic judgment.

If you're a woman in senior level navigating this market right now, here's what Elizabeth's path is actually showing you:
1. Stop protecting your current lane. Start expanding into the decisions above it.
2. Your value needs to be visible in outcomes and judgment - not effort and availability.
3. The window to reposition is open now. It won't stay open indefinitely.

The difference between career obscurity and growth right now isn’t capability. 
It is how you are making your strategic thinking and impact visible at the decision table at the highest levels.

AI gets better at doing and execution every day. 
It cannot replicate strategic thinking and leading under ambiguity. 
That's where organisational power sits.

And it compounds, but only if you start building it now.

Congrats Elizabeth, I have not stopped talking about you. 💪 

P.S. What's one move that shifted how leadership perceived you? 👇

Asha Sharma was just named CEO of Xbox. 

I went back to her LinkedIn and just scrolled. 
Because her career doesn't look like what people imagine when they think "future gaming CEO."

She didn't grow up inside Xbox. 
She moved across completely different spaces.

In 2011, she started at Microsoft in marketing. 
Left after two years to join Porch Group as an early employee, became COO, and helped take it public at a billion-dollar valuation.
She joined Meta to lead product and engineering.
She joined Instacart as COO (led a $30B P&L to IPO).
Then she returned to Microsoft in 2024 to run Core AI Product, right at the center of the company’s biggest AI bets.

And now, in 2026, Satya Nadella announced her as CEO of Xbox.
Her appointment surprised many because she isn’t a gaming veteran.
People have already started questioning whether she’s the “obvious” choice.

But instead of shrinking from that, she's openly acknowledged she needs to earn trust in this space. That shows strength and humility as a leader.

Run her career through the old-school "traditional path" filter, and it probably wouldn't make sense.

Maybe that's the point.

Old playbooks don't work the way they used to, especially now, as traditional career ladders are being thrown out the window.

3 things I want women feeling uneasy about career growth to take from her story:

1️⃣ If your path zigzags and looks unfocused, tell the story of your breadth of experience.
2️⃣ If you pivot industries, don't think "starting over." Think compounding skill sets.
3️⃣ If you step into something unfamiliar, remember everything is figureoutable.

Asha's career doesn't look smooth. 
It looks layered. Nonlinear. 
Slightly uncomfortable.

Which is how most real careers look. 
We just don't post about the messy parts.

If your path feels zig-zaggy or “not obvious,” I hope Asha’s story inspires you to pause and see the possibilities in your own future. 💪 

♻️ Share this with someone who needs to hear this story today.

I help women become Dir/VP leaders in AI-native companies | Former C-Suite Exec | Ex-Atlassian | 5K+ women coached | $5.5M+ in raises

4 out of 5 senior women I work with have heard the same three words: “not strategic enough”. 🫢 

Almost none of them got a clear explanation of what that meant.

You hear it in performance reviews.
You hear it in promotion conversations.
And rarely with a real definition attached.

Here's what "leadership" actually means when they say it (and what they don't).

They don't mean your ideas are bad.
They don't mean you need to speak more confidently or read more business books.

What they usually mean is this:
1. They can't see how you think about tradeoffs, risks, and outcomes.
2. They need to reduce their own burden, not add to it.
3. They want a decision point, not a status update.

Honestly, being "strategic" isn't a personality trait.
It's a set of behaviors that signal executive readiness.

The skills that compound at this level, whether or not your title changes, look like this:
↳ Speaking in outcomes and tradeoffs, not just deliverables
↳ Bringing a clear recommendation with the decision already framed
↳ Showing judgment when the path is unclear, along with execution
↳ Communicating in a way that makes leadership's job easier, not harder

These aren't soft skills. They are the non-negotiable skills that build your market value quietly, even in a year where you might feel like there is no way out of feeling stuck.

Because at the leadership level, nobody at that table cares how prepared you are. 

They care about one thing… 
• whether you make the business win or you don't. 
• whether you make the company more money, or cost it some.

P.S. What's one piece of feedback you've received at work that took you a while to decode? Drop it below.

The AI race is making a lot of smart people feel stupid.
So many women I talk to are doing exactly what everyone says to do.

Learning AI tools.
Watching YouTube tutorials.
Trying to stay ahead.

And yet I keep hearing the same sentence:
“I’m trying to keep up… but I still feel like I’m falling behind.”

If you already have a full plate at work or you're a busy working mom like me,
you’ve probably wondered:

Where is all of this supposed to fit?

I call this the "AI shame cycle".
You see constant hot takes, tutorials, and “how I built this with AI” posts everywhere…

And it quietly creates the feeling that everyone else is ahead of you.

So you keep learning.
But you still feel like you’re not doing enough.
And the cycle just keeps repeating.

In today’s newsletter, I share three ideas you can start using right away even if you're already stretched thin.

Rooting for you. You can absolutely do this. 💪 
Happy reading.

P.S. How are you learning about AI to help you become the top 10%?

The following is an excerpt from my free weekly email newsletter Rise & Thrive for high-achieving and ambitious women. Subscribe Now and you’ll get th

Open article: “AI shame” doesn’t go away just by learning more by Bosky Mukherjee • 3 min read

“AI shame” doesn’t go away just by learning more

Every year, we get a new "Women in Tech" report, but the numbers barely move.

28% of tech leadership is women, the same as 5 years ago. Maybe the problem isn't women. Maybe it's the rooms that keep pretending they don't see them.

These 6 women stopped waiting to be seen.

1: Marian Croak - She filed 200+ patents on the internet, pioneered VoIP across 30+ years at AT&T, built tech that raised $43M after Haiti's earthquake, and became one of the first two Black women in the National Inventors Hall of Fame. Now, she’s the VP of Engineering at Google.

Lesson: Build so deep that history has no choice but to remember you.

2: Avital Arora - From being an engineer at Dell to Salesforce VP, to now VP of Engineering leading AI & Compute Infrastructure at Google, she scaled teams from 0 to 250+ globally.

Lesson: You don't climb the ladder, you build it, rung by rung, person by person.

3: Kamala Subramaniam - Emigrated from India, earned a PhD from NC State, and built a 1,000-engineer cloud hub for Google from scratch in Durham. Now Director of Engineering & Site Lead, she built an entire ecosystem, not just a team.

Lesson: When you build ecosystems, instead of just teams, you become impossible to replace.

4: Divya Ramakrishnan - Joined NVIDIA when it was "just a GPU company." 15+ years later, as Director of Hardware Engineering, she turns silicon into AI, gaming, and data center products. A YWCA honoree who stayed while others job-hopped.

Lesson: Loyalty to the right company, at the right time, is itself a career strategy.

5: Fatima Oguz - 15 years at Qualcomm.  As Director of Engineering, she ships software powering mobile tech globally, while leading Qualcomm Women San Diego as President.

Lesson: Depth in one place beats breadth in many. Master your domain, then use it to lift others.

6: Sarah Knapp - Survived telecom M&A chaos at Lumen for 14 years. Joined DHI Group, Inc. in 2021 and rose to VP of Technology Operations in 4 years.

Lesson: Outlasting chaos is a skill, and it's the one that most people quit before they learn.

Instead of waiting to be seen, these women built things that mattered.

Most women in tech are still rewarded for staying behind the scenes instead of being in the room alongside their male counterparts. With AI reshaping what "valuable" looks like, the window to change that is narrowing fast.

Ready to make the shift? Join me on Feb 24th. (Link in bio)

Tag a woman in tech who deserves visibility. 👇

Nelly from my community just negotiated a $285K role. 
She almost said "YES" when the company initially offered $150K. 🤢 

When she got the initial offer, her first instinct was to say “yes” immediately. 
She told me, "I didn't want to seem difficult."

I have been guilty of this in the past too.
Women who've managed multi-million dollar programs, driven company-wide results... will still hesitate to counter an offer.

Talking about money is never easy.
The number we are given can feel like a verdict about our worth. 

But, it doesn't have to be.

When Nelly and I started working together inside Leadership Edge, we focused on four things:

✅ Understand real comp data inside companies (in current times)
✅ Reframe her narrative around business impact instead of years of experience
✅ Prepare her to walk into that conversation with evidence, not just hope.
✅ Become comfortable talking about money, pushing back and negotiating with confidence. 

She countered and held firm. 
The result was $135K more in total compensation. 💃 
Just from one conversation.

3 things I want every woman reading this to take away:
1: The first offer is almost never the final offer. Treat it as a starting point.
2: Anchor your ask to the value you create, not what you earned before. Your last salary is not your limit.
3: Negotiation is not confrontation. It is a business conversation. The company expects it.

A similar post went viral on X this week, where someone shared how 30 seconds of discomfort earned them $10K more per year. That's $50K over five years.

Now imagine what happens when women start doing this consistently.

If you've ever accepted less than you knew you were worth, I'd love to hear what held you back.

And BTW, Nelly, I'm so proud of you. You can choose the most expensive restaurant, it's my treat. 🙌 🥰 

♻️ Repost this to help women negotiate their worth with confidence.

52 women ran Fortune 500 companies in 2024. In 2026, it's 55.
The number is small. What moved it isn't:

1. Amy Howe, CEO of FanDuel: She took FanDuel into 24 states while everyone else was still figuring out the playbook.

2. Pamela Abdy, CEO of Warner Bros. Entertainment: She put $4 billion on the board at Warner Bros. and made room for female directors when the spreadsheet didn't ask her to.

3. Gail K. Boudreaux, CEO of Elevance Health : She is responsible for the healthcare of 109 million people. She kept expanding access in the most uncertain year the industry has seen.

4. Mary Barra, CEO of General Motors: She has been CEO of GM since 2014. Still at the top of Fortune's list. She is still personally responding to customer letters.

5. Jane Fraser, CEO of Citi: She inherited a mess at Citigroup and increased profits to 37% and company company stock to 66%. She was the first woman to lead a major Wall Street bank and she led with the work, not just some headlines.

6. Carol B. Tomé, CEO UPS : She restructured a 460,000-person operation by doing less, but better. She was named the top supply chain leader of 2025.

They never announced themselves. 🙌 

Amy didn't make the story about being a woman in sports betting. 
Pamela didn't hold a press conference about female directors. 
Jane didn't frame her entire tenure around being the first.

They went to work. Deep into it. 
The kind of deep where you're too busy solving the actual problem to wonder if you belong in the room.

I think about how much energy we spend waiting to feel legitimate. 
Waiting for the room to shift. Waiting to be invited all the way in.

We were told that was how you break the glass ceiling. 
But what if it was just a way to keep us out, with no seat at the table ever intended? 🫢 

These 6 got so rooted in the work that the question stopped being relevant.

I wonder how many of us are still waiting at a door that was never going to open from the other side.

“I think I stayed quiet because I felt grateful.”
Natasha from my community said this to me.
And this is what it cost her.

Natasha is a senior director in tech. A consistent high performer, the kind of person leadership calls when something is broken and needs fixing fast.

Then a re-org hit. 
A new leader came in and brought their own people. 
Natasha found herself on the outside of decisions she used to own.

She could see it happening.
❌ Meetings she used to lead? Gone.
 ❌ Decisions she used to own? Reassigned.

They didn’t remove her.
They just stopped needing her in the room. 
She was slowly losing her seat at the table.

But she didn’t act.

Because she felt… grateful.
Grateful to have the role. Grateful to be trusted. Grateful to “wait it out.”
So she stayed quiet.

This is what she said to me:
“Bosky, I think I’ve been playing it safe because I felt like I should just be grateful for where I am.”

And this is where so many of us get stuck.

Because companies don’t operate on loyalty.
They operate on shifting priorities.
And while you’re being grateful…the business is moving on without you.

Gratitude isn’t the problem.
Staying grateful while your influence shrinks is.

We got to work together:
↳ Made her work visible beyond her company
↳ Reconnected her with people who could vouch for her
↳ Helped her step back into negotiating from a position of strength

Two months later? She got tapped for an external VP role. 💪 🥰 

Your company will always make business decisions.
The real question is:
Are you making yours before a reorg makes them for you? 🫢 

P.S. What would you tell a woman who is quietly going through this right now?

A C-level executive taught me one framework in 2008. Years later, it saved my career as a working mother. 💪 

During the first 5 years after having my son, I never slept through the night. 
He would wake up crying or needing to go the bathroom and wake me up. 

I was deprived of sleep and still pretending to function like everyone else.
On the professional front, I was building a 300 person team from ground up, and navigating a toxic promotion battle.

Every decision felt impossible because everything felt equally urgent.

So I went back to something I had learned from that executive years ago.

Give yourself just 3 options. I wrote mine down:
Option 1: Start an executive-level job search.
Option 2: Step away from work, be home with my child, because T was just 5 back then, and search when I feel ready.
Option 3: Stay, flip the problem, and learn to work with leadership strategically.

Then I asked myself 2 questions for each: Do I have the energy for this right now, and what happens if I choose it?

The answer came fast.
❌ A job search with no sleep and a toddler would be harder than my current situation.
❌ Staying on one income with a new mortgage was not financially feasible.
✅ So I chose option three. I stayed, flipped the problem, and learned to have adult-to-adult conversations with my CEO. And that got me the promotion on my timeline.

As working moms, we don’t struggle with lack of ambition. 
However, we are often drowing with competing priorities with no decision-making filter.

So next time you find yourself with a fork in road, try giving yourself 3 options and choose 1.

It is so important to learn how as women we can make clear, grounded decisions even when everything feels urgent and the stakes are high.

P.S. What has helped you prioritize as a working mom?

If you've ever heard “You're doing great, but let's talk next year” 
Then this is for you.

I used to be the one leadership trusted with everything messy.

The project no one could untangle? Mine. 
The new hires who needed mentoring? Mine. 
The work my manager didn’t have time for? Also mine.

I was reliable, calm and very capable.
And also completely stuck. 💔 

When a director role opened, I thought my track record would definitely help.
Instead I got: “You’re doing amazing Bosky. Let’s talk next year.”

At the time, I told myself it meant I was really close.
Looking back, I see something very different.

The praise keeps you performing.
The “but” keeps you stuck.

We get so deep in "doing more" that no one has to imagine us operating strategically at the next level.

We make everyone else’s job easier including the people deciding promotions.
Meanwhile, the people getting promoted aren’t necessarily doing more.
They’re being perceived differently.

I stayed in this long cycle until I stopped talking ONLY about what I delivered and started thinking and operating commercially.

That shift changed how I was discussed in rooms I wasn’t in.
And that’s when everything shifted for me and so many women I talk to.

If you keep hearing “you’re doing great, but…”
It might not be about performance at all; it like is your strategic positioning.

So here’s the real question:
When leadership talks about you in talent reviews…
Are they describing you as a dependable doer? Or a strategic leader?

♻️ Share this with someone who would find this helpful.

If I were stuck in my career today, I would stop doing most of the things people are telling women to do.

These are the same things women in my community tell me are actually working for them right now. 💃 

(Save this. Repost this if you find it valuable.)

1. Stop waiting for clarity from others.
 Most people keep waiting until they “figure everything out.”
That’s why we keep looking for more info.
But clarity rarely comes from thinking harder or asking for more advice.
It comes from taking one small action and seeing what actually happens.

2. Stop “building with AI” and start making money with AI.
Anyone can spin up an app with ursor or Claude Code (I love both).
It’s addictive. You can easily spend nights building things. 
But if you want to position yourself strategically:
✅ Launch your idea in the market.
✅ Get a paid pilot.
✅ Show you can generate revenue.
That’s how you stand out from the crowd. 

(BTW, something very cool is coming soon for women. Check the images below and tell me what you think it might be) 💪 

3. Stop believing the narrative that nothing is possible right now.
Just in the past few months inside my community:
✅ 4 women were promoted to Director roles
✅ 2 women negotiated offers and increased their salary by $125K+
✅ 3 woman landed a new job after months of layoffs
✅ 5 women are building their own businesses

When you start seeing women around you move forward even in messy situations, something shifts.

The question in your head changes.
From “Why is this happening to me?” to “Why not me?” 🥰 

So if you read this today, ask yourself that question. "Why not me?"

P.S. What’s the worst career advice you’ve received recently?

Most people wait years to get access to executive leaders. 
She got it in 12 days. 🤩

The difference wasn’t confidence. It was where she chose to start.

Luna is a senior leader at a SaaS company I’ve been supporting. 
She had just returned from maternity leave and joined a new company.

As women, we usually focus on proving ourselves. (we all know why)
Learning how things work. Keeping our head down.

Luna decided NOT to wait.

✅ She picked one initiative that was clearly tied to a company priority, something leadership was already paying attention to.

✅  Then she emailed the SVP and asked for 20 minutes to talk about that priority and how her work connected to it.

That was it.

He replied within days, and they spoke that same week. 
Afterward, she told me, “It didn’t feel like a big deal.” But it was.

It meant her name was now attached to an executive conversation…
Not just a team update.

As women, we are told to find a mentor or be more visible. 
At senior levels, access usually follows relevance.

Here’s what actually made the difference for Luna:
1. She reached out to the right executive instead of waiting to be noticed.
2. She tied her work to what this SVP already cared about.
3. She showed him her thinking and impact.

And because she never once brought up her own career advancement...
the pressure disappeared. 

It was just two people discussing the business.

This week, she told me the same SVP wants to talk about her growth in the company. 👏 

That’s how sponsorship often starts. 
Not with a request to get sponsored. 

12 days isn’t luck. 
It’s what happens when you don’t get distracted with junior-level generic advice.

It is so important that as women we know how to pick and choose the right things to do that can propel your career fast. Especially now.

♻️ Share this tip with another woman who might need it today.

Want to learn more? https://lnkd.in/gz6S4C5H

Women in my community get promoted 2 - 3X within 18 - 24 months. 💪 
Not by working 60–70 hour weeks.
Not by taking on more projects.

For years, most of them did what we're all taught to do.
❌ Say yes.
❌Take more work.
❌Be the most reliable person in the room.

And that’s exactly why they got stuck. 
It backfired on them. 
All the strong work ethic helped companies (not them)...

Because more work gives you more work.
Not more strategic power.

This distinction matters more now than ever.
AI is flattening org structures.
Middle layers won’t expand the way they used to.
Companies will promote fewer people but give them bigger scope.

Execution is no longer the differentiator.
Strategic trust is.

Working harder strengthens your execution reputation.
Promotions happen when you build a strategic leadership reputation.
Those are not the same thing.

The women accelerating right now made one shift:
✅ They stopped being known for doing more.
✅ They started being known for influencing the strategic direction.

This is what women in my community are focusing on:
1: They think, operate, and communicate commercially like executives. 
Task-level updates replaced with commercial, strategic language.

2: Insert themselves into problems leadership already cares about. 
This makes them strategically relevant

This is why some careers accelerate and some start to stall. 
It’s not about how hard you work.
It’s about strategic positioning as companies go AI native.

If Director or VP  is on your career path, this shift is no longer optional.
And yes, I believe it’s 100% learnable (5K+ women are doing this). 🙌 

Quick question: Are you currently known for execution…or for strategic judgment? (That answer will tell you everything.)

P.S. I’m breaking this down live on March 24th. Link under my name.

There’s a sentence I keep hearing from women in senior leadership right now. 
It sounds reasonable… but it worries me… 🤢 

"I'm just overwhelmed. 
The market is a mess. 
I'll figure out my next move once things calm down."

And I get it. I really do! 

The noise right now is exhausting. 
❎ Layoffs after layoffs. 
❎ Reorgs. 
❎ AI is taking over roles people spent decades building. 

Every place leaves you more anxious than informed. 
Pulling back feels like the only sane response.

Here's what I've seen happen, quietly, to the people who wait.

Leaders won't pause forming their perception while you regroup. 
They will keep forming.
Reorgs will continue to happen (we are already seeing it) 💔 

Waiting doesn't protect your career. 
It just leaves the narrative to someone else.

Three things I've seen actually help at senior levels right now:
1. Shrink your focus, not your ambition. Do one thing this quarter that builds your judgment or visibility. Go deep on it. Clarity beats volume every time.

2. Make your thinking visible. Not on LinkedIn but in the rooms inside your company. In the questions you ask. In how you frame decisions. Invisible thinking doesn't get remembered.

3. Have one real conversation outside your company each month. Not networking. Just one person. Optionality quietly changes how you show up, even if you never use it.

The market settling isn't the signal to start.
Because change ONLY happens when you take action, and not by waiting, thinking or hoping...

Rooting for you. 🙌 

P.S. What's one thing you've been putting off until things calm down?

733 people are getting laid off every day. (this is not a typo)🤢
In the last 2.5 months of 2026... 56,431 people have lost their jobs. 

Meta is reportedly planning another 20% cut. 
Block reduced 40% of its workforce. 
Atlassian cut 10%.

And every day, I'm talking to women trying to make sense of it.
With real questions about their careers, their families, their future.

"The writing is on the wall" is something I keep hearing.
And underneath that, one question keeps coming up:
How do I actually build security now? 💔 

Because we can no longer think about our career as a 2yr or a 5yr plan.
The old way just isn't going to hold.

So instead of today's newsletter, I'm doing something else.
This changes on March 24th for once and for all.

I'm hosting an intimate hands-on LIVE session where I'll show very practical ways for women to:
→ Not get blindsided in this environment
→ Make smarter decisions about your next move
→ Become seen as a strategical leader;  NOT just a "doer"
→ Build your real Plan B
→ Negotiate the salary you actually deserve
(women did this to the tune of $65K–$150K salary bumps)

(Yes. All of this happened this week alone.) 🙌 
This is also why I'm optimistic. 

What's the one question you you have? Drop it below and I’ll answer them.

♻️ REPOST this to help someone navigating uncertainty right now.

I’m not going to pretend the playing field is equal for women. 🤢 
And anyone who says it is probably isn’t living in the same reality most of us are navigating right now.

I’m not here to debate that.
I’m here for the women who already know this…and are quietly wondering what comes next.

Because I feel it too.
As a working mom.
As an ambitious woman.
As someone thinking about long-term security for my family.

The questions I keep hearing and asking myself sound like this:
1. What does ambition even mean right now?
2. Is career growth still possible when ladders keep shifting?
3. Could my job disappear overnight?
4. Everyone says “learn AI”… but how does that help me not losing my job?
5. What happens to our long-term livelihood?

These are not small questions.
And pretending everything is fine or will become fine isn’t going to secure any of our future.

We need more than optimism.
We need clarity and optionality to succeed, thrive and rise.

And I don’t believe we should be navigating this alone.
So here’s what I’m doing.

I’m building a series of FREE resources for women focused on becoming more marketable and creating real optionality in today's uncertain world.

👇 Tell me in the comments below: What would actually help in the next 6–12 months?

I want to build what women truly need not what sounds good on paper.

♻️ If another woman in your world is thinking about these same questions, share this with her.

Let’s figure this out together. 💪 🙌

As a woman, what feels most unclear about your career and future right now?

The author can see how you vote. Learn more

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Omolara Osiyemi - CMKtr, ACIM

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The Battle

Omolara Osiyemi - CMKtr, ACIM

Bosky Mukherjee

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Bosky Mukherjee's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreBosky Mukherjee's LinkedIn Performance