Lauren: [00:00:00] Welcome back to Corporate Fuckery, stories of survival, psychological warfare, and choosing what's best for you. I'm your host, Lauren DeGolia, subconscious strategist, astrologer, and your favorite boardroom, truthteller.
Today's guest is the definition of a modern powerhouse. After more than a decade in big law and senior leadership, Molly Trellis walked away from the corporate grind to build something better, and she's shaking up the system ever since. She's now the founder of the Fulfillment Lab, a coaching and connection space, helping corporate women reclaim their spark and Mollusc a facilitation and strategy company, helping progressive organizations build cultures that actually work for humans.
Molly brings humor, humanity, and hard won wisdom to every conversation, and she's proof that you can do big work in a better way. In today's episode, we'll dive into what happens when you stop performing, start reconnecting, and dare to believe that fulfillment isn't a [00:01:00] fantasy. It's the new metric of success.
So grab your coffee, take a deep breath, and get ready to meet the woman leading corporate shakeup with heart clarity and a killer sense of humor. Welcome, Molly Tregillis.
Mollie: Ah, thank you. Oh, I love that.
Lauren: I know,
Mollie: I love that. Thanks. That sounds great.
Lauren: Just for you.
So glad to have you. I've been noticing how you've been shaking up the interwebs with your corporate point of view, and I'm so glad to have you today.
Mollie: So good to be here. Excited.
Lauren: So this season is all about powerhouse women and, I'm a big believer that anybody who is willing to take the corporate narrative head on is considered a powerhouse in my book because it is an antiquated system that doesn't actually serve humanity.
And I'm hoping that we can discuss that here today.
Mollie: Yeah. Well, you know, I am in heated agreement with you on that. I think the system is broken, particularly for women [00:02:00] and. I'm sure we'll get into this, but I've had to think long and hard about my role in shaking it up and I, used to get really overwhelmed thinking this is too big, what the hell am I supposed to do?
But what I've realized is if I can help women in corporate be what I call rebelliously well and really thriving, then the ripple effect. That is enormous because not only are they rebellious well, but as they come into leadership, they're learning how to lead in a different way. And yes, I'm thinking this is gonna take a generation, but like I'm planting as many seeds as I can so that we can look back and say, yeah, that had a massive ripple effect.
Lauren: Yeah, I couldn't agree with you more and I'm actually a big believer that we are the transition generation. Yeah. That is meant to leave the tiger climbing the corporate ladder with our claws mentality, with the, how do we lead, from a heart centered place where yeah, we have a [00:03:00] human centered first approach and.
I know this sounds like a big statement, but I actually think we're upon the employee transformation here in this next decade or two, would be my hope. Sooner would be better. But that's the next we've just lived the digital transformation and I, I believe that the companies that are going to win out there are going to be the ones that are human focused.
Mollie: I completely agree. And I think that tracks because we know that emerging technology is going to change the absolute face of how we do our work. And companies that are willing to acknowledge that and realize that the thing that's left is like really good culture, human connection, human skills, I think, are gonna be the ones that, that remained I think it's that bigger call.
Yeah.
Lauren: There's a lot, and I would love your perspective on this, but there's a lot around, the return to office, and I [00:04:00] covered this in season one, like this whole, everybody get back to the office and I know you're down in Australia. I'd love to know what the landscape is down there.
You know, part of the impetus here is to weed out the people who are not actually the ones that are really committed to the job committed.
Mollie: Mm-hmm.
Lauren: And so I would love to understand what your perspective is, because I feel like you have a sense about how these things are gonna ripple into the rest of organizations, but what's that actually gonna do at the end of the day to organizations and women in leadership?
Mollie: Yeah, I think the, full return to work mandate, return to office mandate, which is definitely spreading here. You see some of the big banks, for example. Mm-hmm. Really being much more targeted and saying you have to be in these sort of days and making very clear, for example, they're tracking scan cards and things like this, which I
Lauren: just, and time in and time out, like my
Mollie: time in, time out.
Lauren: 8:00 AM 5:00 PM Did you work eight hours? Did you do the thing? And [00:05:00] I'm like, are we in fifth grade?
Mollie: Yeah, when did we get back to
Lauren: fifth grade?
Mollie: It's just not con, I just don't think it's conducive to, a strong. Culture or high performance. Mm-hmm. Because I think there has to be a foundational element of trust.
Like if there's not trust in your employees actually being there for the right reasons. Let's say you've got 85% or 90% who wanna be there. This is almost catering to the 10% that are as, I don't know if this is an Australian expression, phoning it in. No, I think that's a universal expression. Yeah. Because obviously there are gonna be some people that take advantage of this, but we can't.
Plan a whole system based on the few that are like, ah, I'm just chilling at work, at home. Like most people wanna do a good job. I find, the majority of people certainly that I encounter are working really way too hard, frankly, to do a good job, and they're so conscientious. And there needs to be a foundation of trust.
I mean, if we step back even further than that, like my learnings over the last few years is that [00:06:00] the actual requirement for people to work from X time to X time, it does not suit the majority of us because majority of us have energy cycles that are very different to the corporate structure. So if we go even bigger than that, I think in a perfect world, people could work a way that suits their energy.
But I also understand that in a big organization that. Could be chaos. So there's gotta be some middle ground. Also, if we're just gonna say some ambit claims, I think that 50% of all meetings should be canceled. And I would love to go and look at everyone's diaries and can, because we are just in , a death by meeting part of, and I think this has come out of the pandemic partly.
Mm-hmm. Because everyone. Teams meetings or zoom meetings to counteract not having the water cooler effect. Right. But it's just, it has got out of control.
Lauren: Yeah. And when I was at Microsoft recently, , my day was, at least a good part of it, especially because I was working European time was and.
Indian standard time [00:07:00] was meeting after meeting. Yeah. And , it was never water cooler. It was very rarely actual connection, and nobody had the appetite actually for a whole nother meeting. To have that kind of connection or a happy hour or anything like that. I wanna just touch back on a point that you made a moment ago around if you are a high performer and a type A personality or whatever version of that you identify with, there is nothing about you that wants to take advantage of a work from home situation.
I just, I don't know what it's gonna take to recalibrate all this. Because it's like swinging the pendulum. I always say corporate America, in my 20 years in it has watched the pendulum swing on so many topics from one side to the other, and it will just go back to the other side. But how do you see us having a best of both worlds perspective
Mollie: on the, on the,
Lauren: on the, just managing, like the work life balance.
Let's go into kind of the women you coach and the burnout that you manage and, let's talk through. [00:08:00] You know this RTO is having a definite negative impact. To what the women, I believe that you are trying to help. Yeah. And trying to lift up are navigating. And so how, if we were to think about the two extremes that we just spoke about, how do we bring it back to be like, here's a semblance that feels maybe a little bit more balanced.
Mollie: Yeah, I spend a lot of time trying to work with women in corporate because my message is not everyone should leave. That's just silly, you know? That's not fair. But what I wanna try and do is get, what I wanna try and do is. Help people understand how to maximize their impact in their role without all the busy work.
I think for a lot of us, we've been taught, or it's been modeled to us that the way we're a good employee, certainly in the early days is to look really busy and do a lot of things. Yes. And as we go on, we need to. Extract [00:09:00] ourselves from that. This is where I like, do a lot of work about corporate unlearning and work out how do I actually have impact and it might be doing a lot less.
Mm-hmm. But really being really targeted and strategic about our priorities and what we're working on. For a lot of women, I encourage, I say, what are the, let's say the top four. Concerns of executive in your organization. And they're like, Ooh, I don't actually know. And I'm like, you need to really know that.
Mm-hmm. And then you need to filter it down and say, how does my role contribute to that? Because that, that at the end of the day, that's what the company cares about. Mm-hmm. And you are there to contribute to some part of that. Mm-hmm. And if we keep getting distracted, why? And with what if we're getting distracted because our team is.
Like messaging us all the time and wanting rapid fire responses. We need to recalibrate that. Mm-hmm. We need focus time and we need to work out how we have most strategic impact. And so this is why I think for most women [00:10:00] could work 25 to 30% less. And be seen to be having more impact recalibrating this.
So this is kinda one of my messages of hope. It's like the answer's not working more and more and more like it just can't be. It's about stepping back, creating some space and looking around and saying, what have I gotta do to actually nail this role? And then. Gather data to showcase that I'm nailing this role.
Mm-hmm. Because many women are not great at talking strategically about their impact. So I do a lot of work training women on that. Mm-hmm. And even before that, the big pillar that it always explodes, the internet when I do it and it's like has women in tears. It's like articulating your unique value proposition.
You've gotta be able to answer the question, why is my workplace lucky to have me? Regardless of your level, because otherwise you're just always in a proving, proving, proving energy, and we [00:11:00] have to have a different mindset and mentality that there's a value exchange going on. They're paying me money, I'm giving them value.
That's the exchange. It's not my life, it's not my identity. It's not my forever, everything. It's a job. I might love my job, but it's still, there's a two-way value exchange going on and we need to get a little more. Perspective about that, I think, and work accordingly.
Lauren: Yeah, I completely agree with you. And, as someone who lost her personal identity in the corporate grind Yeah.
And had to piece myself back together piece by piece after adrenal crisis and mm-hmm. You know,
Mollie: unfortunately, so common, right? Yeah.
Lauren: So common. Yeah. And nobody realizes Molly, that it takes three to five years to recover from actual burnout. Yeah. Like it took me, oh yeah. I'm the better part of five years.
Like I still feel it's a work in progress, but I'm so much better than I used to be. And I love your sentiment [00:12:00] about giving the perspective of what is the value? Why are they lucky to have me? Because forever high achieving women, we're like. I really want you to understand, I really want you to see and validate who I am.
Yeah. I really want you to see the contribution that I'm making. I would have literally killed myself trying to do that in my, executive position. And I think many women are. And then I think it gets really dangerous when you get to the top of an organization and the feedback that you're looking for, to understand that part of yourself, to feel seen in that way.
It actually doesn't really exist. And so you're in a free fall at that point. Yeah. Oh my God. Oh yeah. Who's validating my existence if it's. Not, every one of the leaders above me. So how do you recommend people navigate that?
Mollie: Yeah, I think that's a really interesting one. I think it's super common to see women moving up into leadership and getting this immense shock because they've got there by being really good at doing [00:13:00] and delivering and ticking things off the list, and necessarily to step up into leadership, there is a requirement.
Of recalibrating what it is you're delivering and how, and people that can be so disconcerting. Like it's like pulling the rug out. It's like, but I'm really good at, pushing the widgets along, or if you use the legal context where I come from, but I always meet my billable targets and it's like that isn't gonna cut it anymore.
Unfortunately, when you're in a leadership position and there's very little, yes, there's leadership training all over the place, but there's very little proper preparation for the massive shifts that are required to become a leader in this world where doing. And ticking these off the list is so praised.
So you like do busy work to get there, but get there. Don't do any more busy work. It's like how it's all I've known. That's what I'm good at. That's like literally, that's like my thing. Yeah. And then you like, then you need discernment and you need to work out how to create space and prioritize and like delegate report and delegate and [00:14:00] gather data and report well and it's like, what?
What do you mean? Like I've never, literally never have been asked to do this before. Mm-hmm. This is why I think ideally the journey starts earlier that if we can get women earlier along the journey to start this work around impact and value and one of my other big things around like creating space in your week to think strategically and to actually look at what's coming up and be like, do I need to be there?
If that starts earlier, the shock is less. When you get at the top, because you've got a good, true, strong sense of your own internal value. Ideally, you understand the levers of your organization, you understand how to report on metrics and impact, and you understand how to create space. That's a good starting point.
Mm-hmm. For settling into leadership without it being. An immense shock to the system.
Lauren: And actually that is a beautiful way just to frame it that way for your subconscious mind. 'cause that's the work that I do to use that as [00:15:00] evidence to build the case for why you are a right fit for leadership. So as you look to build that evidence. And understand how you step into that identity because it is a shift identity wise. And that's what many women Yes. Don't recognize is like you're actually stepping into a full new identity. And if you're not clear on what you're actually using to measure that, then you're just in this like spin cycle of how do I survive this?
Mollie: Yeah,
Lauren: agree. Especially if you're just trying to do more as they say
Mollie: more and more. And especially if you know, gonna your point around burnout, if your nervous system's already not. In a happy place. And I agree with you from my own experience, I don't, again, this might be very Australian reference, but when I was at high school, there was a very, a big, outbreak of glandular fever, which is that a thing?
I have, I don't know. Heard of glandular. I think it's mono. I think you guys were Oh, mono. Yes. That is a thing. Yes. Mm-hmm. But there was all these kids that had it. But it, what I remember from it is it, it. It never [00:16:00] quite goes away. Once you've had it, it's like it, you know, you push your body too far and it bounces back and I feel like for a long time it's like been like I am less, I have done so much work as well, but I have to still be careful.
I'm not as resilient to stress as I used to be because, well. I used to just ignore it yourself. Yeah, yeah. Right. Like, like, ooh, this stress, I could feel it now actually, rather than just numbing it out. But having a centered nervous system, knowing how to.
Close, the stress cycle, recover from stressful moments, which are going to happen. Mm-hmm. Is really important work as well. Because we can't avoid stress in the corporate context, but also we're not taught how to manage it and look after ourselves and go home and create habits to show our body that we're safe and all these things that are really important that, I didn't know until I had to teach myself.
I didn't
Lauren: even, I didn't even know that I was in survival mode and speaking about the
Mollie: Yeah.
Lauren: Or glandular fever. [00:17:00] Like I have this very potent memory, of working in downtown Seattle and I can't remember if I had pneumonia. Or some, some bacterial something. And I ran to the doctor between meetings and he was right around the corner from our offices and I was like, Hey, I can't stop. There's no way for me to be able to take a down day to get this. And he's like, okay, I have an option for you. You can go on antibiotics or I can give you an antibiotic shot in your ass right now. And I was like, I'll take the shot because I gotta keep going. And 24 hours later I was like 10 times better.
And I was laughing at myself the other day going , Lauren, what the hell were you actually thinking? 'cause it's almost a commitment to just completely ignore anyone's self preservation in any way, shape or form to just grind harder.
Mollie: Yeah. And ignore the body's cues. Ignore our instincts.
Really. Like the other [00:18:00] thing I see a lot of for obvious reasons, is, women who have. Shut down the ability to listen to their gut for years because it's not very convenient. 'cause the gut's Hey, can you get out of this please? It's not great. Yeah. And then I come along saying, the power, your power is in trusting your gut.
And I do believe in the corporate context as much as anything like a woman leader who trusts their gut and goes with it is at powerhouse,
Lauren: uh,
Mollie: But for many women, they're like, oh, I don't know. What do you mean? What gut you gotta like reach? Yeah. I would tell you
Lauren: I never trusted my gut.
I
Mollie: only
Lauren: lead with my gut. Now I'm like,
oh
Mollie: yeah, yeah. Same.
Lauren: We're
Mollie: here. It's all gut.
Lauren: And I am only trusting what is best for me is going to tell me, and we are moving forward from there. I'm so glad you answered the question before I even had to ask. Powerhouse women trust their gut. You heard it here first.
Mollie: Correct. And I see, in my one-to-one coaching, like I have a lot of. It's often lead leaders in the law. I just remember so distinctly working [00:19:00] with one woman and she's like, oh, I've got a funny feeling about this person she's gonna employ. And I was like, what's your gut telling you? And she's she ignored it.
She ignored it and it didn't go well. And you know, we had to reflect a few months later. And, but she learned the lesson that time.
Yeah.
Because we had the feedback loop of discussing it. So the next time around. She had a similar gut and she acted on it in the right way, which was to listen to it.
And I was like, this is progress, man. I think it require like, you know, a one-to-one coach saying, I was just
Lauren: gonna say, what do we say? This is the gift that a coach actually gives you? 'cause I give my, clients the same kind of feedback. It's just practicing learning to do the things that you've never done before.
Correct. So that you can learn how to do them. Faster the next time because the faster you're able to step into that version of you, the faster you're able to get a reliable result over time.
Mollie: Yeah.
Lauren: We don't realize that bypassing that like actually is a disservice to us.
Mollie: Yeah. Yeah. And I think,, if people are like, but how [00:20:00] do I get back there? It's, as we say, noticing. Listening, learning when you stuff it up, like I think that's all we can ask for people all the time. And me, if I've got someone who's really at the beginning of this journey, I say just first before you act, because we are very good at acting.
Mm-hmm. Just do some noticing. Yeah. Like notice when you have a little flicker in your gut, you don't do anything about it right now. Because that's your, you are like prime for action. Just start to feel and sense what's going on. Mm-hmm. And take some notes and let's talk in a fortnight, you know? And then we can talk about what to do with it.
Because I think, yeah, we've got a, that move of I've got a problem or I've got a need and I'm gonna solve it in two minutes is so corporate. It's what about sitting with it? Sometimes women hate sitting with it. With anything.
Lauren: Yeah.
Mollie: Yeah.
Lauren: Well that's the hamster wheel though, right? Yeah.
If you're in survival mode, you're on the hamster wheel of autopilot and so then, you're just chewing through everything that you can [00:21:00] get to. Yeah. And by the before you know it, like you've, you just are become genius. It's solving every problem, and that's how you remove resistance. The problem is that resistance sometimes doesn't actually serve.
Mollie: Yeah.
Lauren: The best for you.
Mollie: Exactly. I have, I often offer women rest practices in my courses. Mm-hmm. She's literally lying down and listening to some, you know, I work with a rest practitioner. Mm-hmm. And they resist and resist and resist and resist. And one by one, they're like, oh, I couldn't do the 45 minute one.
But I did the 15 minute one and it was actually really good. But it, the resistance to 15 minutes of nothingness. So huge. And what does that say? If we step back and look at that, it's wild, right? Like I, yeah. Especially if you're working
Lauren: like a 14 hour day and you're not gonna
Mollie: give
Lauren: yourself 15 minutes.
Mollie: No, because there's so much else to do. If we gotta keep going, we gotta fold the laundry. Ha ha. You know? Mm-hmm. It never ends if [00:22:00] you don't allow it to end
Lauren: yeah. So tell us a little bit, if you wouldn't mind, about your story of discovering how these modalities, like
Mollie: really? Yeah.
Lauren: Became part of who you are and what you teach.
Mollie: Yeah. So I was just such a standard corporate gal. I got really burnt out, had to work out how to look after myself again, and I worked with a therapist, which was amazing. But I basically did, a whole lot of experimentation around what I needed and so. I had when I first realized I was burnt out, I had a month off.
Luckily. 'cause in the legal world here in January in summer, like most things shut down. So it's actually quite a good time. Yeah. So it's a huge gift. I had a month with basically no screens, lot of breath work, diving in the ocean, like I was sort of accidentally doing some modalities at that point, journaling, and so.
I've kept all [00:23:00] that, like the breath works really useful and the cold water very useful. And then. Looking around, I found this beautiful woman who I still love and is a mentor, Emmy Ray who does, the daily rest studio. So she teaches restorative practices and I have done so much of that last year. My first year out was basically one big rest practice.
I was so tired, I had no idea how tired I was. And so I've collected along the way these things that I recommend. So my tra my coaching training, I'm I-E-I-E-C-L, executive coaching certified. So it's kinda like my foundation of coaching. And then I've got the kind of knowledge from years in corporate strategy to, to do the strategic stuff.
And then I've collected a range of modalities I recommend on or things through my own learning. And I've worked out that. I don't have to be [00:24:00] an expert in all these things, but I sh mostly what I do is share my experiences and allow other people to make up their own mind. Mm-hmm. Because I think we all need to build our own.
Toolkit one of the master classes I run often is around what I call building your stuff stress relief toolkit. It could be self-care toolkit, whatever you wanna call it. And I have a range of buckets, like I think, we need the physical, but we also need something.
Not necessarily spiritual, but something like for our soul creative outlets, collecting, all the things that make us feel good and noticing and having them available mm-hmm. When we need them. That's a big teaching of mine and helping women. Rekindle a lot of that. In fact, yesterday I did a masterclass in the fulfillment lab, which is, rediscovering joy, and we went through a big exercise to remember all the things we used to have to do as a child and what we wanna bring back, call back in, and then some [00:25:00] commitments about how we're gonna make it happen and the comments afterwards.
And just like seeing the chat. In the lab is so beautiful. 'cause everyone's, oh my gosh. I went and, found my knitting and I've got this new book and it's very beautiful.
Lauren: Yeah.
Mollie: Show. Yeah.
Lauren: I mean, I, we forget that's the part of us that really gets shut off, especially in a highly masculinity space, is that softer, feminine side.
Yeah. And I think that's a lot of what. It sounds like you in the fulfillment lab. I wrote down quite a few things that you do here around rest period and leadership style, and this obviously this self care, toolkit that you're talking about. But what do you, what permission do you think, or what signals of burnout, however you wanna answer you.
I feel like it's gonna be a very similar end point. Do you think that women who are on the verge of needing this type of, I'll call it intervention work because mm-hmm. Many of us that don't recognize that this is happening. Know that this isn't going to end well in some way, shape, [00:26:00] or form, right?
Mm-hmm. Mm-hmm. You have a, you have enough of a sense that this isn't scalable, which is why as you think you're going up the corporate ladder, you're like, I don't have any more capacity. Yeah. There's nothing more that I can do that's going to make this work out, but either, how does that show up as signs of burnout or when do you feel like they need to know or make a decision to, to make these shifts so that they can feel like they can live in a more balanced, energetic lifestyle?
Mollie: So a big part of what I'm trying to do in all my chatting on the internet is I don't want women to wait until they've got signs of burnout. Because we both know, and I try and say this a lot, that recovering from burnout is really hard. Mm-hmm. But proactively. Starting to look after yourself is actually not that hard, except we have great resistance to it because we've been told we don't deserve it or some rubbish.
So I am, I'm really trying to get [00:27:00] women earlier, if that makes sense. And I'm trying to be very clear that I cannot help you recover from burnout because that fundamentally, in the early stages needs. A doctor and a therapist. Yeah. Medical intervention. I completely agree. Yeah. And so I find I have two groups of women that have women that are like, I don't wanna get there.
Or I'm, I'm getting closer. And then I have the group who I've been there and I never wanna go back. Yeah. So I find that really interesting. But I'm trying to shift the culture around. Only it's like, you know, gonna the doctor for the antibiotic shot. I want women way earlier. I want 'em to be doing multivitamins instead.
You know That's basically it. Yeah. Getting eight
Lauren: hours of sleep a night so that they
Mollie: don't get that sick. Yeah. Trying to teach women that it's okay to do this for themselves and it's not selfish and actually, like I have to use language around it being a strategic plate, which it is because if you're very well, you're gonna perform [00:28:00] well.
But it's bigger than that for me. I just like fundamentally think that women deserve a rich and fulfilling life where work is one part of that. But also they're really well and thriving in their personal lives and , I've gotta try all angles. Yeah. To access them and convince them that they should, because I don't know about you, but a refrain I here so often is oh yeah, no, this sounds great, but I'll wait till things have calmed down at work.
Or I've got small babies. It's not the right time. Me thinking is exactly when you need it. What's harder than having small babies?
Lauren: My clients, they're like, oh yeah, like I'm really busy right now, but once things settle down, like I can get to that coaching or, yeah.
Six weeks seems like a pretty big commitment, at least to start. 'cause that's typically how, like I want people to get, six weeks and see a transformation with me before they, invest in something longer term. And in that they want to try and solve all the problems they're currently navigating just by setting a bigger, [00:29:00] higher bar kind of goal that they're like, if I can just solve this, I swear to God, everything will be fine.
Mollie: Yeah.
Lauren: That's so cute.
Mollie: Yeah. Which is why now for me, I'm taking a, I've taken a hard line on this, which is minimum six months. Mm-hmm. I don't care who you are or how you're coming to me, literally nothing is gonna happen in a smaller amount of time.
Lauren: Mm-hmm. Yeah. Because I work with a subconscious mind.
I can In six weeks typically you can. Yeah. To shift how they're thinking and processing. That's so good information. Yeah. , So the time commitment is less to see that kind of shift. But I would agree with you, like it's taken me four years, three years and some, depending on what kind of topic we're talking about to actually make meaningful lasting change.
And that's where I think everyone wants the Instagram version of transformation in this space. I just wanna feel better. And it's like you actually are radically accountable. For practicing that over time so that you get where you wanna go over time.
Mollie: [00:30:00] Yeah, I, and I say this like it's doing the reps.
You just gotta keep doing the reps and it will pay off. And people don't believe how small you can start, like I'm saying to all these women, five minutes, man. Like five minutes. Just what if in your day twice? You stopped and had five minutes of space and they're like, that's ridiculous. How could that help?
And I'm like, but are you, do you literally have five minutes of no input in the day? And they're like, well, no. I've got these huge visions about transformation, but I also know with overwhelmed women, it's gotta be boiled down. Into bite-sized bits, and that's how I have, I've changed everything in just small little bits.
Like it's fundamentally possible to keep going
Lauren: and I believe I am 100% with you. If you shift it from like the self-help and like the, we're fixing to the self mastery and we're building something we actually want, yeah. Like even in that tiny shift, your brain can get on board with the value [00:31:00] of not feeling like you're constantly fixing something broken.
Mollie: Exactly.
Lauren: And like finding a way to neutralize the chaos before just trying to replace it with something positive is also super helpful. 'cause if you can feel neutral. Life feels a lot different.
Mollie: Yeah. Spac more spacious. Spaciousness.
Lauren: Yes. So tell us all about the fulfillment lab. I wanna be super respectful of your time today, and I know dwindling down here.
Oh yeah. But tell us all about the fulfillment lab and where we can find you and how to work with you. I would love to showcase. That for our listeners.
Mollie: Thank you. So the fulfillment lab, it's in its beautiful new form, new digital platform I've built for corporate women. Oh, isn't, I think everyone should just grab a look just for the colors.
Just for a dose of colors. It's so
Lauren: soothing and like, I
Mollie: mean, I'm a
Lauren: PowerPoint wizard, so like I appreciate a good aesthetic.
Mollie: Yeah. But you've
Lauren: got it nailed down. Si.
Mollie: Thank you. So it's really, an online coaching and education community for corporate women. There's a range of tears from like masterminds all the way down [00:32:00] to bite-size inspiration each month.
We have, I have a podcast. We have a beautiful new. It's so funny, the things that you get passionate about. A monthly journal, digital magazine, but it's just like the most beautiful thing ever. And then we've got strategic master classes, coaching calls, there's just a sliding scale of wonderfulness in there.
The women in there are incredible. Someone asked me the other day, how do you make sure there's no disruptive forces in there? And I said, I don't like so far it's just bad, A magical space. And we also have a very firm , no assholes policy, which I've never had to, no corporate fuckery in here, get out.
But it's literally like in the entry terms, guidelines. Yeah. So yeah, it's essentially for women who want to thrive at work and in life and do as we say, this work before. Burnout, and it's not even about burnout in there. There's a whole set of resources around stress relief and reset. But I also want for people to [00:33:00] reclaim joy and understand their identity and understand their value, and just create a movement of women in corporate who are actually thriving.
That's the big vision. So it's very exciting and I love, love doing it so, so much. It's like my, you know, my favorite thing to do.
Lauren: Beautiful. Sounds like you found, one of your own identities here in this work and in this transition.
Mollie: Most definitely. There's
Lauren: nothing more fulfilling than that, in my opinion.
Yeah.
Mollie: And if you just, I think at the moment the SEO is quite good. I dunno about in the us, but it's the fulfillment lab with two ls.com au.
Lauren: Beautiful. That's it. I'll make sure to include that down in the show notes. Molly, it's been lovely talking to you today. Thank you so much. You too, for sharing your beautiful energy and your wisdom with us.
If you had one thing that you want powerhouse women to walk away with that are listening today, what would that be?
Mollie: One thing, just
Lauren: one.
Mollie: That's asking a lot of me.
Lauren: I know.
Mollie: I would like them all to know that they're already amazing. [00:34:00] Mm-hmm. And they deserve to feel great and that it's time to go and find ways to do that.
Like we, we need to be chasing something more than survival mode. Amen. That's the perfect
end. Alright, we'll have you back soon.
Lauren: Wow, what a conversation. Molly is such a powerful reminder that fulfillment isn't found in your title or your to-do list. It's built in the quiet moments when you decide to do things differently, when you trade, proving for presence when you let rest be a strategy, not a reward.
Trust me. I know how hard that is because the truth is fulfillment isn't a fantasy. It's a practice, and you're allowed to start today, even in the smallest of ways. If this episode sparked something for you, share it with the powerhouse woman in your world who's ready to redefine success on her own terms.
You can connect with Molly and learn more [00:35:00] about the fulfillment lab in the show notes below. And as always, thank you for tuning into corporate. Fuckery stories of survival, psychological warfare, and choosing what's best for you. I'm your host, Lauren DeGolia. Until next time, lead with heart. Trust your gut and keep choosing what's best for you because what's best for you is always best for everyone.
