Therese Miclot LLC

I'm all about helping leaders up their game. I offer skills and coaching that accelerate results. I provide dynamic, top-notch facilitation and I can deliver it in-person or virtual. I collaborate with my clients to create custom learning experiences that shift behaviors and mindsets for maximum impact.

Leadership Development Consultant

Proteus International

Director, Facilitation Excellence

I worked with organizations to ensure their employees have the skills and knowledge they need to succeed, by supporting clients to build and then deliver Proteus' practical, skill-based learning solutions.

Practice Director, Building Skills and Knowledge

Rockwell Automation

Manager, Global Learning & Development

Manager, HR Strategy & Planning

Manager, Talent Acquisition

Brilliant at the job. Struggling with leadership.
That’s the gap that stalls growth, burns out top talent, and slows execution.

I’m an executive coach for technical leaders who want to stop firefighting and start scaling.

For over 25 years, I’ve coached 4,000+ managers and executives across technology, SaaS, pharma, banking, media, and manufacturing. Most were promoted for technical excellence and left to figure out leadership on their own. That’s when performance dips, timelines slip, and teams get stuck reacting instead of driving growth.

I close that gap.

I help technical experts become strategic leaders who can:
• Communicate with influence in high-stakes rooms
• Build authentic executive presence (without pretending)
• Delegate effectively to remove leadership bottlenecks
• Lead through constant change without burnout
• Align technical and business stakeholders for faster decisions

This isn’t theory, it’s leadership development built through executive coaching, peer group programs, and facilitation skills pressure-tested in real rooms where leadership actually happens.

💡 Follow me here and subscribe to [The Shift], my weekly LinkedIn newsletter for practical strategies on:
• Turning technical experts into strategic leaders
• Building executive presence that sticks
• Delegation, feedback, and accountability that drive results
• Navigating high-stakes moments with clarity and calm
• Scaling leadership capacity in fast-growing companies

If your top talent is technically brilliant but struggling to scale their impact, let’s talk.
If you want tools and insights that make you a better leader every week, hit 🔔 and join The Shift.

Therese Miclot

Some programs deliver content.
 
This one delivers a shift. In voice. In presence. In what women believe they’re capable to do.
   
This was the third Rising Leaders EMEA cohort and I’m struck again by what happens when women have the space, structure, and support to lead on their own terms.
 
It’s a privilege to facilitate this program alongside my Proteus International colleague Marie Holive and to partner with The WICT Network Europe and The WICT Network who’ve made it their mission to grow not just women leaders, but transformational ones. 
 
These programs matter because they don’t ask women to lead like someone else.
 
They ask them to lead like 𝘵𝘩𝘦𝘮𝘴𝘦𝘭𝘷𝘦𝘴.
 
To the participants (tagged in comments), you reminded me what that looks like in action.
 
Here’s to cohort three and to many more to come!

I help technical experts expand their impact, across teams, functions, and priorities. Believer that work moves at the speed of influence. Executive Coach. Facilitator. Leadership Development.

She thought she was being a great manager.
Until her team started avoiding her.

The fix?
She stopped helping.

One shift.
Zero hand-holding.
Everything changed.

🎥 Watch the clip. You’ll see exactly what I mean.

They got the title.
The team.
The trust.

Now they’re floundering and no one wants to say it out loud.

This week’s edition of The Shift is about what happens after the fast promotion when momentum fades, and confidence goes quiet.

He was the obvious choice. Promoted fast. Trusted to lead a large product team. Known for getting things done. The one leadership always counted on to

Open article: When Fast Promotions Backfire by Therese Miclot • 2 min read

It wasn’t a breach.
It wasn’t an incident.
It wasn’t a tool rollout or a long-awaited reorg.

The biggest unlock came from one cybersecurity leader who decided to show up differently.

Here’s what changed:

For 30 days, he practiced one simple habit:
→ Slow down before stepping in.

And as he did, he started noticing things he normally missed:

• Was I reacting, or actually leading?
• Did I explain the “why,” not just the “what”?
• Did I adjust to how others think, not just how I think?
• Did I move the work forward or just move it faster?

Not a checklist. A 30-day habit.

Here’s what shifted around him:

✅ Alignment happened early, instead of after the fact
✅ Fewer escalations, fewer interruptions
✅ Decisions held, even as new information came in
✅ His team stopped managing him and started managing the work

In his words:
“I finally created the clarity my team needed to stop spinning.”

This is what happens when a technical leader stops jumping into the weeds
and starts leading at the level their team actually needs.

Because when senior technical leaders stay stuck in execution:

• Teams overwork the wrong priorities
• Cross-functional efforts drag
• Rework multiplies
• Progress slows, even when the people are talented

Multiply that by 3, 5, or 12 leaders...
and the system slows down from the inside.

I’ve coached dozens of high-performing technical and security leaders through this exact shift. It’s not magic.
It’s a behavioral reset that drives real business outcomes.

If 2026 needs to move faster than 2025, make sure your top people aren’t unintentionally slowing the system.

👇 Where do you see leadership habits costing your team clarity or speed?

No alternative text description for this image

Your leadership program isn’t broken.
It’s just allergic to pressure.

In the room? Everyone agrees on what “good leadership” looks like.
But when the tension hits:
👻 Feedback vanishes
🧹 Conflict gets swept
🧍🏻♂️ Silence wins

We fixed that.
Not with more frameworks.
With one habit, repped daily, under real heat.

👇 Here’s how it worked.

YuR2ZJMnv

A leader once told me, “I’m never wrong about people.”
That was my first red flag.

Ever feel like you’re shouting into the void after flagging a risk to stakeholders?

You raise the red flag.
Everyone nods.
Then, nothing.

Crickets.
No next step. No reply.
But the problem is still sitting in your lap.

Here’s the line to crack the silence (steal this):

"Appreciate the convo, [Name]. I’ll sketch a quick summary with options impacts, something you can gut-check. Let me know if I’ve missed the mark."

Why does this work?
→ It keeps things light, but moves the ball forward
→ Shows you’re a partner, not a nag
→ Makes it simple for them to take action (or at least say yes/no)

In security, the real power move isn’t escalation.
It’s making the next step painless, so people want to say yes.

Stakeholders aren’t ignoring you on purpose.
Most are just overloaded and allergic to friction.

So next time the thread goes quiet, drop this line.
Watch the conversation pick back up.

Got your own magic line?
Share it below.

Cyber Leadership Coach | Security work moves at the speed of influence, not expertise | Helping Directors & future CISOs lead across teams, functions, and priorities.

I had a three-second cringe moment.
It stayed with me for hours.

Here’s why it matters and what it taught me about leading in high-pressure environments.

👇 Read this week's edition of The Shift

I had a moment this week. A small cringe. Barely a half-second long. But enough to follow me into the night. At 3:07am, my brain hit replay. Again. Ag

Open article: The 3am Leadership Trap by Therese Miclot • 2 min read

He was getting everything done, except what mattered most.

A technical leader I coached was known for execution.

🚩 And that was the problem. 🚩

He’d become essential for output, not for leadership.
People came to him for answers, not alignment.
He was solving problems, not shaping direction.

I’ve seen this pattern across the technical leaders I coach:
When their impact plateaus, it’s rarely a capability issue.
It’s an altitude issue.

So we focused on one habit over 30 days:
→ Set the altitude. Then lead from there.

That meant:
•Zooming out before weighing in
•Leading cross-functional conversations early, not reacting late
•Getting clear on the business priority before deciding on the team activity

He didn’t need more tools. He needed a shift in how he showed up.

And here’s what changed:
✅ Buy-in came faster
✅ Resistance dropped
✅ His own words: “Collaboration across peers got easier and faster.”

I work with fast-moving technical orgs to help high-performing leaders shift from doing to driving.

Because execution won’t scale your business. Leadership will.

If you’re watching someone on your team work twice as hard to have half the impact, they’re not underperforming. They’re just leading from the wrong altitude.

👇 Seeing this in your org? DM me and I’ll send you the habit we started with.

li_at

JSESSIONID

Talks about #leadershiptips, #leadershipskills, #executivepresence, #facilitationskills, and #presentationskills

You could feel it, even if no one dared to say it.

One leader’s communication style had quietly reshaped how the whole security org operated.

He never said “my way or the highway." He didn’t have to.

❌ He jumped in with answers before the team finished their thought.
❌ He re-wrote decisions at the last minute.
❌ Always had the sharpest take in the room.

So the team adjusted:
 •Escalated every decision
 •Softened every update
 •Spent more time managing his reactions than managing the business

From the outside? It looked like high performance.
Incidents handled.
Audits passed.

But under the surface:
 •Decision quality dropped
 •Cross-functional meetings doubled
 •Trust quietly dried up

We spent 30 days building a single habit:
→ Lead from the right altitude.

He stopped jumping in to solve.
Started asking better questions.
Stopped being the exception everyone had to work around.

What changed?
✅ Faster incident response
✅ Tighter alignment across IT and business units
✅ Meetings ended with decisions and not more questions

His words:
“I thought I was protecting the org. I was actually limiting it.”

In security, the cost of invisible influence is real:
👉Latency
👉 Burnout
👉 Risk exposure

If you’re the technical expert everyone trusts, make sure you’re not also the bottleneck everyone’s tiptoeing around.

High-performing leaders don’t stall because they’re unmotivated.
They stall because the system lets them stay siloed.

One org brought me in when it became clear:

“We’re not having the conversations we need to have.”

The issues weren’t obvious at first.
But under the surface?
 • Priorities kept misaligning
 • Decisions were getting reworked
 • And leaders were busy, not connected

So we tried something simple and different:

🟢 Each person chose one visible leadership behavior to practice
🟢 They got paired with a peer for accountability
🟢 They tracked their progress weekly, in real conversations, not hypotheticals

Here’s what happened:

✅ 70% made a clear commitment
✅ 100% with an accountability partner followed through
✅ Those who worked on “flexing” saw an 80% behavior shift

But what mattered most?

Their teams felt it.
 • Meetings moved faster
 • Direction got clearer
 • Less time spent decoding leaders who didn’t know how to adjust

This is the gap most leadership programs miss.
You don’t just need smarter leaders.
You need them to build new habits that the org can feel and trust.

👇 If your leaders are still being rewarded for speed, but not for how they lead, you’re not building capacity. You’re burning it.

🟢 I build behavior systems inside high-pressure orgs so leaders don’t stall growth.
If that’s what you need in 2026, DM me.

If you’re praising all-nighters, you’re rewarding your own broken system.

Watch this before your next ‘hero’ story goes viral inside the company.

Cyber leadership changes quietly.
 
 
One day, what got you promoted
 
is no longer what you’re evaluated on  and no one tells you the rules changed.

Accuracy Trap_Dec 15

Most high performers don’t burn out from the work.
They burn out from being the only one who can do the work.

Grateful to Teresa Conroy-Roth for inviting me into a conversation on why over-performance often makes leaders invisible and how to change that narrative.

This one’s for anyone feeling stuck between doing the work and leading the work.

Trusted Advisor - Board Member - Executive Engagement - Coach

⚡ Lightning Leadership - Therese Miclot - “Is Excellence Limiting Your Leadership?”
Therese challenges a belief many CIOs and senior executives hold: that excellence always accelerates your career. But what if being exceptional is actually making you invisible?

Far too many high performers become the “go-to super-doer”—the person who quietly carries the weight of the organization, delivers flawlessly, and solves every problem… often at the cost of being seen as a leader rather than a workhorse.
 🔹 Why excellence can become a trap—and how over-performance hides your strategic value
 🔹 The turning point when being indispensable actually limits influence, growth, and opportunity
 🔹 How overwhelmed high achievers can step out of execution mode and step into leadership identity

Therese offers one powerful step you can take today:
 👉 Stop saying yes automatically.  Create space—mental, emotional, and strategic—by pausing before you commit. Leadership requires capacity, clarity, and the ability to operate above the work, not inside it.

This episode is a must-listen for CIOs, executives, and emerging leaders navigating the tension between excellence and elevation.
#LightningLeadership #ExecutivePresence #CIOLeadership #HighPerformance #LeadershipGrowth

You look at your team and think,
“They’re good. But are they ready?”

Every growth-stage company hits this point:
The business scales faster than the leaders.

And suddenly, you’re stuck managing the people who were supposed to help you scale.

This edition of The Shift is for the founders, CEOs, and execs who’ve locked in next year’s budget but are staring down a bigger question:

Who’s actually ready to carry this?

Most leaders set goals to do more.
The smart ones set goals to be different.

If you’re mapping development goals for yourself or your team,
this question will change the conversation
and that’s exactly the work I help leaders do.

Comcast

Strategic HR Business Partner to Communication Operations, Network Operations, and Division TechOps teams across 5 regions (13 states), supporting 650+ employees (81 leaders and 570+ individual contributors) in hybrid and nationwide virtual roles.
•	Led a performance management transformation for 350+ employees, aligning expectations across all leadership levels and frontline, creating a unified framework to improve consistency and accountability. 
•	Design and facilitate monthly leadership development sessions focused on navigating difficult conversations, coaching, and performance management, enhancing leadership capability across all levels.
•	Collaborate with senior leadership, finance and talent partners on workforce planning and succession, including interviewing and selecting key leadership roles to strengthen leadership pipelines.
•	Facilitated 20+ Talent Management Planning (TMP) sessions, incorporating engagement assessments, reviewing 400+ employees, while preparing leaders at all levels to effectively analyze and present key performance and organizational insights.
•	Drove an 18.6% increase in leadership adoption of a company-wide recognition program, achieving 100% utilization in Field Technical Support (Q2–Q3) and sustained 100% adoption in TechOps year-to-date.
•	Lead leadership team development by creating and delivering strategic content to foster cross-functional connection, build trust, and strengthen resiliency, occasionally leveraging Insights Discovery and Extended DISC to enhance collaboration and leadership effectiveness.

Senior Human Resources Manager - WD Engineering

Strategic HR Business Partner to Network Operations, Headend, Systems Integration, and Critical Infrastructure teams across 5 regions (13 states), supporting 600+ employees (79 leaders and 530+ individual contributors) in hybrid and nationwide virtual roles.
•	Delivered Crucial Conversations training to California Engineering leaders, resulting in increased leadership confidence in having tough conversations, performance management alignment, and increased eNPS results. Success led to expansion across additional engineering teams, and creation of a toolkit for business leaders to deliver training.
•	TMP Champion for the entire Division TechOps and Engineering organization. Resulting in a scalable process to assess leadership talent, identify high-potential employees, and address development needs for promotion readiness.
•	Collaborated with HQ and division teams to realign salary ranges for the Network Operations Engineering technicians based on market data and employee feedback, resulting in pay increases for 19% of employees.
•	Audited 25+ engineering job profiles, resolving inconsistencies, driving title alignment and equity in compensation.
•	Led the communications workstream for a 6-month Organizational Health Excellence initiative, enhancing the site with simplified tools and resources to improve consistency and adoption across the West Division.

Human Resources Manager - WD Engineering

Strategic HR Business Partner to CB’s Service Assurance teams, supporting 670+ employees (including 60+ leaders and 610+ individual contributors) initially in in-office environments, and virtually post-COVID. 
•	Designed CB’s first Career Progression program, increasing engagement by 8.8%, reducing overall churn by 8.8%, and cutting new hire churn by 7.27%. Resulting in canceling 33.3% of planned new hire classes and reducing class size targets by 28.6%.
•	Led HR integration of Mid-Market Service Assurance from HQ to West Division as the division’s HR Project Lead, collaborating with HR leads from the other two divisions. Oversaw org redesign, compensation alignment, onboarding, and change management, and developed an engagement strategy that improved eNPS scores.
•	Redesigned Mid-Market Career Progression, creating clear paths from SMB to Mid-Market support roles.
•	Created virtual New Employee Orientation during COVID-19, partnering cross-functionally ensuring continuity and impact.
•	Led organizational redesign efforts to include leadership transitions and restructuring the Retention Center of Excellence into Operations, and creation of the Complex & Strategic Service Assurance group.

Human Resources Manager - Comcast Business

hrQ Inc.

Client: eBags, Inc.
Manage the HR needs for an online retail organization during a momentous transitional period.
•Key team member in organizational strategy and change initiatives that established a new organizational mission, vision, & values. This also included the development & implementation of critical success factors, key performance indicators, SWOT analysis, and project road maps.
• Manage all employee relations issues including on-boarding, coaching, performance reviews, disciplinary actions, off-boarding, exit interviews, & terminations.
•Administration of payroll & benefits including monthly invoicing, & communicating benefit information to employees.
•Updated &maintained employee handbook, policies & procedures.

Client: Denver Center for the Performing Arts
Manage the HR department for a mid-sized non-profit organization that is consistent with the organization’s mission, vision & values while maximizing workforce effectiveness. Key team member in change initiatives & employee engagement committees. Point of contact for all HR vendors including benefits, unemployment, COBRA, 401k, Workers Comp, & Liability insurance.
•Established solid interdepartmental relationships while maintaining alignment of department goals to organizational goals & increase continuous workforce efficiency.
•Perform full cycle recruiting, hiring, and on-boarding for all exempt, nonexempt, union, contracting, & intern employees.
•Manage all employee relations issues including coaching, performance reviews, disciplinary actions, exit interviews, & terminations. 
•Maintain employee handbook, policies & procedures manuals for all company personnel including union and non-union employees & maintain HRIS ADP for all personnel record maintenance, benefits admin, & reporting.
•Administration of benefits including claims resolution, change reporting, monthly reconciliation, approving monthly invoices, & communicating benefit information.

HR Manager

WellBiz Brands, Inc.

•	Providing consultation on the implementation of company’s HRIS system, Paychex. 
•	Directing all phases of the project life including development, needs analysis, pre-launch, and final go live stage. 
•	Completing full audit of employee files to ensure quality assurance standards.
•	Creating a recruitment guide for franchisee owners in order to reduce hiring costs, ensure quality talent and simplify the recruitment process.

HR Consultant (Contract position)

AfterOurs Urgent Care & Front Range Primary Care

Manage operations, human resources business strategy and human resources generalist functions, and financial reporting for a healthcare organization specializing in urgent care and primary care delivery across multi-site locations within Metro Denver, Southern Colorado, and New Jersey. 
• Managed all HR activities including recruitment, selection, training, benefits/compensation administration, employee relations, events, and HRIS.
• Managed, supervised, coached and developed a cross-site leadership team for clinic coordination, training, productivity, and employee engagement.
• Evaluated, developed, and modified HR needs, recommending individual/organizational development actions, and implementing consistent standards at all off-site locations. 
• Analyzed employee time cards for accuracy and alignment to budget and schedules prior to submission to payroll. 
• Maintained and calculated monthly physician compensation based on individual physician professional collections.
• Processed and maintained all personnel files as well as all provider staff credentialing applications to ensure insurance and facility privileges and contracting.
• Developed and directed a complex initiative aimed at aligning core company values and expectations with hiring, on-boarding practices, training and development, measuring employee performance, and change management to increase employee engagement. 
• Directed training team in determining gaps in employee skills and output and develop a new initial training program and ongoing development processes. 
• Instituted a performance management framework and provided training to supervisors on counseling and corrective action that aligned with company policies and legal considerations. 
• Executed strategic plans that improved operational workflow, internal controls and communications that strengthen relationships and resolve complex problems while delivering increased service quality, and employee satisfaction.

HR & Operations Manager

Name.com

Denver based web hosting and domain registry firm with over a million customers worldwide. 

• Performed human resource generalist functions such as benefit plan administration, recruiting, pre-screening candidates, interviewing, COBRA compliance, implement company policies and procedures for entire office.
• Designed email marketing and special marketing campaigns that incorporated design and HTML skills. 
• Executed data analysis that included sales reporting, month-end reporting, annual reports to align with compliance and financial monitoring needs.

HR Generalist

GolfTEC

Corporate office of worldwide leading golf instructional company.
• Redesigned company website within first six months of employment resulting in more aesthetically pleasing appearance and user friendly functionality. 
• Created, designed, compiled data, and delivered company electronic newsletter MOMENTUM distributed to millions of customers monthly. 
• Coordinated and designed all collateral for annual corporate events hosting 200 corporate staff and franchisees. 
• Collaborated with marketing team on new initiatives and campaigns.
• Ongoing update and design of all email campaigns and print marketing.

Visual Communications Specialist

Sylvan Learning Center

Denver based franchisee office of national supplemental education company managing 16 centers located in Sacramento and San Francisco California. 

• Performed human resources generalist responsibilities including benefit plan administration, COBRA compliance, time-sheet management, and updated and maintained employee information, compensation reports, and payroll for 300+ employees for three different entities within two states using third party vendor Paychex. 
• Performed full-cycle accounting duties including accounts payable & receivable, general ledger, reconciliation, month-end reporting, financial statements, and annual reports. 
• Compiled material for monthly newsletter and distributed to all staff and clients. 
• Point of contact for all members within the organization, and maintained relationships with vendors.

A strategic and dynamic HR leader with over 18 years of comprehensive experience driving organizational transformation through leadership development, employee engagement, change management and inclusive cultures. Valued for aligning purpose with performance, fostering trust across all levels, and transforming ambiguity into clarity and collaboration. Known for a strong ability to turn strategy into action, facilitate high-impact conversations, and guide teams through change. A trusted partner to leaders navigating complexity, growth, and performance challenges, with a proven track record of connecting people strategies to business success.

taplio

The Battle

Therese Miclot

Meghan Williams, MPS, SHRM-SCP

Followers

Posts

Engagements

Likes

Performance ScoreTherese Miclot's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Therese Miclot

Meghan Williams, MPS, SHRM-SCP

Followers

Posts

Engagements

Likes

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);}Therese Miclot's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreTherese Miclot's LinkedIn Performance