Topics: How to Be Confident in Yourself, Female Leaderrship, Lauren Currie, Upfront
How to Be Confident in Yourself…even when it seems impossible
You weren’t made to stay small.
And if you’re tired of walking the tightrope between being liked and being heard—this episode is for you.
Because how to be more confident in yourself doesn’t start with fixing who you are. It starts with unlearning the stories that told you to shrink.
We’re joined by Lauren Currie—serial entrepreneur behind six businesses and founder of UPFRONT—who’s on a mission to help 10 million women build unshakable confidence and change leadership from the inside out.
If you’re navigating what it means to be a leader or founder, you already know the unspoken rules: be confident, but not too confident. Be strong, but still likeable. This conversation will help you redefine success on your terms.
Lauren shares what it really takes to become the most confident version of you—and why confident women will upset people (and why that’s ok).
In this episode:
- How to Build Confidence (For Real): The 3 mindset shifts that make confidence a daily practice—not a personality trait.
- Ditch the Likeability Trap: Why being palatable is keeping you stuck—and how to fully embrace ALL of you.
- Rewrite the Rules for Women in Business: How to lead without shrinking and be more confident in yourself in all areas.
This isn’t another fluffy pep talk. It’s a rally for women who are ready to own their power.
TIMESTAMPS
00:00 – Redefining Confidence for female leadership
01:52 – UNfiltered truth: how to be confident in yourself
05:25 – The Likeability Penalty for women in business
08:10 – Your Wildcard: Women in Business Standing Up
11:58 – Unlearning Apologies: Confidence comes with Space
LISTEN TO NEXT: Why You’re Still Hiding (ep 54)
RESOURCES
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MORE ABOUT THIS LEADERSHIP PODCAST EPISODE
“Confident women upset people. But what’s the alternative? There isn’t one for me.” – Lauren Currie, founder UPFRONT
Connect with Lauren Currie
Website: weareupfront.com
Instagram: @_laurencurrie_
- Confidence isn’t a personality trait—it’s a practice.
- Women are often penalized for the very traits they’re told to cultivate.
- Being labeled “a wildcard” is often code for “you scare us.”
- The magic happens when women come together to unlearn shame and reclaim voice.
- Your boldness will upset some people—show up anyway.
Here’s the real question: what happens when women stop shrinking to fit the room, and start building rooms that fit us?
If you’ve been dancing on the tightrope between being confident and being liked, this isn’t just relatable—it’s probably exhausting. And yet, if you’re in the early years of building something of your own, especially as a woman in business, you know this already:
We are asked to lead without making waves. To be visible without being too loud. To be ambitious—but approachable.
It’s no wonder so many of us second-guess ourselves, polish our voices down, or play small to feel safe. And it’s why conversations about how to be confident in yourself matter more than ever—because the rules? They’re broken. They weren’t built with you in mind.
So what happens when we stop following them?
Let’s talk about it.
The Confidence Double Standard (and Why You Feel It So Deeply)
Let’s name the quiet part out loud: Confidence looks different when you’re not a white man in a suit.
The same traits that make men leaders—decisiveness, directness, visibility—are often seen as liabilities when expressed by women. If you’ve ever had feedback that said, “You just need to tone it down,” or you’ve watched someone less experienced (and less talented) be fast-tracked past you, then you already know the unspoken rules of female leadership.
It’s not in your head. It’s in the system.
And that system has taught so many of us that likability is the cost of access. That shrinking is safer. That apologizing makes us easier to work with. That visibility must be earned through perfection.
But here’s what Lauren Currie reminds us in our latest conversation:
“We’re told to be more confident, and then punished the second we are.”
If that hits? You’re not alone. You’re also not the problem.
Why Being the “Wildcard” Isn’t a Flaw—It’s a Feature
If you’ve ever been called a wildcard, outsider, or risk—this part’s for you.
You were never meant to play by the rules. In fact, most of the time, being labeled “the wildcard” is code for: we don’t know what to do with a woman who doesn’t play small. It’s a term often used to celebrate your ideas publicly, but quietly exclude you when it comes time to make decisions.
Sound familiar?
But what if we stopped hearing “wildcard” as a warning and started hearing it as a signal of leadership?
Because here’s the truth: businesses and movements don’t thrive by playing it safe. They thrive because someone—you—shows up with boldness and vision that hasn’t been seen before. That’s not a gamble. That’s the ground beneath real progress.
And that’s the essence of modern female leadership: showing up as the visionary before you’re validated.
How to Be Confident in Yourself (Even When It Feels Like a Risk)
Let’s flip the script on confidence. It’s not a personality type. It’s not something you either have or don’t.
It’s a practice.
“Your job is to be the most you that you can be. That’s how the right people find you.” – Lauren Currie
That’s the mindset shift. The practice. The quiet rebellion.
Confidence isn’t built in front of an audience—it’s built in the everyday moments when you choose to speak your truth, even if your voice shakes. When you say yes to the opportunity that terrifies you. When you stop apologizing for taking up space.
It’s in the micro-moments:
- Choosing to hit publish without over-polishing
- Saying “I disagree” in a room that isn’t used to hearing it
- Taking up space—literally and figuratively—without justification
These are the reps. This is how to be confident in yourself, day by day. You don’t wait to feel ready—you build readiness by doing it scared.
Why This Matters for Women in Business
This isn’t just about personal growth.
This is about the future of leadership, visibility, and entrepreneurship.
Women in business are still navigating spaces that weren’t designed for us. From corporate boardrooms to podcast interviews to pitch meetings, we’re often the youngest, the only woman, the one with the nontraditional path. And still—we lead.
But the kind of leadership the world needs now?
It’s not about replicating the old model.
It’s about building a new one—one that’s rooted in clarity, voice, courage, and you.
And yes, confident women will upset people. That’s not your cue to shrink—it’s your cue to stay steady.
A Different Kind of Confidence Community
One of the most powerful moments from the podcast conversation came when Lauren described what happens when women come together in community—not to fix themselves, but to unlearn the rules that kept them quiet.
“This is what happens when you bring women together in a space where they feel brave and supported and they have permission to be this new confident version of themselves.”
That’s where the magic is. Not in proving yourself. But in showing up as yourself. Fully. Freely. Unfiltered.
If you’ve been building your business in isolation or trying to “earn” your seat at the table—this is your reminder: you don’t need to wait for the world to catch up.
Create your own rooms. Raise your voice now.
Let This Be the Nudge
You didn’t come this far to play small.
You didn’t start your business to stay invisible.
And you certainly don’t need to tone it down to be taken seriously.
Female leadership is evolving—and you are the example, not the exception.
So the next time you feel yourself pulling back, softening your edges, or apologizing for your brilliance, remember:
You’re not here to be palatable.
You’re here to be powerful.
Ready to Build Confidence Without Shrinking?
If this resonated, listen to the full conversation with Lauren Currie on Her First Three Years.
We talk about visibility, boundaries, bravery—and what it means to lead as a woman without apology.
You’re not too much.
You’re just in the wrong room.
Go build a new one.
FULL TRANSCRIPT WITH LAUREN CURRIE AT UPFRONT BELOW:
Chardét (00:00)
Imagine a mission to change confidence for 1 million women. That is the focus of our guest, Lauren Curry. She is the founder of Upfront. It’s an amazing organization that is all about helping women to upskill, to connect, and to really find that deeper confidence so we take up space, so we raise our voices, so we say that thing we want to say, and we stop hiding so much.
And it’s incredible this conversation because you can see the transformation that happens when you step more into you. When you stop apologizing so much, when you stop shrinking who you are, and when you really open yourself up to be in community with other women because we know together it is so magical and so powerful. Now Lauren is an incredible entrepreneur. She’s had six businesses. She has helped so many different people.
progress in their lives and their careers and really find their voice. And so she’s the perfect person to speak about this. She also has an upcoming book in January, which we will be linking, re-releasing this episode when that’s available. You’re gonna get now though, some really helpful insights into how to tap more into you. And I will see you inside. Welcome to her first three years.
from breakdowns to blunders, learn what worked and what didn’t. I’m your host, Chardét, and whether you’re a new entrepreneur or you’re just starting something new, this is your space to learn and feel a little less alone.
What was the early career or entrepreneurial experience you had where it just made you realize, okay, we can design the confidence we need to succeed or to feel more competent?
Lauren Currie (01:52)
So my journey started in design. So I went to art school on a mission to be the next Steve Jobs. So I wanted to study product design and build an object that would change the world and make me very rich. And then at art school, I discovered this kind of very emerging discipline of service design. And, you know, this was in the early 2000s where it wasn’t really something you could study. And I became
just really obsessed and fascinated with the idea that every single service we interact with, whether it’s buying a cup of coffee, booking a holiday, you know, going for a smear test, all of these things have been designed. And of course, often they’ve not been designed for people, they’ve been designed for the system or the product. So I could see huge opportunity there and was very inspired by thinking about the possibilities. So I guess very early,
In my life, I had a really strong understanding that you can build and create and mold almost everything with intention. so fast forward through building my first business, which was a service design consultancy. We were one of the very first in the UK to focus on service design for social change. And I then spent a year designing the world’s first MA in service design.
Then I moved to London, decided to try being employed and was a design director at an organization that was building businesses that would generate 250 million pounds of profit every year for the charity sector. Wanted to build a product app to democratize leadership development. And the red thread through all of that and all of those businesses was me being the only woman in the room, the youngest person in the room.
the only person with a regional accent, the only person who didn’t go to a private school, often the only woman speaking at a conference. And I guess for a long time I was very naive because I believed the lie of meritocracy that I’d been fed, right? It’s like I believed to work really hard and do a good job, good things happen. And so I just couldn’t understand why these spaces were so male dominated.
And you know, I was going to these conferences and seeing the same presentations from the same mediocre, average white dudes that were just not very good. That was when I started to really dig into where are the women? You know, at one conference I put a note in the, I put a sticky note on the mirror in the women’s toilets and wrote on it, do you ever want to be on stage? People were tweeting me, there was a big queue of people waiting to speak to me at the conference.
And that was the day that I understood, okay, this is really complicated, but we have a confidence problem. And that was the day that the flame that became upfront was lit.
Chardét (04:47)
whole
amazing thing about what you’ve shared is that you, even though the vision was you were going to be, you know, the female Steve Jobs, that there’s so much, it’s not, the word is not charitable, but there’s so much like really helping humanity in everything that you’ve done, which I think is the missing thing for so many of us as entrepreneurs, especially as women, I feel we often have this, we want.
to have impact and purpose and we often feel like what’s stopping us is the confidence, is the self-belief to do that. And also like you shared, when you’re in a room full of a bunch of white men, it doesn’t really build your confidence.
Lauren Currie (05:25)
Yeah, because you feel like an imposter, right? Because you are one. It’s like those spaces were not designed for people like you.
Chardét (05:34)
Yeah,
who do you emulate if you just can’t see what that looks like for you and it’s so hard to put yourself in that? Especially because I know for you, you were so young when you first got into this. I think you were what, 25? 24? 23. So imagine being 23 walking into that room and there’s no one like you and you can’t act like them because that’s a totally different way of being. I shared with you before we started recording that while this show is for people who…
are starting businesses, are there new in them in three years, it’s also for people making pivots, becoming more visible or starting new business, maybe expanding a team. And we were saying how a big thing that stops you is that confidence. But I also think there’s certain unconscious leadership norms that you see that makes women a little bit more invisible or like keeps us from being at the table.
Lauren Currie (06:24)
think there’s so much around what a leader should look like and should sound like and women get so many conflicting messages of how we should be and what we should be and all of those things really influence how we are evaluated, how we’re promoted, how we’re supported but we also know that those norms do penalise.
women, like all of the data shows us that women are penalised for visibility, confidence, ambition. We know that when a woman shows up at work in a way that is confident, direct, decisive, that they are going to be more likely to be disliked, labelled as aggressive, difficult. And scientists call this the likeability penalty. But such a difficult place to be because we are constantly trying to walk this tightrope of being competent and being liked.
But yet all of the data tells us that the more competent we seem to be, the less people will like us. I think that is ultimately the biggest unconscious norm and all the habits that spin from that, that we are facing, that we need to overcome.
Chardét (07:31)
When you were saying this now, that likeability versus competence and trying to straddle that line, it resonates so much because I’ve seen women on both sides of this who are extremely likable, but then they get kind of siloed into the friend zone equivalent of business where they’re not going to be in the C-suite and they’re not going to necessarily stand out in their space because they’re so, so likable and always appeasing and helping people. And then I’ve seen the other side where you’re so competent, but
because you don’t have enough likeability, they don’t want to help you. They don’t want to collaborate with you. They want to give you opportunities. It’s really a fine line, isn’t it? Especially if you’re working with…
Lauren Currie (08:10)
Yeah, and it’s also important to know that it’s not men, it’s everyone. Women and men dislike successful women. I think that’s why I believe the work that we’re doing upfront is so radical and timely and important because we need to take responsibility for the roles that we play in those norms and in those cultures. Like there is no way that you can win.
So ultimately all you can do is show up with integrity and align to the values that you have chosen for yourself.
Chardét (08:41)
I really like that because it’s giving permission in a way. Not that we need permission, but to hear it being that it’s okay to not get it perfect because you really can’t.
Lauren Currie (08:51)
For me it feels much more liberating to just accept it. It’s like one of our strap lines at Upfront, which I have on my bag that I carry around town in huge letters, says, our confidence upset them. Confident women upset people. But what’s the alternative? There isn’t one for me.
Chardét (09:07)
Yeah, not for anyone that’s trying to create anything of impact or really just have their voice heard. And this is kind of a big question that I wanted to get into a little bit more with you a bit later, but because you’ve mentioned it a few times and I want to make sure people really understand context. How is the work of Upfront tied to this idea of really helping women to feel more confidence in what they’re doing in themselves in changing the world, having a voice?
Lauren Currie (09:32)
So Upfront’s mission is to upskill 10 million women and the way that we do that is through our flagship product which is called the Bond, B-O-N-D. And every cohort that goes through our program is its very own Bond and we host bonds for individuals, we host bonds for sectors and we host bonds for organizations. So for example, this coming Monday we have our charity Bond which is for women who work or volunteer for the charity sector and we have over 2,000 women from charities all over the world.
joining the program. We hosted a bond for the teams at Nike. We are working with brands like Cabinet Office, Sainsbury’s, Just Take Takeaway. And so what the bond does is essentially an unlearning experience where you’re unlearning all of the myths and norms and stories that you have been fed since you were very little about what confidence is, what confidence looks like, where it comes from.
how you cultivate it in yourself and cultivate it in other people. It resets your relationship with your own confidence and the confidence of the women around you and it gives you very practical, tangible tools to change your behaviour and to change your mindset in a way that will make you eventually feel excited about things that right now feel really scary. Will make you say yes to things you would never have said yes to before. To give you an example, one of the, we only have one rule in the bond.
and that rule is no sorries. So for six weeks you’re not allowed to apologise. Just this rule on its own changes people’s lives because they have been apologising unnecessarily every day for most of their lives. And that’s not something to feel ashamed about or feel embarrassed about because it’s a very ingrained habit in our culture, especially if you are British, especially if you are
Canadian, you I know some cultures are wed to it more than others. But sorry is a really beautiful and important word. It’s important that when you are sorry that you can say it and mean it. But what we do see is women moving through the world saying sorry for speaking, saying sorry for having an opinion, saying sorry for being hungry, for being tired, for taking up physical space in a room, for having an idea. I mean the list is endless. And so that’s just one very small example of something that we do in The Bond that has a very transformative impact.
Chardét (11:58)
What is something that is kind of the most unexpected or surprising development that you’ve seen has come from upfront? Something that because you have so much intention with how people are evolving and what they’re learning, even everything from the stop apologizing for things that don’t need to be apologized for. Is there anything that you didn’t really expect to happen that surprised you, even if it was just one person that maybe had a transformation you weren’t expecting?
Lauren Currie (12:26)
You know, Donna Patterson, who’s a bonder who took her employer to court by herself, represented herself in court and won the case against her employer for maternity discrimination. You know, to bonders who have got their first tattoo, come out to their family, you know, there’s a very, very vast and varied range. We have a graduation ceremony at the end of the six weeks.
And we ask bonders to perform in front of each other so they get a chance to put what they’ve learned into practice. So they might read a poem or read some words from their journal. And every single time, the energy is so palpable. We had one woman who told us a story about how it was her 50th birthday. And her whole life, she had never let people sing happy birthday to her because she hated.
people looking at her and didn’t want that attention and then she proceeded to sing Happy Birthday to herself in this call in front of hundreds and hundreds and hundreds of women from all over the world because this is what happens when you bring women together in a space where they feel brave and supported and they have permission to be this new confident version of themselves.
Chardét (13:39)
Yeah,
the magic of women being able to come together and feel safe, as you said, to express, to do the thing, to not feel so much guilt, shame, judgment, whatever it is that stop us all the time. It makes you think about how there’s been so much resistance in the world towards women creating this kind of community and groups. And it makes you see why, because it’s so powerful. There’s nothing that can stop a group of women together.
What is the unifying trait or need or want or pain point that you see for people coming into the upfront community? Because it doesn’t sound like it’s just one kind of person. sounds like it’s many kind of people.
Lauren Currie (14:19)
For some, it’s low confidence, low self-esteem, self-doubt, and for others, they’re being constantly punished because they are confident and they are constantly being told they’re too much, they’re too loud, they’re a wild card, they need to calm down, they need to sit down. And again, we’re back in that place of it’s a trap, it’s a double bind, it’s like you’re told to be more confident and then that very same system that told you to be more confident doesn’t like it when you do so. ⁓
Chardét (14:43)
All of
them are entering with this idea of, want to find a way to find this confidence. I don’t want to necessarily ruffle feathers, but then they go through it and realize, well, it’s just going to happen. I love that. Is it, and you mentioned this just now, so I wanted to ask you, because I saw the letter that you had written about Wildcard and your experience. And I thought that was so touching because I think it really resonated of being the person who’s trying to…
be different and bold and show up in spaces where she is not really accepted or welcome and then being labeled all your, you know, the wild card. You’re too much. We hear a lot. I don’t know if you want to share more your experience for those who are listening that might not know it or even just with people who come through, what are some ways where we’re labeled this?
Lauren Currie (15:31)
So I’m 38. I wrote a love letter to Wildcards, I think maybe last week, a couple of weeks ago, based on a very recent experience that I had. And it has taken me 38 years to understand and realize that all the times in my life I’ve been called a Wildcard, that was actually an insult. That was actually institutions, systems, teams.
taking advantage of my youth, my energy, my freshness, my creativity, my boldness, and then being too scared to commit to that and choosing the traditional option. So the reason that I wrote it is I want people to understand when you are positioned as a wildcard, that is a reflection of them and not you. And that the next time I’m in a position where I’m being interviewed,
to be for this particular scenario I was being interviewed to be on the board of a charity. And if I’m in that situation again, I’m going to say really clearly in my first interview, you want to challenge the status quo, you want to innovate, you want creativity. If you genuinely do want those things, I am all of those things and more. But if you are not ready to actually commit to those things, please don’t take me any further. That’s how I’m thinking about it at the moment.
And that might evolve, but that’s where I’m at with it just now. There’s been two instances, big ones in my life, which informed the piece that I wrote. One, I was selected to go on an entrepreneurial development program at MIT in Boston. And at this was the time when I had my service design agency and I was in my early 20s and the work that we were doing was very new. There was very few other people doing it in the UK. And so I got selected to go quite late on. Of course, I went to Boston. ⁓
an incredible experience. But part of that program was we had to come up with a business idea and pitch it to investors. And my pitch got a standing ovation and was kind of fed back to the people who sponsored my places that, you know, I was a standout participant. And in the debrief meeting we had, when that information was shared with me, it was kind of delivered with a chuckle of, fancy that because you were the wild card.
And at the time, I didn’t understand what that meant. As a young woman, I was probably 25 at that time, 26, in a room by far the youngest person, you the only person not wearing a suit to be, to have that said to her. Exactly, you’re shaking your head. It’s like, okay, I have a lot of feelings about that. And then the second time it happened to me was when I was head-haunted to be the CEO of
a global creative agency and met the current CEO several times and was told over and over again, you are just exactly what we need, exactly what we’re looking for. Then it was just a case of going through the formalities of meeting the board. And after my presentation to the board, they decided to hire an older man who was a freelance journalist who stayed, lasted in the role for six months, I think.
And you know, now where I am, I can look back at those two experiences and think, you know, I can see the pattern. I had such an amazing response from that letter. So many people got in touch and said, wow, you’ve articulated something that I felt my whole life and haven’t really been able to put into words. And it’s this kind of toxic, the message being delivered as if the problem is you or that they somehow deserve some sort of recognition or reward for
engaging with someone so wild and creative. In fact, the opposite is true. None of these institutions or systems will survive without people like me and without people who are labeled wild cards. And they can either get on board and collaborate or our businesses will take over theirs. It’s their choice.
Chardét (19:34)
And just letting that soak in that last line. That’s a mic drop one. So I think it resonates so much with people listening because we always feel like we’re a wild card in one way or another. But what you said in that letter that I really held on to that you’ve kind of talked about now too, is how these businesses and these organizations, wanted, like they are advertising for this. They want to shake up. They want to move into the next stage. They’re looking…
Technically for these people and then you show up and it’s like wait. Nope actually no we we didn’t want it or it like you said if they do accept you it’s the case of well aren’t we so Open-minded yeah that we accepted you
Lauren Currie (20:20)
Shall
I read a little bit of it for you? Yes please. So now I read these very words and job descriptions. They say they want to ruffle feathers, challenge the status quo. They call for bravery, fresh thinking, new energy. They love our fire until it’s time to press go. Then they choose comfort. Then they choose the status quo. So I wonder what would happen if instead of calling us wild cards, they called themselves scared.
What would change if instead of calling us wild they asked, what can I learn from you? What if our names didn’t land in a pile marked maybe later but their egos did, tucked into a drawer labelled needs work? What if the language changed? What if the lens shifted? What if wild meant visionary and card meant compass? We are not the gamble. We are the ground beneath your next brave step.
We are not unpredictable. You just haven’t yet learned how to read a future that doesn’t centre safety and comfort. I am not here to bend to your imagination’s limits. I’m here for the world I can already see.
Chardét (21:27)
I really encourage people listening actually to go to your Instagram. We’ll have show notes to direct them there to read it. it’s makes you, it’s one of those things you read and you feel shivers because you feel like you’re seen for the very first time. And when I was reading that even, I know we’ve all had moments like this, but I remember too having that moment of going for the job. They wanted someone with the experience I had and
because I was different and didn’t have a traditional background, but then arriving once hired and finding out that my white boss with no experience in that area was going to be the one who would manage it. And it’s just like again and again, we get these stories again and again. What do you think, this is kind of second to last question for you, because I think this is something that could be a whole, I mean, you wrote a whole letter on it. It’s much bigger than a podcast episode. What do you think are some ways that
people listening who feel, have resonated not just with this part, but the whole conversation, to start to step into a little bit more being who they are without the fear or the judgment or the shame, or maybe they still feel it, but just like small, tiny movements or shifts in that direction.
Lauren Currie (22:42)
You have to start and decide. Everybody wants, here are 10 steps, here’s a quick fix, here’s the strategy. But the real work to do is emotional work. Say what you think, say what you believe, and don’t change yourself to try and be more palatable or professional or polite. Your job is to be the most you that you can.
be. And in doing that, you become a magnet and it’s like the right people find you and the wrong people are repelled. And that’s good for you. You know, it acts like a filter. So my advice is to think of confidence like a muscle. Think of it as a practice and think about what your daily reps are going to be. What are these small things that you’re going to do to keep building this practice and keep building this muscle?
There are many, many ways that you can do it. One is to apologize less. One is to practice taking up more physical space in the world and surround yourself and whether this is people through these podcasts like this one or books you’re reading or social media or whether it’s people in your real life, surround yourself with women who love and support that part of you.
and who want to see you succeed and be bigger and be bolder and be braver. And that’s why Upfront exists, because a lot of us don’t have that community.
Chardét (24:16)
This is kind of the perfect segue then to ask you for people who listening that they are ready for that community and they want to feel a little bit more supported. How can they find out more about Upfront? Connects with you, the different things you do, what are the ways that they can be involved or participate?
Lauren Currie (24:35)
I would love you firstly just get in touch if any of this has landed or you feel inspired or moved or excited or energized. Send me a note and let me know because that’s what these conversations are for and it’s always so nice to hear from people who listen. So I would love you to buy my book. My book will be out in January. You know, it’s written like I’m right beside you. You can join the bond through your organization or as an individual, you can listen to the Upfront Moment podcast.
And of course, please follow me on LinkedIn and Instagram. I’m sharing a lot of behind the scenes lessons and point of views on there most days. But ultimately, you know, come and be in community with us because that’s where the upfront magic happens. I’d love to welcome you.
Chardét (25:21)
I’m gonna encourage everyone listening to reach out as well. I know a lot of people feel like, this is such a successful person. She’s not gonna see my message. It’s not gonna matter. Yeah, that’s what I want people to hear. That it does matter for you to respond if this touched you, for you to share and for people to connect. And I’m really excited for your book. We will do a re-release in January as well.
Lauren Currie (25:32)
The message I get.
Chardét (25:48)
And thank you so, so much for being here, Lauren, and for sharing in such a very unfiltered real way, which is what we love here.
Lauren Currie (25:56)
Thank you.
