Dr Kasi Lacey

Dr Kasi Lacey Confidence Coach for Women in Leadership, Facilitator for Thriving Workplaces, and Keynote Speaker. Hello !!!

I am an executive and leadership coach, and psychologist, specializing in coaching women who struggle with confidence in their careers or leadership roles. I am Dr. Kasi Lacey (yes it rhymes) and I am the founder of H & L Legacy a consulting business that focuses on empowering women to live their best lives… moving from surviving to thriving in your relationships, business, and finances. My missio

n is to help women become more confident in all the “hats” they wear, make more money, and save them time. As a psychologist, who is also a C-suite executive/Vice-President, mom of two beautiful girls, and high-achieving, perfectionist (in recovery), I share my tricks and tips on how to use psychology to improve your career, relationships, and finances. I have an incredibly successful career and built a life beyond what I could have imagined. When I say I built, I truly mean it, as initially navigated this world with limited resources, moved out on my own at 16 years old, graduated with my Ph.D. in Counseling Psychology 10 years later, and became a mom of two strong-minded girls, who are my driving force to make this world better for women and those who have the pleasure of learning from us. I have pushed through glass ceilings, fought for and secured a seat at the table not once, but multiple times, and have had the privilege of coaching, leading, and doing life with some amazing clients and women over the years. My story is a testament to the idea that with grit and resilience, we can change the cards dealt to us and achieve greatness. I have helped numerous women realize their potential, and significantly improve their confidence as a mom, executive, supervisor, or partner. If you want more out of your life and are searching for change, please follow me on Instagram and Facebook as I will share weekly, free, valuable resources, that will save you time, money, and precious energy. You can also email me at [email protected] with questions or browse my website at kasilacey.com for additional information. Thank you for allowing me to be a part of your social media community as not everyone deserves access to this part of your life.

What a full few weeks. 💛Tampa. Minneapolis. And in between, getting to come home and celebrate the launch of my book wit...
06/20/2026

What a full few weeks. 💛

Tampa. Minneapolis. And in between, getting to come home and celebrate the launch of my book with so many people who have supported this journey from the very beginning.

There have been early flights, great conversations, lots of laughter, a few happy tears, and so many moments that reminded me how lucky I am to do work I love with people I genuinely enjoy.

This weekend, I'm feeling equal parts grateful and exhausted - in the very best way.

Grateful for every person who showed up, cheered me on, bought a book, shared a conversation, or trusted me with their story.

Now it's time to unpack the suitcase, catch my breath, and soak it all in.

My heart is full. 💛✨

High-performing teams are not built on strategy or talent alone.They are built on belief.The belief that leaders mean wh...
06/19/2026

High-performing teams are not built on strategy or talent alone.

They are built on belief.

The belief that leaders mean what they say.
The belief that speaking up is safe.
The belief that when challenges come, the culture will hold.

A small preview of what I teach when I speak on trust for high-performing teams:

1. Trust is a pattern, not a moment.

One all-hands meeting. One transparent conversation. One inspiring speech.

Those moments matter, but trust is built through consistency.

People are watching the small signals:
Do your actions match your words?
Do you follow through when no one is watching?
Do you lead the same way under pressure?

People do not trust promises.
They trust patterns.

2. Silence is data.

When teams stop raising concerns or challenging ideas, it is not always alignment.

Often, it is protection.

The healthiest teams feel safe enough to tell the truth before problems become crises.

3. Self-trust comes first.

A leader cannot build a trusting team while privately losing trust in herself.

The way leaders relate to their own judgment shows up in every decision, conversation, and risk they ask others to take.

Self-trust is the foundation.
Everything else gets built on top of it.

This is what I teach when I speak on trust for high-performing teams: practical frameworks leaders can apply immediately, not just theory.

If you're planning a fall conference, leadership summit, or women's leadership event and want your audience to walk away with tools they can actually use, I'd love to be part of what you're building.

[email protected]

06/18/2026

The best feedback I ever get does not come from a survey.

It comes from someone who walks up to me after a keynote and just starts talking.

That person was Francesca.

She introduced herself and told me about her family. Her mom is the first audiologist in Latin America. She and her sister grew up as Starkey babies, meaning the Starkey Foundation was not just an organization they heard about in a presentation somewhere.

It shaped who they are.

For those who do not know the Starkey Foundation: they travel the world delivering hearing aids and audiological care to people in underserved communities who would otherwise never have access. Countries where a single hearing aid changes the entire trajectory of a child's life. Countries where belonging to the conversation is not something you can take for granted.

Francesca's family has been part of that mission for years.

And now she is a college student studying psychology, making sense of everything she has lived alongside the science of why it matters.

We talked about that for a while before she offered to share what my talk had meant to her. Her words:

"I’ve never felt so seen and I felt so validated…"

I have been thinking about that ever since.

Because what the Starkey Foundation does is, at its core, a trust story.

They walk into communities that have been overlooked, underserved, and left out of the conversation, literally, and they say: you deserve to be in the room.

That is what trust does.

It gives people access. To decisions. To belonging. To the belief that they matter in the spaces where things are being decided.

Thank you, Francesca. For your generosity in sharing your story and your words. For your family's legacy of service. And for reminding me that the work we do on stages is only as meaningful as the lives it connects to.

This is why I speak.

Most keynotes are forgotten within three days.Not because the speaker was bad. Not because the content was wrong.Because...
06/17/2026

Most keynotes are forgotten within three days.

Not because the speaker was bad. Not because the content was wrong.

Because it was built to inspire, not to actually change anything.

Your audience felt something in the room. By Thursday, they were back to the same dynamics, the same friction, the same quiet exhaustion they walked in with.

I built my work to land differently.

Here is what I see in almost every audience I speak to:

Disengagement that gets diagnosed as a motivation problem, when it is actually a trust deficit. People are not checked out because they do not care. They are checked out because something in the environment stopped being worth believing in.

Burnout that gets treated as a self-care issue, when it is actually what happens when someone loses trust in the system they are inside, and then loses trust in themselves for struggling with it.

Leaders who are carrying enormous pressure without a framework, not without resilience, but without the specific psychological tools to lead consistently when their own confidence is under strain.

These are not soft problems.

They are organizational performance problems. And they require more than an energizing afternoon.

I am a licensed psychologist and former C-suite executive who speaks on trust as a leadership strategy. Self-trust, relational trust, and what trust looks like now, in the age of AI, when every audience you are serving is more skeptical, more stretched, and more in need of something that actually sticks.

Every audience I speak to also walks away with access to my Confidence Collection, specific tools they can use for themselves, for the teams they lead, and for the customers and clients they serve.

Not because I want them to remember the keynote.

Because I want the keynote to change something.

If that is what you are building toward for your fall event, let's connect.

[email protected]

Tomorrow is a day I honestly can't believe is finally here.I get to celebrate something that has been on my heart for a ...
06/17/2026

Tomorrow is a day I honestly can't believe is finally here.

I get to celebrate something that has been on my heart for a long time, surrounded by people I love - people who have supported me, cheered me on, challenged me, encouraged me, and walked alongside me throughout this journey.

Tomorrow is my Your Confidence Comeback book release party.

I still can't quite believe I'm saying those words.

Over the past few weeks, I've received texts from friends and readers, photos of highlighted pages, messages sharing favorite quotes, and stories about how certain chapters spoke directly to where they are in their lives. Every single message has touched me deeply.

Because while this journey has been about writing a book, it's always been about something bigger.

It's been about confidence.

The confidence to start before you feel ready.

The confidence to keep going when doubt creeps in.

The confidence to use your voice, own your story, and believe that what you have to offer matters.

Your Confidence Comeback was written for anyone who has ever questioned themselves, dimmed their light, or forgotten just how capable they truly are.

Tomorrow, we'll celebrate a book. But more importantly, we'll celebrate the courage, growth, resilience, and confidence that brought us all here.

Thank you to everyone who has been part of this journey. Your support, encouragement, and belief in me mean more than you'll ever know.

When have you felt most comfortable speaking up, and what did the people around you do that helped create that environme...
06/16/2026

When have you felt most comfortable speaking up, and what did the people around you do that helped create that environment?

For me, there was a time when I sat in boardrooms as the only woman at the table.

And if I'm honest, there were moments when I didn't speak.

Not because I didn't have ideas.

Not because I wasn't qualified.

But because I wasn't sure my voice would be valued.

Now, looking back, I can see two things were true at the same time.

Sometimes it was my own story running in the background:

Don't interrupt.

Don't be difficult.

Don't say something that sounds stupid.

And sometimes?

The environment wasn't exactly rolling out the welcome mat for different perspectives.

That's why I think conversations about psychological safety matter so much.

Psychological safety isn't about making people comfortable all the time.

It's about creating an environment where people believe they can contribute, challenge ideas, ask questions, and take interpersonal risks without fear of being dismissed, embarrassed, or punished.

As leaders, we have to pay attention to the dynamics in the room.

Who speaks first?
Who gets interrupted?
Whose ideas get acknowledged?
Who hasn't spoken yet?

Because inclusion isn't just about who has a seat at the table.
It's about whose voice actually gets heard.

But there's another side to this conversation.

Even in the most supportive environments, there are times when we have to build enough self-trust to speak anyway.

To raise our hand.
To share the idea.
To ask the question.
To trust that our perspective has value before anyone else validates it.

I've learned that confidence isn't waiting until you feel completely safe.
It's knowing how to use your voice even when certainty isn't available.

06/15/2026

Imposter syndrome does not mean you are underqualified.

It means you are paying attention.

High achievers get imposter syndrome because they understand the weight of what they are doing. They take the responsibility seriously. They know what failure would cost.

The people who never feel it? They are usually the ones not asking enough questions.

The goal is not to eliminate self-doubt. The goal is to stop letting it make decisions for you.

There is a difference between "I wonder if I'm good enough" and "therefore I shouldn't try."

One is self-awareness. The other is self-abandonment.

Know which one is running the room.

As a workplace psychologist, I've learned something important:The challenge leaders talk about is rarely the challenge t...
06/12/2026

As a workplace psychologist, I've learned something important:

The challenge leaders talk about is rarely the challenge they're actually facing.

"We have a communication problem."

"We have a culture problem."

"We have a performance problem."

Maybe.

But more often, those are symptoms of something deeper.

That's why so much of my keynote work focuses on trust, psychological safety, leadership, and the human dynamics that drive organizational success.

I'm curious:

What's the biggest challenge your team is facing right now?

🔹 People aren't speaking up
🔹 Resistance to change
🔹 Accountability gaps
🔹 Burnout and disengagement

And if your challenge isn't listed, tell me in the comments.

I'm always fascinated by the patterns leaders are seeing across teams right now—and what those challenges might actually be telling us.

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Fulton, MO

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