Moving Ahead

Recently, I received some invaluable feedback about my confidence and assertiveness and in true "Ems" style, I couldn’t just leave it at that… I needed to do something about it! Firstly, I connected with my amazing internal mentor, Lisa Pinfield MA FCMI CMgr MCIPD, who has been a total asset so far and I’m looking forward to continuing to work together and develop myself through he expertise and general awesomeness. Secondly, serendipitously my application for a coveted spot on the Moving Ahead external mentoring programme was accepted (surely not a coincidence?!) and I am currently in the process of being matched with my own external cross industry mentor. And finally, thanks to The Best Boss in the World™️ (or Dale Wood as he is otherwise known) and the fantastic support of Capita Learning and development (Laura Fuller. Assoc CIPD) I was fortunate enough to begin working with Rachel Lee - ICF PCC. I’m hoping that both mentoring and coaching will be powerful tools to boost my confidence, career development, and ability to navigate difficult conversations or complex work environments and offer the support I need to thrive professionally. I know that the fabulous Lisa Pinfield MA FCMI CMgr MCIPD will share her knowledge and expertise alongside insight into company-specific dynamics and culture, helping me align with the company's goals, my Moving Ahead mentor will bring a fresh, unbiased perspective and focus on broader industry trends, while the fantastic Rachel Lee - ICF PCC will continue to empower me, pushing for greater self-reflection and address broader, more strategic issues. For those of you who think I’m assertive and confident enough as it is, watch this space because you haven’t seen anything yet!

I'm delighted to have made the cut for the 2025 Moving Ahead Mission Include programme. Looking forward to getting stuck in! #missioninclude #leadership #inclusion #mentee

This year I will participate in the award-winning and cross-company mentoring programme Mission Include launched by Moving Ahead. I will be using this opportunity to develop personally and professionally,  I can't wait to learn, collaborate, and make an impact alongside my peers.  #personaldevelopment #mentoringprogramme #leadershipskills

What are some practical, actionable steps to offer sustained support to co-workers in light of everything going on in the world and in the news? Moving Ahead faculty and organisational culture and leadership expert Holiday Phillips shares her thoughts with us in last month's issue of Connect. Systemic and Structural Support: - Comprehensive well-being programmes: Implement mental, emotional, and physical health intiatives, such as Employee Assistance Programmes (EAPs), mental health workshops, or subsidised gym memberships. - Clear work-life balance policies: Create and enforce policies like flexible hours, remote work options, and mandatory time off. - Career development: Help employees feel secure about their long-term growth by offering training, mentorship, and clear advancement pathways. Day-to-day behavioural changes: - Lead with empathy: Start conversations by genuinely asking how colleagues are doing. Listen actively, acknowledge their feelings, and offer support, such as adjusting deadlines or seeking alternative resource if someone is overwhelmed. - Practice mindful presence: Show your colleagues you value them by minimising distractions, making eye contact, and giving them your full attention. - Encouragement and positive feedback: Regularly provide genuine praise. Recognise both small efforts and significant achievements, focusing on progress as well as outcomes. Creative ideas to try: - Start meetings with gratitude: Begin meetings by inviting team members to share something they’re grateful for or a recent win. This sets a positive tone and encourages appreciation. - Surprise acts of kindness: Occasionally surprise your team with small gestures, like handwritten notes, virtual coffee breaks, or sending a favourite snack. These moments can lift spirits and build connection. - Encourage walking or phone rather than video meetings: Suggest taking one-on-one meetings while walking (virtually or in person) or away from a screen. This adds physical activity and/or a screen break, which can reduce stress, and fosters more open, creative conversations. Do you have any ideas to add to this list? #DiversityAndInclusion #Belonging #Workplaceculture

Proud to be one of the speakers on the Moving Ahead Speaker Academy roster.

This month, we'd like to share some of the voices within the Moving Ahead faculty and Speaker Academy who speak about racial equity and focus on empowering the careers and voices of black talent. This week's Speaker Academy spotlight is on Kolarele Sonaike, a Barrister, communication skills coach and leadership development expert. Kolarele is a Communications Coach helping executives and professionals develop outstanding communication skills to accelerate their careers. He coaches on what he calls the 'Communication SuperSkills' (storytelling, public speaking, persuasion, leadership communication etc), guiding his clients to build the confidence to communicate with impact. For companies and organisations seeking to improve the diversity within their senior ranks, Kolarele also delivers programmes to empower the career ownership and advancement of Black talent. Talk to him about leadership, communication, developing black talent. Explore the full range of our Speaker Academy here: https://lnkd.in/eNUVbD2b #BlackHistoryMonth #Mentoring #ReclaimingNarratives #Inclusion

Impact really does matter, as this year’s National Inclusion Week theme reminded us. Here are some of the guiding principles we use at Moving Ahead to help organisations measure impact, developed over the past 10 years. 1.   Key metrics: In our impact reports, we zero in on promotion rates, mentorship satisfaction, programme recommendations, and sense of belonging. Likelihood to advocate for DE&I within their organisation is an essential gauge of the impact the programmes have on mentors too. By concentrating on a core set of metrics, we can take targeted actions to continuously improve our programmes. 2.   Baselines and benchmarks: We collect baseline data from participants before a programme starts, followed by check-ins at the midpoint and end. This allows us to track changes in areas like career satisfaction and recommendation rates, giving us a clear picture of progress. 3.   Holistic view: We create space for open-ended responses and personal stories, embracing the power of qualitative feedback. We also leverage external data and industry benchmarks for that crucial context. As Kalina often reminds us, "It's not enough to just look at our own numbers – we need to understand how we're performing relative to the broader landscape." By adopting a nuanced, data-driven approach that prioritises both quantitative and qualitative feedback, companies can gain crucial insights to guide their efforts and drive meaningful, lasting change. Measuring DE&I impact is about more than just ticking boxes. It's about creating a truly inclusive environment where everyone can thrive. And that's something worth measuring. How do you measure impact? #Inclusion #Data #DiversityAndInclusion #ImpactMatters

Really looking forward to joining this year's #MissionInclude programme as a mentor with Moving Ahead! This is a great programme to hear fresh perspectives on leadership and meet talented individuals outside of my own organisation and industry. Having been a mentee previously I'm aiming to share my experiences both good and bad. Can't wait to get started and meet my fellow cohort! Bring on the launch event on 13th November! #Aon #InclusiveLeadership #DEI

I am absolutely delighted to have been given the opportunity by the British Army to join the Mission Gender Equity Mentorship Programme… looking forward to meeting my mentor and embarking on an exciting journey of development! Moving Ahead British Army

The future of business is inclusive, and the time to act is now.  Global Shift: The world is waking up to the immense value of diverse perspectives in leadership. Untapped Potential: 1.3 billion people with disabilities represent a vast market and talent pool waiting to be engaged. Competitive Edge: Companies embracing inclusive leadership are outperforming their peers in innovation and market growth. Societal Expectations: Customers, employees, and investors increasingly demand genuine commitment to diversity and inclusion.  We are calling on forward-thinking companies to be at the forefront of this transformation. Our Generation Valuable mentoring programme is designed to elevate emerging leaders with a connection to disability into leadership roles. Are you ready to join the inclusive leadership movement? Learn more at https://lnkd.in/gAtD8DGS.