In 2019, the World Health Organization classified workplace burnout as an occupational phenomenon for the first time.

According to a global survey from McKinsey Health Institute, a quarter of employees report experiencing burnout symptoms, and women are more likely to suffer from burnout than men. Furthermore, the cost of living crisis, mass layoffs in some industries and fear of job loss are also contributing to the risks of burnout.

Considering that work-related stress and burnout are costing the UK economy £28bn a year due to poor mental health at work, it is a significant issue that must be addressed and prevented.

With burnout rates and stress levels continuing to rise, we asked professionals and leaders across industries about their experiences with burnout and what advice and meaningful steps employers can take to prevent and tackle career burnout.

Burnout can look different for different people.

.Simon Stapleton, CEO of Truthsayers® Neurotech®, shared that the feelings of burnout long precede the acknowledgement of it, based on data that they have of over 10,000 people.

“Our data shows that over 78% of people will ignore their valid, nonconscious feelings about burnout until it is too late, and the denial is often for reasons correlated with conscientiousness, not wanting to appear vulnerable or weak, and not wanting to have to disclose it and ‘keep the finger in the dam’.”

The common symptoms of burnout are usually negative feelings, hyper-critical about ourselves, mental health problems, unhealthy behaviours, emotional fluctuations, overwhelming exhaustion, lack of commitment and focus, and low work performance, among many others. But burnout can affect people in different ways, as explained by professionals at all levels.

For Davina Gordon, the founder of Naissance Marketing, it is a feeling of overwhelm, feeling constantly anxious or low and finding it difficult to wind down/switch off.

I think when work becomes all-consuming, it’s a sign you need to pause and reassess, realise what is truly important, and readjust your
lifestyle accordingly.

It wasn’t pleasant, explained Jade Arnell, Founder of Rebellion Marketing, based on her experience of severe burnout that left her confined to my bed for three weeks.

I found myself seeking professional help through therapy and relying on antidepressants to cope. It was a terrifying ordeal, one that could have been avoided if I had noticed and responded to the warning signs earlier. My symptoms included heightened agitation, a reduced threshold for frustration, often triggered by seemingly minor issues such as misplaced files or missing ingredients for a meal. My emotional stability was compromised, leading to frequent outbursts over trivial matters, and I was perpetually drained, feeling fatigued shortly after waking up.

For Iona Holloway, keynote speaker and founder of Brave Thing, it manifested in depression, exhaustion, and a jaded view of people and the world.

Burnout occurs when you work really hard combined with a perceived lack of power over your situation. For high achievers, there’s never an endpoint. There’s just more! More work, more responsibility, more achievement. This combination of stress and powerlessness creates pressure and disconnection. When that experience of pressure is chronic, it enters the density of the body, and that’s when you start to become emotionally and physically symptomatic.

Similarly, for Rachel Emma Philpotts, Clinical Director, founder of re:Nutrition and author of The Burnout Bible, the depressive mood was the sign that got her to sit up and pay attention.

However, because the stress response involves the whole body, we may also notice immune, circulatory, metabolic, gut and reproductive dysregulation symptoms…[including] frequent infections, migraine, palpitations, weight gain, constipation/diarrhoea and menstrual disturbances. These are perhaps the less obvious signs and symptoms of burnout, but all could have stress at the root cause. I ignored many of these to my folly as I simply hadn’t made the connection.

Kenny Mammarella-D’Cruz, Personal and Professional Development Consultant, pointed out that the most reoccurring symptoms he has seen, personally and from helping others, are a foggy and overwhelmed mind, insomnia or hypersomnia, bad behaviours, and mental health problems such as constant low mood, negative self-thoughts and catastrophising.

Losing ourselves in our stress, forgetting to eat or over-eating (emotional eating), drinking excessively or starting up smoking. We are attempting to stop feeling overwhelmed by emotions. However, this only provides a short release from the beginning to the end of a cigarette, and then we are back where we started again.

For Hristina Stefanova, Senior Marketing Manager at ITSL Group, her burnout was so severe that it became a full-blown psychosis. “The major reason for what happened was the fact that I was working for a huge corporation that didn’t align with my values and key working principles.”

Overcoming burnout means that you have to put yourself first and seek help if needed.

Holloway explained that you can’t talk your way out of burnout once you’ve become emotionally and physically symptomatic. Anxiety, sadness, physical illness, and feeling disconnected indicate your body is trapped and looping in fight or flight, freeze, or shut down.

Tools like breathwork are great for healing burnout because you can use different patterns to ground you when you’re stressed, anxious, or sad and, over time, reshape and heal your nervous system. This means you’ll feel physically and emotionally able to handle your life again.

Breathing work, mindfulness and changing our lifestyle habits are practices Mammarella D’Cruz recommended taking back control.

…you might feel like you are unable to because things are moving so fast, but it is better to make small changes sooner than later, or later might be too late. Try incorporating healthy eating, a post-work walk, or even listening to music.

Self-care positively impacts a person’s well-being, stated Frank Milner, Global President of Tutor Doctor, as our wellness is often the first thing to be neglected when it feels like we can’t fit everything in.

It doesn’t necessarily mean taking bubble baths or wearing face masks; it can simply be things as small as scheduling your time to ensure you take regular breaks and learning how to switch off at the end of a workday.

Philpotts added that she set out a Mood Boosting Method that consists of four steps: restore (getting sufficient sleep and practising active relaxation), nourish (providing the brain and the whole body with the nutrients it needs), engage (reengage in activities you may have disengaged from outside of work that bring you joy) and reframe (identifying any limiting beliefs and catching negative thought patterns).

“It is about developing a stress-resilient mindset, helping you to feel more in control…You wouldn’t take up running and expect to run a marathon on day one, so be kind to yourself at the beginning.”

Arnell stated that if you are already at a point of no return, seek professional help and listen to your mind and body.

Overcoming true burnout often needs medical intervention and lots of rest. Accepting that you need to stop and rest can often be the hardest part, but it is essential for recovery. Don’t take too much on. Listen to your mind and your body when it’s telling you to rest, and watch out for the signs. Taking proper breaks from work during the day and spending time outside helps prevent overwhelm.

Stapleton said that the first time he experienced burnout, he had a long grind to get through it. “Probably because I didn’t want to expose it. I found that for the second time, I sought help from a close friend first to regain some perspective.”

Mammarella D’Cruz agreed that speaking it out rather than lashing out helps because we become aware that our anxiety and burnout exist beyond fear and fantasy.

Trying to fix things alone can become more overwhelming and make u feel crazy. This is why we started MenSpeak, a non-judgemental and welcoming Men’s groups where we can discuss life’s triumphs and challenges.

Finally, Holloway advised that you must be courageous and have conversations with colleagues, managers, or yourself- if you’re the boss — to redefine what work looks like for you.

…you’ve got to get into a committed relationship with the disciplined pursuit of less. That means looking at the way you’re over-working, any pressure you’re putting on yourself that’s unnecessary due to internal narratives, and being brave enough to renegotiate your definition of enough.

Well-being policies, support and education, are meaningful steps companies can take to mitigate employee burnout.

Many organisations understand that employees are valuable assets, and ensuring their well-being is a strategic business decision to avoid losing top talent.

“A lot of the companies I partner with recognise they can’t afford to lose their top talent and understand that the future of work is about treating employees as human beings, not robots! Also, it’s infinitely more expensive to replace a top performer than it is to retain them”, claimed Holloway.

That is why prevention is always better than cure, and understanding the causes of burnout — as an employer — is crucial, explained Pavel Bahu, Global HR Head at Trevolution Group. He mentioned three factors that can indicate an employee is on the brink of burnout, such as not taking their vacation days if they are being passed over for promotions and overall performance compared to the team average.

To mitigate the risk of burnout, ensure that employees take their entitled vacation days for adequate rest and rejuvenation. Next, keep employees engaged by involving them in cross-functional projects or providing them with opportunities for growth and promotion. If the performance indicators point towards burnout, you might think about gamifying the work process, managing the workload to avoid the employee feeling overwhelmed, and encouraging open communication among colleagues to boost morale.

However, Stapleton remarked that preventing burnout can be difficult for employers as it is a very personal thing, and many people won’t admit they are in the early stages of it. “Companies can educate and inform staff to spot the signs of burnout in their colleagues and to provide resources on how to help co-workers get support.”

Resources and policies to support employees include flexible working policies, encouraging self-care, open communication and a safe environment to discuss wellness and mental health.

Mammarella D’Cruz explained that companies:

…need to either internally or externally find a space where their employees can speak things out….[they need] to have the support to take care of their mental health without feeling they aren’t cut out for the job or face being ostracised…it is so important that workplaces encourage an open dialogue and discussion of mental health or point people towards support without employees needing to ask.

This is something that Arnell also agreed with, as she says that creating a workplace that values mental well-being creates a more productive and happy culture. “Having a flexible working policy is a simple yet helpful step to take in reducing burnout.”

Offer hybrid working, ensure teams switch off properly when they’re not working (no Slack or emails on their phones), offer a space where people feel comfortable to express when they’re feeling overwhelmed and make sure workloads are reasonable, and there is a support network in place. Start with open communication and assigning mentors to individuals, this can really help gain an understanding of your workplace culture and where certain teams may be under too much pressure.

Philpotts considered that companies could reduce the risk of burnout by creating an appropriate balance in work demands vs work resources and offering mindset coaching to their employees as part of their overall employee benefits / occupational health service.

Typical demands that we all recognize as stressful include long hours or irregular shift patterns, job uncertainty, abusive supervision and interpersonal conflict. These stressors can be eased or offset to a degree by appropriate renumeration and rewards and recognition schemes, alongside appropriate skill utilization, decision-making authority and support.

Finally, Gordon pointed out that companies should invest in their employees’ well-being with initiatives to encourage physical activity and interaction with their colleagues/other people.

As an employee, you spend so much time in an office, it’s important to foster a culture of support, encouragement, tolerance and kindness.

I think regular check-ins are important so an employee not only feels that their contribution matters but it’s an opportune time to find out if there is anything in their personal life that might be impacting their performance. Having been an employee for a long time before working for myself, it’s important to feel valued and secure.

Self-awareness, learning your limits and enjoying life away from work are key to avoiding the burnout stage.

According to Arnell, planning your time out and making sure you map in time for yourself every day is important.

Do the things that clear your mind of worry and stress daily; for me, that’s getting outside and going to the gym regularly, but for others, it could be reading a book, meditating, or just going for a walk. You might want to work your lunch break to get that last bit of a project finished or stay late and send that one last email, but if you do, make sure you take some time back for yourself to recharge and rest your mind.

Mammarella D’Cruz asked us to remember that we work to live, not live to work.

“Have a life away from work, spending time with our partner or children and friends, anyone to remind you what life is about…Exploring our passions, creative expression, drawing, paint by numbers or spending time in nature. Do something that is meaningful for your being and nurtures your passions.”

Self-responsibility and self-awareness are the best ways to protect yourself from burnout, advised Philpotts, Gordon, Holloway and Stapleton. Understanding you are a human first is key, so you know what you can and can’t do and learn your stress levels.

“Arming yourself with this knowledge and self-awareness can help you to prevent burnout”, explained Philpotts. “First, you have to recogni[s]e that you are stressed and understand that stress is not just psychological but physical too. Your brain does not distinguish between deadlines, irate bosses and persistent pressure any more than it distinguishes between alcohol, takeaways and excessive exercise. It is all the same to the brain, and it will respond accordingly. Identifying your personal stress triggers is super important.”

“I’m always checking in to see if I feel like I’m flying too close to the sun and adapting accordingly. I prioritise doing work I deeply care about that aligns with my values. I use tools like breathwork and regular mini-walks to regulate my nervous system and process stress throughout the day. And I don’t work the weekends because I want to burn bright, not out”, added Holloway.

Milner remarked that learning your limits is a big help, as making ourselves available 24/7 can be easy, especially when starting a business.

..it’s massively important to know what your limit looks like and to recognise the warning signs when you’re approaching it. Burnout looks different for everyone, but as long as you learn about yourself and what you need, then you always stay one step ahead. Self-care is not about hour-long breaks or a 10km run every morning before work. It’s about building healthy, sustainable habits which can fit into your daily routine and can be practised regularly.

As Stapleton also pointed out that it’s a matter of perspective.

“Stop being so inward-looking and self-critical. If you can identify and admit to yourself that you’re in a downward spiral, I believe that focusing on something external is then important, for example, a cause that is important to you..this really helps getting some balance and perspective on your own issues when compared with others.”

Prevention is better than cure, said Gordon.

“Self-care is vitally important. You can’t pour from an empty cup rings true.”

If you feel like you are constantly working and not getting anywhere, it’s a sign that something needs to change. After all, the definition of madness is doing the same thing over and over and expecting different results. The bottom line is that you need to look after yourself and make time for the things in your life that truly matter.

Finally, Stefanova shared her top tip: protect your peace.

…by joining a company that has the same values and work culture as you. Some people love working in large hierarchical companies and would actually burnout in small flat startups. Ask yourself what motivates you more — climbing a corporate ladder or being a self-sufficient small business player? The rest is just execution of what you truly believe in.

Employers, and ourselves at a personal level, must prioritise managing stress and taking care of your mind, body and emotional wellness.

Another important part of managing burnout is developing self-awareness about your stress levels. So, here are some questions Rachel Philpotts, author of The Burnout Bible, gave us to be on the lookout for signs and symptoms if we are heading back to burnout:

• Am I getting enough sleep and making enough time to actively relax?
• Am I nourishing my body with the right foods to build resilience, or has the balance tipped in favour of mood disrupters?
• Am I overdoing it on the exercise front, and do I need to calm this down?
• Are old thought patterns creeping back in that I need to reframe?

So if you are struggling, we are sharing some extra self-care tips and advice from our experts to avoid getting to the burnout stage:

• Schedule regular breaks and set times for work days. For example, try to spend 5–10 minutes away from your screen every hour or so. If you can get up and move in this time, a short walk to the fruit bowl or to get a cup of tea.
• Set boundaries. Don’t make yourself available 24/7 and communicate your availability with colleagues, staff and clients.
• Don’t work through your lunch breaks — if you can avoid it.
• Listen to your body. Eat and drink well and exercise regularly. Get your body moving, even if it is just a walk.
• Learn your limits. Understand what 100% capacity looks like and avoid going past it. Some days your 100% will be 10%, which is ok.

How can LMFNetwork support you in all things ED&I?

LMFNetwork is a talent network and inclusion consultancy bridging career gaps and redefining inclusive working cultures. Work with us on all things talent attraction, retention and development. Our offerings include a mentorship programme, a jobs board, a careers podcast and ED&I strategic workshops.

@LMFnetwork — Instagram | LinkedIn | Twitter | Youtube | Sonya Barlow

Written by Alejandra (Alex) Chávez Menéndez.

Outside of her time with LMFnetwork, she is a Public Affairs Consultant with 8+ years of experience, and the founder of Point A. Alex is passionate about helping entrepreneurs, small businesses, and changemakers tell their stories and share what they believe in. She has a master’s in Public Administration and Management from University College London (UCL).

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

Men have long dominated the tech industry, and even though efforts are underway to improve gender diversity and representation, it is still not enough. Women represent less than a third of the world’s workforce in tech-related fields and occupy less than 15% of executive roles in the tech sector.

This is troubling for gender equality and representation since it results in being the only woman in the room, facing judgment about their expertise and capabilities, and being passed over a promotion — unlike their male counterparts.

That is why platforms like London Tech Week — where our founder Sonya Barlow was a co-presenter for the second year in a row — are essential to enable female talent to build networks, make meaningful connections, and showcase their expertise and impact on the tech industry.

The truth is that a cultural shift will happen once more women and female talent allies are in positions of power. So, how can we make this a reality?

We talked to industry experts and leaders to explore the challenges women face when entering and progressing into tech and share their insights on what companies and senior leaders can do to ensure women thrive in the industry.

Lack of representation in senior leadership and the motherhood penalty are among the barriers that women face in tech.

Unfortunately, the ‘boys club’ mentality or bro culture in tech means that women face obstacles and imbalances when entering and advancing in the industry.

Agnieszka Suchwałko, Head of Delivery and co-founder at AI/ data science company QuantUp, says that her competence in making decisions has been questioned by colleagues, team members and others in the business.

“A female manager who is a data scientist [computational statistician] has to learn very quickly, as part of her competence development, how not to worry about being devalued by those around her and how to constantly prove to them that she is the best person for the job.

A huge advantage is that the people with whom I manage to establish a relationship of mutual respect, trust and full cooperation as a team never take a step back, and this gives me the feeling that I am doing a good job and changing the world for the better for the next women.”

Michaela Jeffery-Morrison, CEO and co-founder of Ascend Global Media — the company behind Women in Tech World Series — shares that among the barriers girls and women face progressing in tech and any other field are institutional and systemic sexism, stereotyping, unconscious bias, gender pay gap, the motherhood penalty, and a lack of role models.

“Women who are interested in tech, specifically, have to deal with tired ideas about male and female brains and a dearth of women in senior tech positions who can show them that succeeding in the field is possible. One of the reasons why we run the events we do is to give a platform to the many brilliant women who have succeeded in tech and to show all of those interested in the sector that they can flourish.”

Venessa Bennett, Head of UX at Cazoo, agrees that a lack of representation in senior leadership and being the only female in the room impacts women’s careers.

“It is challenging entering and partaking in conversations which are heavily male-dominated when often I am the only female and minority in the room. Also, it is hard to relate, especially in terms of progression, when there is a lack of representation within senior leadership. Plus, a lack of internal mentoring and support in terms of career progression meant I wasn’t encouraged to apply for internal roles, whereas my male peers were.”

On the other hand, Verity Batchelder, co-founder of Good Life Sorted, feels that some of the barriers women face are the ones in our heads. “Women who work in tech are gold; they balance the team. If you are in a minority, this is a strength, as you bring a unique insight as well as your skills. So you should be welcomed with open arms, and if you are not and are marginalised in any way, then move on; it’s their loss. To become tech leaders, we need to move to where we are valued and developed and our insights and skills are recognised and respected.”

I think when recruiting, companies should consider if that applicant has the right attitude for the role more than if the person that is applying already works for the company”, says Yamilet Gonzalez, Software Support at Forward Solutions, about the difficulty to progress within tech being linked to whether you have or haven’t done a specific role before.

Companies must take action to ensure women enter and thrive in the tech industry.

The first step to solving any issue is acknowledging that it exists. As much as we want to believe otherwise, women remain deeply underrepresented in tech, particularly at mid and senior levels. The silver lining is that organisations can take that action to improve the outcomes of female talent.

Jeffery-Morrison explains that while concrete actions depend on each organisation, she advises companies and senior leaders to invest in diversity and inclusion training. “DEI isn’t the kind of thing you should do on the side once you’re through the day’s to-do list…Scrutinise your recruitment policies, for example. Look for gendered language, consider blind C.Vs., and work with organisations with access to a diverse talent pool.”

Bennett also shares that companies must be aware of the barriers women and minorities face and actively try to put things in place to even out the playing field. “Seniors leaders should also ensure that all employees are getting the same level of actionable feedback and development plans to help employees develop and progress.”

Suchwałko says that for equal treatment to be natural and not even require thinking, it needs to be addressed from the earliest years of education.

“This is nothing new, but in my culture, girls are still expected to dress neatly and behave appropriately, while boys are encouraged to be uninhibited and only aggression and vulgar vocabulary are considered inappropriate in their case. The consequences are far-reaching.

As a result, women who have managed to resist the expectations of their environment are still few and far between. Fortunately, each one of us provides her children with favourable conditions for a development that is far removed from conventions and stereotypes, and so there are more and more of us in every field.

My daughter has an innate talent for mathematical abstractions, she loves to walk on trees, and I don’t even try to get stains out of her clothes. Today, she is happy and knows her worth, and I am convinced that she will be better than me in every way.”

According to tech leaders and experts, mentoring, flexibility, and diverse hiring practices are among the actionable steps organisations can take right now to ensure women enter and thrive in the tech industry.

Jeffery-Morrison explains that women in business and further education respond to having female mentors.

“It’s also been shown that people hire people who are like them. And though this can be a bad thing (because people in top positions are overwhelmingly white, straight and male), it can be a good thing, too. It means that by supporting and hiring a diverse range of people into senior roles, you can diversify your whole organisation.”

For Gonzalez, the key is to provide support and flexibility and mentorship programmes run by women and support women in a professional and personal setting. “Flexibility would also give single professional mothers more support, and a friendly approach would help them feel more at ease…[mentoring] would give females the ability to develop further skills, and can lead to investment opportunities for any entrepreneurial ideas.”

Bennett agrees and says that companies need to be aware that women and minorities may not have the experience or opportunities afforded to men. “For example, networking and mentoring outside a company is valuable to progressing your career, and not everyone knows that.”

Suchwałko shares that the actions she promotes at her business and that significantly impact the women she works with are diverse hiring practices, creating an inclusive work culture, flexible working policies and supporting educational programmes.

“We have introduced flexible working arrangements, such as remote working options, flexible working hours and parental leave policies, to meet the specific needs and responsibilities of women and men who want them. We also implement blind resume screenings and diverse interview panels to reduce bias during the hiring process; we try to hire any women who, after screening, turn out to be as good as men, as most women do not show all they can.”

Finally, Batchelder suggests that, while opportunities for women in tech are levelling out since young people are growing up with tech, an issue could be how ‘tech’ is perceived.

“Tech’ itself isn’t a career. The way the tech is used, and how it connects, builds and improves lives, and the industries in which that happens — that’s the interesting career bit. So we need to communicate that all the tech can be applied to different professions and target it towards individual interests. Make it relevant, move away from the tech stereotypes. Tech is the enabler, not the end goal.”

Mentoring is a powerful tool to diversify tech.

Allyship and mentoring are seen as initiatives that can help boost women’s careers in the tech industry as long as it is not forced and considers the challenges women and minorities face.

Batchelder is one of the tech leaders that believe mentoring provides practical advice and confidence. “I was assigned a terrific mentor when I worked at Pottermore. She did management training in the team but gave me good sensible advice — practical things like working out how much to speak and maximise your contribution in a senior meeting. If the meeting lasts ‘X’ time, then your proportion of contribution is ‘X’ minutes. Use that time effectively, don’t talk for the sake of it, prepare for the meeting and you’ll gain respect. It sounds obvious but too many of us don’t talk enough, or don’t say the right things at the right time.”

For Jeffery-Morrison, formal and informal mentoring is an important part of diversifying tech since it is a way of exchanging ideas, knowledge, and experiences, offering solidarity and connection, and bridging the gap between different rungs of the organisational ladder.

“My view is that having role models is also a form of mentoring, and an important piece in the puzzle. It might be one-way, but women can benefit so much from seeing other women thrive at the highest levels. They can really learn from their example, even if they can’t form an actual formal relationship with them.”

Gonzalez claims that “whether it is providing opportunities, making yourself available, listening to others and emphasising with/validating other people’s experiences — it can all contribute to a better world. Ultimately, we need to develop a habit of checking how we see the world and other people.”

On the other hand, Bennett says that advocacy can be difficult, especially if working in smaller businesses.

“Allyship is important and can work, but it needs to come from a place of understanding the context and difficulty women and minorities face.”

Similarly, Suchwałko maintains that mentoring initiatives work perfectly when they are not forced and supporting your team as a leader is one way to empower them.

“I always speak up on behalf of my team or its members when they are wrongly accused of something, but it is also me who goes to them when their behaviour is inappropriate…I think this approach should apply to everyone, no matter who they are, and not be limited to women…every member of my team will give more of themselves if they know that someone cares about them and is an important member of that team.”

Although female talent has made considerable progress in the tech industry, much more must be done to build and foster an environment where women have equal opportunities to succeed and make meaningful contributions.

Making a cultural shift requires a collective effort from companies, senior leaders, and the industry as a whole. That is why at LMF Network, we work with organisations to create more diverse and inclusive cultures and address the barriers women face through mentoring, education and meaningful networks.

At LMF Network, we are creating spaces to discuss women in tech and mentoring.

How can LMFNetwork support you in all things ED&I?

LMFNetwork is a talent network and inclusion consultancy bridging career gaps and redefining inclusive working cultures. Work with us on all things talent attraction, retention and development. Our offerings include a mentorship programme, a jobs board, a careers podcast and ED&I strategic workshops.

@LMFnetwork — Instagram | LinkedIn | Twitter | Youtube | Sonya Barlow

Written by Alejandra (Alex) Chávez Menéndez.

Alex is the Communications Manager for LMF Network.

Outside of her time with LMFnetwork, she is a Public Affairs Consultant with 8+ years of experience and the founder of Point A. Alex is passionate about helping entrepreneurs, small businesses, and changemakers tell their stories and share what they believe in. She has a master’s in Public Administration and Management from University College London (UCL).

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

But that is not how mentoring works. Mentoring is a two-way relationship between two individuals where experience, knowledge, and connections are shared to learn, support and empower one another.

Real growth happens when there is shared knowledge. So, a mentor can help you grow your skills, gain new perspectives and guide you, but mentees can also help their mentors with their career growth.

Here at LMF Network, we are big believers in the power of mentoring, community and skills development. We’ve launched SIX (!) mentoring schemes — including the largest digital programme in the UK — achieving rates of 89% feeling upskilled after each workshop and 96% more confident to take on new opportunities and challenges after joining our mentoring programme. Some have even had £25,000 pay raises and gone on holiday together!

We love mentoring so much that we are launching a new 4-week virtual programme this June 2023! You will work with experienced mentors and participate in career-based workshops. Interested? You can express your interest here.

Mentorship can be the key to unlocking your full potential in your career. But how can you get the most out of a mentoring relationship?

Here are the top advice mentors and industry leaders shared with the LMF Network.

Manage expectations within the mentoring relationship.

Although a mentor can be an experienced professional who can support, advise and guide you, they are not “a fixer-of-all-things”’, said Emma Alexander, co-founder of Wisern and a mentor within the creative sector.

“A mentor doesn’t provide the answers. A mentor provides the space to work through the questions…[but] only the mentee can make the changes required for impact.”

That is why the importance of being realistic, as Jeremy Stern, CEO of PromoVeritas, pointed out based on his experience mentoring three people under two different schemes. Mentors need to “manage their [mentees] expectations; otherwise, they are likely to fall — hard.”

How can this be achieved? Honesty, according to Colin Jolliffe, Director at SW Business Support Solutions.

“Always be honest and frank with a mentor. They are not there to judge you but to help you.”

Be willing to learn.

While it might seem obvious, both parties in the mentoring relationship must be open-minded to learning from one another.

“By being willing to learn and grow, one can successfully make the most of their mentoring relationship and achieve personal and professional growth”, replied Nikki Webb, Global Channel Manager for Custodian360.

This is an idea that Jessica Shee, Marketing Manager at iBoysoft, a leading High-Tech company, shared. “Your mentor likely has a wealth of knowledge and experience that they can share with you, so approach the relationship with a willingness to listen and learn.”

However, not only the mentee, or the ‘less experienced one’, needs to be willing to learn.

“Being comfortable learning from those younger and less experienced takes confidence, but it’s happening”, explained Steve Jefferys, Founder & Coach at YourShift. “Our multi-generational workforce is making the ‘older knows best’ adage looking increasingly outdated”.

According to Webb, another thing to get comfortable with is being “open to feedback and accepting of constructive criticism.”

Be prepared and have clear goals.

As with any new project or personal initiative, having clear goals and expectations for what you want to achieve is key — same with any mentoring relationship.

Some questions Shee suggested are “What are you hoping to achieve? What skills or areas of knowledge would you like to develop?”.

Then, talking to your mentor comes next. Webb shared, “[c]ommunicating these goals to your mentor can help both parties to stay focused on what is most important”; it also helps you be “on the same page and work towards achieving your goals together”, according to Shee.

Another aspect of getting the best out of your mentoring relationship is preparation.

Webb said, “being prepared for each mentoring session with specific questions and topics to discuss can help make the most of the time with your mentor.”

Alexander explained that while it is good to talk and explore the problems rather than rush the solution, there must be a clear idea of what a successful mentoring session looks like.

For example, “it’s great for mentors to note the halfway point of the session and use this check-in to [ensure] the conversation is moving in the right direction. You want your mentee to take great value from your time together, so make sure you’re answering their core issue.”

She added a tip for mentees to help with this session’s preparation. “Mentees, try to have a core question/challenge in mind. This can change and evolve as you work together”.

Consider your mentor’s advice and use their time wisely.

One thing we must remember is that both mentors and mentees are putting time and effort into the mentoring process. So being present is critical to using their time wisely, as Jolliffe says.

“The mentor is giving their time, and the mentee is sharing their challenges — be present. No phones, no email alerts, be present and focused”, mentioned Alexander.

Active listening is another aspect of being present and making the most of mentoring. How? According to Webb,

By “[p]aying close attention to what your mentor has to say and asking clarifying questions can demonstrate that you value their insights and perspectives”.

Also another aspect of a successful mentoring relationship is applying the advice and guidance received. “This can be achieved by making a plan to implement the ideas and strategies discussed in the mentoring sessions”, explained Webb.

Shee also shared how important it is “to express…gratitude and let [your mentor] know how much you appreciate their guidance.”

Accountability and commitment are essential.

With his experience mentoring three people, Stern suggested an excellent tip for mentors to keep track of their mentoring relationships.

“Take good notes. It is easy to forget the details of previous conversations held a month earlier. Use those notes to hold the other person to account. If they said they were going to update their CV, have they?”

From what mentors and industry leaders have shared, accountability and commitment can come from communication and proactiveness.

As Shee explained:

“Don’t wait for your mentor to reach out to you all the time. Take the initiative to schedule meetings or ask questions. This will show your mentor that you are committed to the relationship and are eager to learn.”

Furthermore, Webb pointed out that,

“maintaining regular communication with your mentor, even after the formal mentoring relationship has ended, can be beneficial. This can involve sharing updates on progress and seeking advice as needed.”

And finally…enjoy and appreciate your mentoring relationship.

Shee expressed, “[o]verall, a mentorship relationship can be an incredibly rewarding experience if both parties are committed to making it work. So go ahead and dive in — you never know where this journey may take you!” Joliffee joined in and said that “A good mentor will always support you no matter what you do.”

As Webb mentioned, “mentoring relationships can offer a multitude of benefits for personal and professional development.”

For Jefferey, reverse mentoring becoming commonplace is making mentoring move “from a traditional, stiff ‘obligation’ to a fluid, meaningful and mutually beneficial undertaking”.

That is something that Megan Jackson, Communications and Fundraising Assistant at Shannon Trust, agreed on when talking about using peer mentoring to build a scheme.

“Working one to one means that they form a bond — it’s a partnership, rather than a teacher-pupil relationship. It can be hard to admit you need help, but the learner-mentor relationship is built on trust and friendship.”

Finally, Alexander gave us an interesting piece of advice: mentoring should be a positive experience for both parties.

“If either of you aren’t feeling the connection or don’t feel the fit is quite right, it’s fine to end the relationship and move on.”

If you are still doubting whether mentoring is for you, here are some of the benefits of participating in a mentoring programme or relationship:

• Personal and professional growth by identifying your strengths, weaknesses, and career goals and having a mentor that supports you whilst you work towards achieving them.
• Networking opportunities since a mentoring relationship can open the door to new connections and opportunities to connect with like-minded people within our outside your industry.
• Increased confidence by having someone to turn to for advice and support can boost your self-confidence and help you feel more empowered to tackle new challenges.
• Career advancement since you will have someone who can guide and advise you as you progress in your career, helping you identify new opportunities and navigate any roadblocks that may arise.

Still unsure? Please don’t take it from us, and instead, read the experiences of other participants from the LMF mentoring programmes on our Profiles in Spotlight Series.

We would love to help and empower you as you strive to become the best version of yourself and achieve your career goals.

So, sign here to express your interest in our June 2023 programme: https://forms.gle/6mqifzoYWnddwpBz9

We can’t wait to see you thrive this summer!

Are you ready?

How can LMFNetwork support you in all things ED&I?

LMFnetwork is a talent network and inclusion consultancy bridging career gaps and redefining inclusive working cultures. Work with us on all things talent attraction, retention and development. Our offerings include a mentorship programme, a jobs board, a careers podcast and ED&I strategic workshops.

@LMFnetwork — Instagram | LinkedIn | Twitter | Youtube | Sonya Barlow

Written by Alejandra (Alex) Chávez Menéndez.

Alex is the Communications Manager for LMF Network.

Outside of her time with LMFnetwork, she is a Public Affairs Consultant with 8+ years of experience and the founder of Point A. Alex is passionate about helping entrepreneurs, small businesses, and changemakers tell their stories and share what they believe in. She has a master’s in Public Administration and Management from University College London (UCL).

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

Profiles in Spotlight — This is a series spotlighting women who are part of the LMF network or have participated in the LMF mentoring program.

Elena Lo Presti is based in Italy and works as a creative managing director in the art and social innovation industry. She is pursuing her passion for arts while giving back to society. Elena is navigating a less-explored arena, and her advice and learnings benefit not only those looking to explore similar arenas but also those planning to tread less-trodden paths. She speaks to us about careers, confidence and her experience with the LMF mentoring program.

Tell us about your role.

I am the founder and director of Craft Forward. Established in 2021, Craft Forward is a Community Interest Company based in South London designed to provide accessible, creative experiences suitable for everyone, regardless of their skills and background. We aim to disrupt the current elitism within the arts and crafts world and open creativity to all. To do this, we redefine and re-frame arts and crafts through workshops that value well-being and connection over results and technical achievements while having a clear social purpose. We think of arts and crafts as smaller, valuable actions that contribute to the community’s growth and that can tackle bigger social issues; one of our main initiatives is “Blankets for Lambeth,” which started back in 2020. Every winter, we bring together a group of knitters and crocheters to create handmade blankets for people experiencing homelessness in the area. The project has since expanded into Blankets for London, building more knitting spaces and warmth across the city.

Arts and crafts can catalyze social change and significantly impact people’s mental health and well-being.

What are the primary skills that you use daily?

I use a variety of skills to ensure that our operations are successful and our activities are enjoyable for all participants. One of the most important skills I use is organization, as I need to keep track of workshop schedules, materials, participant lists and more to ensure everything runs smoothly.

My creativity is also constantly active in developing new and engaging craft ideas that will appeal to a wide range of participants. Communication is another crucial skill, as I need to effectively explain craft techniques and instructions to workshop attendees while teaching and collaborating with my team and communicating with our sponsors and partners.

I also use my empathy and patience to create a welcoming and inclusive environment where everyone feels comfortable and can participate in our workshops regardless of their skill level.

What did you want to do when you were younger, and how does that differ from your day to day now?

When I was younger, I dreamed of becoming a GP like my grandfather was in Italy. I admired the way he was able to help people in his community and make a positive impact on their lives. I decided to take a very different route and move to the UK when I was 18 to study fine art: while at university, my interests and passions began to shift. I became increasingly drawn to the idea of starting my own social enterprise while being frustrated with the elitism of the contemporary art world in England and powered by the desire to use my skills and creativity to make a difference.

Nowadays, my day-to-day life looks very different from what I had envisioned as a child. Instead of seeing patients in Rome like I thought I would, I spend much of my time on administrative tasks and organizing craft workshops for the community in London.

Have you ever failed? Can you share the story and give us your top tips?

One of the most challenging failures I experienced was the breakdown of a business partnership with one of my closest friends. We had started Craft Forward with high hopes and big dreams, but as time passed, we realized that our visions for the company were not aligned. Our communication began to break down, and we could no longer work effectively together. It was a painful and emotional experience, and I felt like I had let myself and trusted someone that wasn’t the person I thought.

Through this experience, I learned some valuable lessons about failure and resilience. The first one, and maybe obvious, is: it’s okay to fail. Failure is a natural part of life, and it’s important to remember that it does not define you. Accepting failure as a learning experience can help you grow and move forward: you are not stupid for being wrong, making a mistake or trusting the wrong people. Always learn from your mistakes: take time to reflect on what went wrong and what you could have done differently. Use this knowledge to improve and make better decisions in the future: I have now surrounded myself with wonderful collaborators and know how to protect Craft Forward and me properly.

Your support system is critical when you fail. During difficult times, it’s essential to have people who can support and lift you up. Talking to friends, family, or a therapist to help you process what’s going on will also help in the long run. Take time for self-care. I struggle with this, but failure is emotionally draining, so taking care of yourself during this time is essential. Take a break, practice self-care activities, and do things that make you happy. And finally, don’t be afraid to try again. Failure is extremely discouraging, but it’s important to remember that it’s not the end. Keep trying and pursuing your goals, and you will find success in unexpected ways.

Over 70% of people feel like imposters. Have you felt like an imposter, and if so, how do you overcome this feeling?

Yes, I have sometimes felt like an imposter throughout my career as an artist working with the community. There have been moments when I doubted my abilities, felt like I didn’t belong, or worried that I was not qualified or experienced enough to do the work I was doing. To overcome these feelings, I do two things. The first is reminding myself why I do the work I do and what motivates me. The second is taking action. Instead of letting my feelings of imposter syndrome paralyze me, I try to take action and keep working towards my goals. Taking small steps towards success can help me build momentum and overcome my doubts.

Do you think confidence is nature or nurture, and why?

While some people may be born with certain personality traits or tendencies, I believe confidence is primarily shaped by our life experiences, socio-economic status, cultural background, and the people we surround ourselves with.

Growing up, I was fortunate to have a supportive family and community that instilled a sense of self-worth and encouraged me to pursue my interests and goals. As I got older, I continued seeking supportive and positive relationships with people who uplifted and inspired me.

What is your key piece of advice to your younger self?

Don’t be so sad all the time. It’s not worth it.

Which resources do you recommend for people to level up their careers and confidence?

The economy of Hours platform, network on LinkedIn, and engage with local community events.

How has LMF mentoring program helped you with confidence?

Meeting people with different skill sets

How has LMF supported, impacted or changed your life?

It introduced me to interesting people.

What is the best advice that you received from your mentor?

That it’s okay to be in survival mode

What is your biggest takeaway from the mentoring program?

Power of networking

What has surprised you the most in this mentoring program?

Number of people involved

What are the most effective ways that you’ve been able to counteract gender inequality at your workplace?

As Audre Lorde said: “The master’s tools will never dismantle the master’s house”. I found the best way to counteract gender inequality in my workplace is to create my own workplace and engage with people who share my values.

Put together some recommendations for acing remote work based on my own experience.

This blog contribution was made by Aleena Ahmad.

Aleena is a graduate in Electrical Engineering and currently working as a Product Manager. She loves to read books; is obsessed with political non-fiction, finds baking therapeutic, and likes to start her day with yoga. Aleena believes writing is the best way to articulate one’s thoughts and start a conversation. She feels passionately about women empowerment initiatives and is always looking for opportunities to contribute.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter

Interviews can be nerve-wracking, but they don’t have to be. With some preparation and a positive attitude, you can impress your interviewers and land your dream job.

Here are some tips to help you ace your interview:

1. Research the Company

Before the interview, take some time to research the company you’re applying to. Follow their LinkedIn page, read up on industry trends, and even look up people who work there. This will help you understand the company’s culture and values, which can be helpful when answering interview questions.

2. Consider if the Company Aligns With You

While it’s important to land a job, it’s equally important to work for a company that aligns with your values and career goals. Consider if the company is a good fit for you in terms of culture, career development, and work-life balance. This will help you build a long-term relationship with the company.

3. Read the Job Spec

Make sure you read the job spec carefully and understand the responsibilities and requirements of the role. This will help you align your skills and experiences to the job requirements and highlight your strengths during the interview.

4. Career Changing

If you’re looking to change your career path, it’s important to identify your transferable skills and see how they align with the job requirements. Research what the company is asking for and align your skills to showcase how you can add value to the role.

5. Talk About the Ways You’ve Put Yourself Out There

During the interview, it’s important to showcase your personal and professional growth. Highlight your involvement in the LMF mentoring programme or any other initiatives you’ve taken to enhance your skills. This shows your willingness to learn and grow, which can be attractive to employers.

6. LinkedIn is Your Friend

LinkedIn is a great platform to learn about the company’s culture, employees, and industry news. Use this to your advantage and ask questions during the interview that show you’ve done your research. It also helps to connect with current employees to learn more about their experiences and the company’s work culture.

7. Prepare Mock Interviews

Practising your interview skills is key to success. Tap into your network, colleagues, or mentors to practise mock interviews. This will help you identify areas of strength and gaps in your skills and encourage you to be yourself during the interview.

8. Think of Unsuccessful Interviews as a Practise Round

Only some interviews will result in a job offer. Use unsuccessful interviews as an opportunity to learn and grow. Ask for feedback from your interviewers and identify areas for improvement. This will help you improve your skills for future interviews.

In conclusion, with some preparation and a positive mindset, you can ace your interview and land your dream job. Research the company, align your skills with the job requirements, showcase your personal and professional growth, and practise mock interviews. Good luck!

This blog contribution was made by Eleonora Papini.

Eleonora has 3+ of experience in sustainable development and international cooperation with a background in Economic Development and International Cooperation with Finance.
Her background includes working as a Project Implementation Officer in a European project about urban sustainable development solutions to value the young and female entrepreneurship industry.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter

Profiles in Spotlight — This is a series spotlighting women who are part of the LMF network or have participated in the LMF mentoring program.

Isidora Camus works in wellness and mental health as a meditation teacher, mentor and coach. She’s self-employed and conducts workshops, teaches meditation and leads a 1:1 mentoring program.

Some of the skills that help her excel daily are deep listening, presence and self-inquiry. While these skills are pivotal to her job role, they are essential for all of us to ensure we can deliver work while preserving our mental health. She was part of the LMF mentoring program as a mentor, and here she shares her tips for life and career based on her experiences and learnings. Her answers will inspire everyone, especially those pursuing or looking to follow fields that society has marked as “non-traditional”. Read on to find out more.

What did you want to do when you were younger, and how does that differ from your day to day now?

I did not want to be paid for using my intellect. I remember I told my parents once I wanted to “be paid for thinking”. I ended up studying Political Science. Now I work as a Meditation Teacher, Mentor and Coach, which is very different from what I thought I would do after finishing my career.

Have you ever failed?

Can you share the story and give us your top tips?
I have, and I’ve lost faith in following a non-traditional path in so many moments. What helped me through those moments of failure was the commitment to my calling, the big purpose, and the why.

Over 70% of people feel like imposters. Have you felt like an imposter, and if so, how do you overcome this feeling?

I do. I still do. It comes naturally for me to feel it, with the possibility of seeing so many people doing great things due to social media. I try to reconnect to my why and remember someone can always benefit from me sharing what I do. I remember fear is just fear, that it’s okay to feel it, but then it’s also okay to let go once processed and show up with the intention of being of service in any capacity I can.

Do you think confidence is nature or nurture, and why?

It’s nature, but it’s lost with time, life, and beliefs then; ironically, we have to put time, energy, and effort into nurturing our — lost — capacity. I think once we start reconnecting to ourselves, we begin realizing confidence is available for us, and once we nurture it continually, it starts to become natural again.

What does your dream day look like?

Flowy, very intuitive, go with the flow ish.

What is your key piece of advice to your younger self?

Deep down, you know exactly what you’re doing, trust your intuition, she knows.

Which resources do you recommend for people to level up their careers and confidence?

Reading books, building the habit of meditation, journaling and valuable planners.

How has LMF supported, impacted or changed your life?

It boosted my self-confidence to picture a future where I could devote my professional life to what I love and enjoy doing.
What is the most memorable thing that you learned from your mentee?
You can let go and allow yourself to be fully seen as you are.

What is your biggest takeaway from the LMF mentoring program?

The impact it has on everyone that participates.

What has surprised you the most in this mentoring program?

The safety and sorority.

Can you share an experience when you felt the most empowered?

Every time I had to hold the Mentoring Session for the group, more so after attending a workshop session where I was given more tools to work with.

What is your top tip for women working to build confidence?

To connect themselves to the feeling of groundedness in contrast to control, they can feel secure and safe without needing to control, trusting their intuition and flowing more.

What is the best piece of career advice that you’ve received?

Being a teacher means teaching what it’s to know. It connected me to integrity in everything I do.

So if you don’t know what you want to do, remember there is no set time to find your true calling. You’re not competing with anyone. Follow your own pace and your path. Don’t let societal constructs or a degree or a person define what you will do with your life. At LMF, we’re all about helping people find their strengths and champion their weaknesses while supporting them in levelling up.

If you’re interested in finding out more, write to us at hello@lmfnetwork.com.

This blog contribution was made by Aleena Ahmad.

Aleena is a graduate in Electrical Engineering and currently working as a Product Manager. She loves to read books; is obsessed with political non-fiction, finds baking therapeutic, and likes to start her day with yoga. Aleena believes writing is the best way to articulate one’s thoughts and start a conversation. She feels passionately about women empowerment initiatives and is always looking for opportunities to contribute.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter

If you are anxious about choosing a career path or your mind goes blank when asked, 'What do I want to do next?', you are not the only one. You may feel more pressure if some of your peers have a job lined up or are going through interviews and recruitment processes.

It is also quite common to wonder what you should do next, especially since the idea of a career path is changing, and it is no longer starting a corporate role and climbing the ladder. Now, you can become self-employed, have a side hustle while working or return to school.

When I faced that crossroad some years ago — close to a decade ago, to be more precise — I wasn't even sure what I wanted to do with my degree. So I thought about doing a master's programme right away, but it didn't feel like the right timing for me.

Instead, I worked as a communications and public affairs specialist for some years before understanding what I was passionate about and what was missing in my career path. Now, I am on the entrepreneurial journey, building my own agency.

So, while I can keep going on and on about my particular experience, I want to share the advice that experts and career advisors shared with us about choosing a path that feels right for you.

Should you do a postgraduate right after uni?

It is natural to keep studying and gain further education when you have worked towards academic qualifications for a long time.

There is also data on how higher education levels correlate to higher earnings. People with master's and PhD graduates earn more on average than those with only an undergraduate degree. However, this is not 100% guaranteed, and there are earning inequalities depending on gender and background.

LMF Network's founder, Sonya Barlow, recently shared in the LMF Podcast her experience with students who asked her if they should do a master's programme, and her answer was… 'No'.

“I’m not saying don’t do a master’s eventually. I’m saying don’t do a master’s for the sake of doing it because you don’t know what else to do…do a master’s if you need to stay in the country longer to find a job…people that need sponsorship or visas that’s a good route to level up whilst you’re still on the hunt. Do a master if you are super secure in what you want to do…and specialise in.”

In that way, Marketer Clo Tommo agrees as her advice is to:

“Start working! I found that my MA was more useful to study when I had a wider context and experience of the working world.”

Dr Carolina Are, Phd, blogger and pole dance instructor, also shares that "it's better to go off and work and make up your mind about what you like and don't like in the real world instead of going straight to Academia."

On the other hand, studying for a postgraduate degree right after university has some pros. As a younger person, you have more energy and probably more motivation — and discipline — for academic life.

After several years in the workforce, returning to school was challenging. I was no longer used to reading and writing in an academic way, and I was too used to the fast-paced environment of the corporate world.

Hristina Stefanova, Senior Marketing Manager at ITSL Group says that if “you don’t go for a Master’s Degree right after your undergraduate studies, you will not be inclined to do it later on. I spent just one year working before pursuing an MSc in Marketing Management. It was already difficult to go back to studying and to student life in general.”

Stefanova also points out that education can give you advantages such as discipline, networking opportunities and resilience-building.

“In a nutshell, my opinion is that any undergraduate student should pursue further qualifications before deep-diving into the world of working adults”, she adds.

So, is it better to get to work right away?

“It depends on the graduate’s personality and how they want to develop their career”, says Professor Nigel Adams, Director of the Enterprise & Innovation Unit (BEIU) at the University of Buckingham.

Many factors will influence the career decisions we make. While some can afford to take months or even a gap year to decide, others might need to start working right away to support themselves — and even help their families. Furthermore, if you are an international student, you might need to get a sponsored role to stay in the country you studied.

Understanding and being realistic about your situation will help you narrow your choices and focus more on achieving your goals. The good thing is that no job is a waste of time. You will gain experience, develop your skills and become more comfortable in work settings.

Lauren Wakeling, UK Country Manager at CoursesOnline, shares that “unless you want to go into a highly technical or specialised subject such as medicine or engineering, you’re best served by getting a job after graduation.

Work experience and the skills that can only be learned in such an environment are what employers tend to want, and you can always supplement your learning at a later date via training courses which cover all sorts of hard and soft skills.”

Also, a thing to consider is that the job you take after graduation is only your first — or one of the first — choice you make. The average person tends to change careers 5–7 times during their working life; contrary to old-school ways of thinking, no one expects you to stick to your decision until you retire.

Starting a business, yes or no?

For Bethan Vincent, Managing Partner at Open Velocity, starting a business is a powerful route for graduates. They share their experience after graduating in 2013 from the University of York with a degree in History.

“During my final year, I attended the university’s enterprise programme, and upon graduation, I won some funding to set up a business over the Summer. Ultimately that venture failed, but 10 years on, I’m running a thriving business and using all those lessons learned to build something for myself. Even if I ultimately hadn’t ended up running a business, that decision to try out entrepreneurship accelerated my career, and I reached the level of Marketing Director before I was 30.”

It is true. Entrepreneurship provides you with a broad set of soft and hard skills that can be transferred to any role or industry, such as creative thinking, teamwork, communication, negotiation and problem-solving. So, even if you decide that being an entrepreneur is not for you, you have developed skills that you can use to apply for a job.

Professor Adams also explains that choosing this path depends on the graduate.

“Some of my entrepreneurial graduates who have been on our BSc Business Enterprise Venture Creation Programme (VCP) decide that they have ‘had enough of academic work’. It is better for them to either continue with their business or work for another business so they can get more business experience.

Others feel that they want to gain more academic knowledge, by studying for a higher qualification, before starting their own business. Such a qualification would provide some ‘insurance’, which should help them get a job if their business idea does not work.”

However, entrepreneurship is hard, and I know other founders and business owners will agree — LMF's founder included. It can be taxing on your pocket and on your mental health. Starting a business comes with risks and no guarantees. Although around 80% of small businesses survive the first year, only about half survive the five-year mark.

That being said, being an entrepreneur is a rewarding experience. Being able to build something you feel passionate about, having autonomy and flexibility, and choosing what comes next can't be compared.

If you want to know more about entrepreneurship, we can help! Eleonora Papini, LMF's Mentoring Programme Manager, designed and delivered a Masterclass on Entrepreneurship vs Employment. So, do check it out!

So there you have it. There is no one-size-fits-all when it comes to life after graduation, as every one of us will have different journeys.

We know many choices can make you freeze and afraid of making mistakes, so take a deep breath and stop for a moment. First, there are no wrong answers, and career paths are neither linear nor lasting and final.

That being said, here are a few extra actions you can take to choose your next steps:

* Do some research.

If you don't have a clear picture of what you can do with your degree, you can read about different job profiles and career options. Explore sectors and industries to understand where it feels a better fit. That way, you have an idea of what those paths involve and how you can break into them.

* Go out of your comfort zone and talk to people.

Connect and network with people inside and outside your university. For example, search for alumni or professionals in the fields or industries you are interested in on LinkedIn or join a community like LMF Network.

*Examine yourself.

Write a list of what activities you enjoy and which ones you don't. Think about your strengths and weaknesses and the skills you have from your educational and personal background. Also, reflect on your motivations and priorities: salary, flexibility, career growth or work/life balance.

*Mentoring can be a powerful tool.

If you feel lost and want more support, consider getting a mentor to guide you during the after-uni transition. At LMF Network, we have a mentoring programme that connects you with brilliant mentors, provides you with resources and masterclasses, and builds your confidence. You can express your interest here: https://forms.gle/x2Lxryx23QsrQtY18

Finally…remember that all experiences are stepping stones, and no path is forever. So, are you feeling more confident about easing yourself into the world after uni?

How can LMFNetwork support you in all things ED&I?

LMFnetwork is a talent network and inclusion consultancy bridging career gaps and redefining inclusive working cultures. Work with us on all things talent attraction, retention and development. Our offerings include a mentorship programme, a jobs board, a careers podcast and ED&I strategic workshops.

@LMFnetwork — Instagram | LinkedIn | Twitter | Youtube | Sonya Barlow

Written by Alejandra (Alex) Chávez Menéndez.

Alex is the Communications Manager for LMF Network.

Outside of her time with LMFnetwork, she is a Public Affairs Consultant with 8+ years of experience and the founder of Point A. Alex is passionate about helping entrepreneurs, small businesses, and changemakers tell their stories and share what they believe in. She has a master’s in Public Administration and Management from University College London (UCL).

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

How do you make sure that your CV stands out in a sea of job applications?

The Mentoring Programme workshop led by Leanne on CV hacks and interview skills provided some valuable insights into crafting a winning CV.

The first tip from the workshop was to keep it simple.

Make sure to complete your CV with all the necessary details. Make it easy to read and understand. Use bullet points, and keep sentences short and to the point.

Make a CV for the job you want.

Use the job duties, tasks, and descriptions to tailor your CV to the specific job you are applying for. Highlight your soft skills, such as communication, multitasking, and collaboration. These are often the selling points that recruiters look for in a candidate.

Even if you don’t have the experience, you may still have the skills required for the job. Consider what you’re doing in your day-to-day life and how it may be relevant to the job you’re applying for.
What is going to make you successful? It’s whatever sets you apart from other candidates.

When it comes to writing your career history, write it for the jobs you are applying for. Don’t just copy and paste from your previous CVs. Tailor your career history to the specific job you want.

Remember, a CV is a black-and-white document unless you are in the creative field. If you are in a creative field, you can add some creative flair to your CV. However, for most jobs, the content is the most critical aspect.

Research the jobs you are applying for and align your CV accordingly.

Your certifications and relevant information should go first. This way, what you want to stand out is right at the top.

Finally, don’t pay for CVs to be written or created.

Instead, ask your network for help or feedback if you need support.

The workshop also highlighted an interesting statistic. Men are more likely to apply for a job even if they only have 38% of the required skills, while women will only apply if they have 98% of the required skills.

This means that women are missing out on opportunities simply because they don’t feel qualified enough. However, the most extensive advice from the workshop was to believe in yourself and keep going. You will have skills not outlined in the job description, and the belief of “just keep going” will find more opportunities than not doing the work.

In conclusion, crafting a winning CV is about tailoring it to the specific job you want and highlighting your soft skills. Remember that you have skills even if you don’t have the experience. Believe in yourself and keep going. With these tips, you’ll be on your way to landing your dream job.

This blog contribution was made by Eleonora Papini.

Eleonora has 3+ of experience in sustainable development and international cooperation with a background in Economic Development and International Cooperation with Finance.
Her background includes working as a Project Implementation Officer in a European project about urban sustainable development solutions to value the young and female entrepreneurship industry.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter

Profiles in Spotlight — This series spotlighted women who are part of the LMF network or have participated in the LMF mentoring program.

Aquayemi-Claude is based in the United Kingdom and works as an activist and campaigner in the non-profit sector, specifically in the DEI arena.

Aquayemi-Claude is a student, author, and activist working against inequality and for inclusion Rights and Quality Of Education.

He is also a youth delegate, leader, trustee, Youngo member, entrepreneur, CEO, founder, keynote public speaker, and philanthropist. He has worked on several projects and programs, including Garnett’s Clothing Brand & Range and Claude’s SEN Law Campaign. He was part of the LMF mentoring program as a mentee. Read on to learn more about his experience with the program and his tips for career and confidence.

His primary skills in his day-to-day work are data collection, data analysis, problem-solving, teamwork, quantitative and qualitative analysis and leadership. Creativity is critical to working as an activist.

“We’ve all experienced failure at one point or another.”

Aquayemi-Claude advises overcoming failure by standing up for your beliefs, using your voice for change, and caring for your well-being.

Over 70% of people feel like imposters, and so has Aquayemi-Claude from age eight, owing to systemic challenges. But he has overcome this by working to bring a change, standing up against these challenges and fighting for Equity for all. Today, he would advise his younger self to innovate in creating change solutions for Equity with equal opportunities.

“Confidence can be developed over time with the right tools and skills. So if you’re struggling with confidence, believe in yourself and know that it’s a skill you can develop over time.”

A few resources that have helped Aquayemi-Claude are networks, slack, zoom, google drive, youtube and Instagram. By channelling his creativity through these channels, he has been able to level up his confidence and work on his mission.

The LMF mentoring program helped him upskill and become more aware, guiding his self-discovery. He was able to develop knowledge in tech. Access to the extensive network of LMF allowed him to interact with and learn from people with diverse backgrounds and experiences. The best advice he received from his mentor was to build small to enable broader growth which has helped him expand his work. The key takeaway from the program was the knowledge sharing, including tools, skills and advice with other entrepreneurs facing similar challenges that served as both support and inspiration.

Aquayemi-Claude shared a message for Women’s Day 2023:

“Gender Balance, with love for one another, is the ability to create a future for Equity with equal opportunities.”

This blog contribution was made by Aleena Ahmad.

Aleena is a graduate in Electrical Engineering and currently working as a Product Manager. She loves to read books; is obsessed with political non-fiction, finds baking therapeutic, and likes to start her day with yoga. Aleena believes writing is the best way to articulate one’s thoughts and start a conversation. She feels passionately about women empowerment initiatives and is always looking for opportunities to contribute.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter

Profiles in Spotlight — This is a series spotlighting women who are part of the LMF network or have participated in the LMF mentoring program.

Looking to build confidence? “Step out and go above and beyond your comfort zone. Be seen, valued and heard.”

Valeria Lothian works in the finance/private equity industry and heads client management. On the day-to-day, she communicates with business owners, decision-makers and investors, facilitating opportunities to buy, sell and invest in companies. Active listening, effective communication and using discernment are a few skills that help her accomplish her everyday tasks.

She was part of the LMF mentoring program as a mentee, and here she shares her experience and learnings. If you want to join the program or want some inspiration, read on to learn more.

What did you want to do when you were younger, and how does that differ from your day-to-day now?

When I was younger, I wanted to be an Air Hostess, which meant I could meet and serve others while travelling the world. My day-to-day work incorporates my Air Hostess dream but without so much international travel.

Over 70% of people feel like imposters. Have you felt like an imposter, and if so, how do you overcome this feeling?

I haven’t felt like an imposter, but where I lacked confidence, I took steps to reduce or eliminate that feeling as soon as possible. For example, I developed my training/attended courses that helped boost my knowledge and confidence.

Do you think confidence is nature or nurture, and why?

It is nurtured and is something that is developed over time.

Valeria shared a blog post she wrote where she further explained this. Read below to learn more about confidence, overcoming imposter syndrome and improving communication.

https://www.linkedin.com/advice/1/how-do-you-assess-your-own-others-communication

What does your dream day look like?

A day with networking and having business meetings over a fine lunch.

What is your key piece of advice to your younger self?

Believe that what you dream about and want can happen, then take actionable steps to bring it to life.

Which resources do you recommend for people to level up their careers and confidence?

Networking with quality people (do more offline than online) and reading books in the areas you are interested in or want to strengthen.

Valeria shares a guide she wrote to help people with communication and confidence called:

“Be The Confident You! The Inner Battlefield To Clear Thinking and Straight Talking!”

You can read it at the link below: http://www.amazon.co.uk/dp/B008C9CCNY

How has LMF mentoring program helped you with confidence?

My confidence was boosted as I was assigned a compatible Mentor (Trista) who became my Accountability Buddy in assisting me with my goals.

How has LMF supported, impacted or changed your life?

My mentor was compatible because she worked with Babylon Health, the company/area I recognised (as a significant competitor in my business plan) regarding Health, Stress Management and well-being.

The LMF programme supported the main aims in my life in making a breakthrough to develop my online Financial Stress Relief presence, i.e. via a training course and website.

What is the best advice that you received from your mentor?

“Just do it”, and knowing that I would have a follow-up session(s) regarding my breakthrough and progression.

What is your biggest takeaway from the mentoring program?

The quality and viability of being assigned a great Mentor connection. Many thanks to Eleonora, the program manager!

What has surprised you the most in this mentoring program?

The simplicity, Eleonora’s flexibility to help and her excellent matchmaking skills.

We asked her a few questions about women’s day and what it means to her. What does International Women’s Day mean to you?

It means recognising the gains and progress that women have made over the years whilst plugging any gaps with viable guidance and solutions for those that require help.

Can you share an experience when you felt the most empowered?

Private Equity was a new industry I had never worked in before. So, I felt highly empowered when I persuaded my Investor business partner for us to work together and collaborate in his award-winning company. I now run promotions and campaigns involving professional Investors seeking exceptional investment opportunities. These features ‘A-List Hollywood Companies/Celebrities, e.g. Playboy, Ja Rule, P Diddy and others, including Elon Musk (Head of Tesla, Twitter, SpaceX etc.).

What is your top tip for women working to build confidence?

Step out and go above and beyond your comfort zone. Be seen, valued and heard.

What is the best piece of career advice that you’ve received?

Go after what you want and align yourself with those who can help you make it happen.

What are the most effective ways you’ve been able to counteract gender inequality at your workplace?

By showing my value by speaking up and letting my Team know that I have a ‘value-add’ voice and input that is more than worthy of being heard.

Can you share a message for International Women’s Day 2023?

I welcome the further empowerment of women in their aspirations and hope to have a role in helping them in their progression.

This blog contribution was made by Aleena Ahmad.

Aleena is a graduate in Electrical Engineering and currently working as a Product Manager. She loves to
read books; is obsessed with political non-fiction, finds baking therapeutic, and likes to start her day
with yoga. Aleena believes writing is the best way to articulate one’s thoughts and start a conversation.
She feels passionately about women empowerment initiatives and is always looking for opportunities to
contribute.

How can you keep in touch?

Email — hello@lmfnetwork.com |LinkedIn |Instagram | Slack

What is LMF Network?

The LMF Network is an education careers platform bridging skills and the gender gap. We know that it will take 257 years to achieve gender parity, but that’s too long. Our community trust us to support their development needs, build their confidence and align ourselves with trusted, inclusive partners who can nurture and grow talent to progress in their careers. We’ve upskilled 20,000 people in 3 years — we know what we are fighting for and need your help in creating true equitable change.

@LMFnetwork — Instagram | LinkedIn | Twitter