Épisodes

  • 59 - Privilege

    59 - Privilege
    Aug 22 2025
    Episode 59 – Privilege Hello everyone! Welcome to Blended and, today, we’re talking about privilege. It’s a topic that’s been a part of many of our conversations here on Blended, from immigration to education. So, today, we’re going to put the spotlight onto privilege in the workplace. According to a March 2025 report, conventionally attractive employees earned $20,000 more than co-workers due to an apparent ‘pretty privilege.’ Meanwhile, another report revealed that white people as a group have better employment outcomes than their black peers. There are so many different types of privilege at play, and we’re going to be taking a closer look at four key areas today. And we’ll be shining a light on what organizations can to identify, tackle and prevent privilege in all it’s forms. So, welcome to Bobbie, Christy, Claire, Devon and Nik-Keisha who are going to share their thoughts. Let’s get started with some introductions; can you each tell me who you are, what you do and how you identify? Starting with you, Bobbie. We’re going to do a deep dive into types of privileges but, for context: What is privilege? What does it mean? Is privilege something anybody can have? Why/why not? Why has the understanding of/discussion around privilege grown in recent years? There are so many different angles to discuss the topic of privilege, but today we’re going to focus on the workplace. Firstly, what is workplace privilege? How does workplace privilege create a structural, unequal playing field? What impact can workplace privilege, and its intersectional biases, have on potential earnings, career success or, equally, falling behind? Let’s break this down a little more, and dive into four key areas of workplace privilege. First: access to opportunity. What does this mean? What can that look like? ie. Elite universities ‘Jobs for the boys’ ‘It’s who you know, not what you know’ Do you have any examples/experiences to share? Second: comfort in professional settings. What does this mean? What can that look like? ie. Networking Meetings/presentations Office dynamics How does this intersect with other areas, eg. Neurodivergence Mental health Disability Introverts Do you have any examples/experiences to share? Third: safety. What does this mean? What can that look like? ie. Physical Emotional Sexual Do you have any examples/experiences to share? Fourth: financial. What does this mean? What can that look like? ie. Stable housing Ability to manage finances Support in family responsibilities How does this intersect with other areas, eg. Class Disability Mental health Do you have any examples/experiences to share? Privilege is a widespread issue, and one that is deeply rooted. What can organizations do to: Identify privilege, both in their own practices but also in the wider team culture? Start to dismantle it? Establish processes/policies for prevention in the future? What can individuals do: If they’re facing privilege in the workplace? To guide/support their organization in tackling privilege? Let’s wrap up: can you each give me one take-away, or sum up, from today’s discussion? Thank you so much to Bobbie, Christy, Claire, Devon and Nik-Keisha for joining me today. A workplace study in the UK found that 90% of respondents think that privilege has a negative impact in their workplace. Privilege left the majority feeling undervalued, demotivated and excluded, and it had a significant impact on their commitment and productivity. Yet, 58% of the organizations surveyed had no policies for privilege. It’s time to close the gap, and finally recognize privilege for the huge issue it is. Remember that you can reach out to me, or any of the guests, on social media if you have anything you’d like to add to what we’ve talked about today. And don’t forget to join us again next month when we’re going to be talking about menopause. After years of women suffering in silence, menopause is finally coming out of the shadows. So we’re going to talk all about confronting stereotypes and supporting women in the workplace – the right way. I’ll see you then.
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    1 h et 28 min
  • 58 - Is A Re-Brand The Answer? The Face of ERGS in 2025

    58 - Is A Re-Brand The Answer? The Face of ERGS in 2025
    Jul 22 2025
    Is a re-brand the answer? The face of ERGs in 2025 Welcome back to Blended! Today, we’re re-visiting a popular topic from a previous show – ERGs. We took a closer look at ERGs towards the end of 2024, and covered a lot of the basics – how they work, the challenges and opportunities, and the different responsibilities of leadership and teams in establishing, executing, and supporting ERGs. But, since that episode, a lot has changed. The US has a new administration, and one that has made bold moves in the DEI space. Now ERGs, like many other initiatives, are under the microscope – despite the widely accepted benefits. And Lowe’s, Ford and John Deere are just some of the high-profile names that have shared plans to scale back ERGs. Meanwhile, others seem to be aiming for more of a re-brand. PR Week said that ‘in the age of aggressive anti-woke activism, companies are repackaging their ERGs to take a potential target off their backs while continuing to give their talent a sense of belonging and acceptance.’ So, what does that all really mean? Today’s guests are going to be unpacking it for us today. IN THIS EPISODE: [01.20] Introductions to our Blended panelists. · Amy – Senior Director of Network Supply Chain at UScellular · Eric – Senior Technology Editor at Journal of Commerce · Hady – Founder and CEO at Boldly Speaking LLC and author Lori - President at Benson [08.43] The group discuss what ERGs are, their purpose, and what they mean to them. · Sense of belonging · Inclusion · Safe spaces · Authenticity · Community · Centered around employee engagement, eg. o Professional development o Events o Community service o Discussions around important topics · Feeling seen/affirmed · Evolution · Having people to relate to · Fighting isolation · Issue with ERGs being under-resourced or under-messaged · The challenges of allyship · Builds culture · Talent development – helps develop leadership/managerial skills · Learning/education · Insight into microaggressions and challenges “They’re like clubs for employees that share an identity… As a Latina in corporate America, ERGs are the spaces I’ve felt the most comfortable, the most at home. Sometimes, they were the only places I could really be myself.” Hady “There’s a hesitance, even for people who want to be allies – you don’t want to be imposing yourself in a space that’s designed to make people feel comfortable… It’s a challenge to know where you can participate and it’s helpful, and where you step back.” Eric [24.03] The panel explore the challenges and opportunities of allyship, and share their personal experiences. · Balance · Respect · Hady’s experience of positive allyship · Collaboration · Intersectional allyship and ERGs · Making introductions/connections · Company size · Empathy · Lived experience · Blended families · Allies in specific functions · Keeping allies in the minority · Intent · Hady’s perspective on an individual running a Latinx ERG who was not Latin themselves · Amy’s experience of helping develop an ERG and grow a community as an ally “I also serve as an ally, and know how uncomfortable it can be... I have to be mindful of how much space I occupy when I’m there, because that space is not for me… You’re there to show support. Sometimes that means you speak up, and sometimes it just means you hold space for others.” Hady [48.25] The group discuss how ERGs have evolved, what they look like today, and how organizations can access the support of people like Eric in light of allyship challenges. · Hady’s experience of how ERGs evolved over the years in the companies she worked for · Short-term goals and long-term plans for ERGs · Purpose · How companies can leverage ERGs to help understand/communicate with customers · ERGs linked to current dismantling of DEI strategies · Measuring impact · Equitable access · How engagement has changed · Eric’s experience of volunteer groups at JOC · Investing in ERG leaders o Payment/bonuses o Rewards and recognition o Career development/leadership training · ERG partnerships · How allies can help in a meaningful ways · Non-alienating ...
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    1 h et 28 min
  • 57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression

    57 - The Different Faces of Identity: Navigating Sexual Orientation and Gender Expression
    Jun 24 2025
    The different faces of identity: Navigating sexual orientation and gender expression Welcome back to Blended! Today, we’re talking about sexual orientation, gender identity and expression. Discussions around these issues have been hitting the headlines more and more in recent months. And it’s fair to say that many recent rulings and debates have felt like a step backward for a lot of different communities – they just want the freedom to be themselves. But there’s a fundamental lack of understanding. A lot of people just don’t understand what it means to have a different identity or expression. And a lack of understanding, the unfamiliar or unknown, is what often sits behind fear. So today we’re going to be opening up a conversation to encourage understanding, so we can fight that fear and create spaces that are safe and welcoming for everyone. IN THIS EPISODE: [01.02] Introductions to our Blended panelists. · Kai – Social Scientist, President of TransFocus and speaker · Ross – Vice President at GLAAD Media Institute, author and speaker · Kiara-Kumail – Employee at White Ribbon and actor [04.23] The group explore sexual orientation, gender identity and gender expression and the many factors around these topics, from pronouns and labels, to authenticity and fear. · Sex vs gender · Labels · Evolution of labels/identities · Words/identities mean different things to different people · ‘I am’ vs ‘I identify as’ · Asking open-ended questions · Creating safe spaces o What are they? o How do we create them? o Language o Infrastructure o Support/listening · We’re more than just our identities · Definitions becoming reductive · Problems with identity becoming politicized · The growth of LGBTQIA+ · Pronouns · How we introduce ourselves · The nuance of curiosity and asking questions · Respect · Fear of making a mistake · Being open to being corrected · Acknowledging, and apologizing for, mistakes · Making assumptions · Internal vs external · Control · Cultural rules · How gender expression relates to physical safety · Masculinity and femininity · Shifting gender expression to suit different environments · Belonging · Authenticity · How anti-trans sentiment also harms cisgender people “Labels will never fully be able to capture everything, though they help people identify in certain ways. Ultimately, it’s not about fully understanding everything, it’s about respect and being a good human being. And labels expand and mean different things to different people. The community exists beyond a monolith, we all have different opinions – there’s no one easy answer unfortunately.” Kiara-Kumail “Sexual orientation and gender identity are not just LGBTQ things, they’re something we all have. We all have a way in which we know and understand ourselves, and share it out with the world.” Ross “There’s no right or wrong… But the way we can be more expansive is to say: ‘Tell me about yourself.’ It’s an open-ended question, and then people can feel free to share whatever they want... Sometimes people are hesitant, because they don’t know whether it’s safe to share.” Kai “If someone raises an issue, that’s a big deal because it takes so much energy. Most people in the research we do, do not raise issues. About 75% have issues, but don’t raise them.” Kai “Introducing yourself is a good way to do it. Because, if you’re asking, be honest: Are you asking the only visibly trans person in the room, or are you asking everybody that? Sometimes inclusion can actually be exclusionary. It’s good practice not to single one person out.” Kiara-Kumail “For trans and non-binary folks, people often misread them – we look at the exterior and jump to conclusions… They’re misgendered about 70% of the time, it’s on a daily basis, and that’s a heavy burden to bear.” Kai [40.44] The panel share an overview of where the US currently is with gender and sexuality issues, why many feel that we’ve taken a step backwards, and why it’s so important to continue to talk about these issues openly and without judgement. · Similarity to the persecution of gay men during the AIDs crisis in the 1980s · Modern radicalization of boys and men · Manosphere · Danger of discriminatory echo chambers · Dehumanization · Allyship · Honest, open dialogue ·...
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    1 h et 22 min
  • 56 - Neurodivergence and the Workplace: Designing Inclusive Spaces

    56 - Neurodivergence and the Workplace: Designing Inclusive Spaces
    May 29 2025
    Welcome back to Blended! Today, we’re talking about inclusion – one of our favorite topics here on the show! But we’re thinking about it from a different angle. Not from the team we build or the people we hire, but the environment around us. We’re talking about inclusive spaces. This might be familiar to you, or maybe it’s a concept that’s fairly new but, guaranteed, you’ll be hearing about it more and more. As awareness of neurodiversity grows, designing spaces that cater to the needs of individuals with diverse cognitive and sensory processing styles is becoming increasingly important. By integrating neurodiversity into design, we can create environments that are not only more inclusive but also enhance the wellbeing and productivity of all individuals, fostering greater creativity and collaboration in both work and community spaces. And it’s not just neurodiversity we have to consider. More than a quarter of Americans have a disability, which is often intersectional with other areas of diversity as well, like race or age. So accessibility in all its forms is incredibly important to make sure we’re creating environments where people with all types of diverse needs can thrive. Today, our panel are talking all about formal diagnoses – the challenges, barriers and interplay with work – the basics of inclusive spaces, and some of the ways leaders and organizations can make changes to improve cultures and create more equitable working environments for everyone. IN THIS EPISODE: [01.26] Introductions to our Blended panelists. · Dan Roth– Strategic People Operations Executive · Dr. Tiffany Jameson– Organizational Psychologist and Founder and Managing Partner at grit & flow [07.15] The group explore diagnoses for neurodivergence – how people are diagnosed, the varied reasons for the recent increase in diagnoses, the barriers to achieving a formal diagnosis, and the importance of gaining a diagnosis for access to help. “The criteria that were used for ADHD and autism were very white, boy centered. Girls don’t present like a boy in school, and so they were being missed… There’s now a lot more awareness by pediatricians… And, as more kids are being diagnosed, their parents are going: ‘Oh my goodness, this is very familiar!’ And they go after a diagnosis for themselves.” Tiffany “A lot of people fake it till they make it – and they don’t make it. It’s called masking, where you’re pretending to be what society calls normal, and it’s hard to keep that front up.” Tiffany “From a diversity, equity and inclusion standpoint, let’s not beat around the bush – that term has been weaponized.” Dan · Increase in diagnoses o Increased awareness o Updated criteria o Child-parent knock-on effect · Burnout · Masking · Barriers to diagnosis o Cost o School system o Limited accessibility resources o Stigma · Societal expectations · Bias · Requirement to get a formal diagnosis to access help · Cultural impact · Generational trauma · Parental projection · Insecurity/fear · Parental grieving process – expectations “A lot of parents will reject diagnoses, not understanding the proactive measures it allows for.” Dan [32.42] The panel discuss the basics of inclusive spaces – what they are, what they can look like, and why we need them. · Inclusive spaces look different for different people o Sensory impacts o Lighting o Clothing o Movement · Self-awareness · Pace of change for US vs global · Advanced communication methods · Triggers · Rejecting ego · I vs we · Building psychological safety · Knowing/understanding what you need · Self-advocacy · Asking/listening · Ongoing conversation/process · Accommodations in hiring processes and potential biased impacts of using them · Social anxiety in working environments · Education · Change management · Step-by-step improvements · Work from home/work from office · Companies ticking boxes/policies ‘for show’ · Compromise/finding the middle ground · Issues with general education – setting kids up for success/failure · Unique point in time o Different generations working together o Different perspectives and concepts coming together o Different levels of understanding/acceptance o Difference in communication styles · Overwhelm · Grace · Empathy · ...
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    1 h et 34 min
  • 55 - Mental Health Awareness

    55 - Mental Health Awareness
    Apr 18 2025
    Taking care of your team: why you can’t afford to ignore mental health at work Welcome back to Blended! Today, we’re talking about something that is often a strand that weaves through many of the issues we talk about here on the show, from burnout to bias – and that’s mental health. But today we’re focusing in on mental health, and putting the spotlight onto how it interacts with work. Almost 60% of the world population is in work, and we spend a lot of time there. We often spend more time in a workplace than we do at home, more time with our colleagues than we do our families! That amount of time, the environment we’re in, the people around us, the culture – all those elements of work are going to massively impact us. And, of course, everything that happens at home, we’re inevitably going to take to work with us as well. So it’s incredibly important to prioritize mental health. But, unfortunately, the numbers show we’re not doing a good enough job. Globally, an estimated 12 billion working days are lost every year to depression and anxiety at a cost of $1 trillion per year in lost productivity. Not to mention the impact on those people’s wellbeing. So what we can do? Our panel are going to be exploring what’s going wrong, as well as sharing some of the ways we can all protect and promote good mental health at work. IN THIS EPISODE: [01.21] Introductions to our Blended panelists. · Mariana – Marketing Director at WSI and Kase · Prakash – Fulfilment Specialist and Founder of OTIM · Brandon – Founder of Warm Heart Life · Debra – SVP, Marketing and Strategy at Halo Effect Management “Mental health isn’t separate from work. It’s the foundation of what we’re doing.” Debra [07.53] The group discuss healthy work environments – what they look like, why they’re so important, and how we define performance in a healthy environment. “We have no problem talking about our physical wellbeing. It needs to be just as easy to talk about our mental wellbeing... At my office, we all got standing desks and we didn’t have to justify it: sitting for hours a day, it’s not good for your health. And, to me, a collaborative space where we come together and laugh and catch up on life is just as important as that standing desk.” Mariana “We need to be able to slow down and ask: ‘How are you?’ Actually seeing the person you’re working with, rather than just using them.” Debra · Work is a big proportion of our lives · Mental health does not equal mental illness · Focus on/acceptance of physical health, rejection of mental health · Brandon’s experience of both healthy and unhealthy working environments, their impact, and how they could have changed the course of his life and career forever · Impact of leadership · Importance of trying different things/working in different places · Communication · Tailoring environments – people work differently · Setting clear expectations and defining performance goals for individuals · Allowing teams to be safe in their honesty and communication · Recognizing burnout · Understanding individual’s holistic needs · Importance of timely feedback/regular check-ins · Building trust · Carrying weight of unhealthy cultures into new working environments · Psychological safety · Importance of slowing down · Over-focus on productivity · Resilience · Stress/pressure · Individual responsibility vs team collaboration · Measuring KPIs for individuals and leaders · Visibility · Leadership vulnerability – trust, leading by example and giving permission · Advocating for yourself · Community “It really comes down to individuals and, if you have the right few people around you, you can transform an entire team just by having the right conversations. It doesn’t have to be the corporate conversations where you’re giving all the right trigger words, talking to the C Suite... We’re all human.” Prakash “We assign value to people via their productivity. Leaders are feeling the pressures, employees are. And we’re not having the capacity conversation. Are we actually setting realistic expectations for ourselves, based in reality?” Debra [59.31] Brandon’s experiences with mental health, and his take on the importance of shifting your mindset away from negativity and towards positivity and problem-solving. · Importance of talking · Personal development [01.07.36] The panel explore responsibility, and the role individuals and leaders ...
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    1 h et 27 min
  • 54 - Banning Non Competes: Good for Workers, Businesses and the Economy

    54 - Banning Non Competes: Good for Workers, Businesses and the Economy
    Mar 13 2025
    Today, we’re taking on a topic you’ve probably heard of – it may have even impacted you personally. But you might not be aware just how linked it is to the issue of diversity and inclusion. We’re talking about noncompete agreements. Noncompetes have long been a staple in corporate America. But, despite supposedly being in place to protect trade secrets, many workers, including low earners, have been subject to this practice, greatly restricting their career options, flexibility and earning potential. And that’s especially the case for underrepresented voices. A number of studies suggest that noncompete agreements more strongly affect women and people of color, with one finding that strict enforcement of noncompete agreements lowered the wages of women and people of color by twice as much as white men. But things are starting to change. Last year, the FTC announced a rule banning noncompetes. Whilst it was largely welcomed by workers, not all employers were so happy about it. So we’re going to dive into the issue today. We’re going to talk about what noncompete agreements are, how they harm workers, especially women and other underrepresented voices, and share ideas for how organizations can build trust and employee retention, without restrictive contracts. IN THIS EPISODE: [01.38] Introductions to our Blended panelists. · Kiran – Founder and CEO of M2M Business Solutions, and CEO at Brar’s · Karin – CEO at NIRAKIO · Chelsey – Founder of The Asterios Group [05.08] The group discuss noncompete agreements – what they are, their purpose, why people sign them, the challenges, and how they ultimately harm workers. · Restricted transitions from employed to self-employment/entrepreneurship · Restricted employed career growth · Can they actually be managed? · Who really wins? · Who is considered competition? – Understanding your exposure as an employee · Regular monitoring and updates · Challenge to enforce · Time and cost implications · Role in sales · Negotiation · Complexity · Intent · Lack of understanding – employees often don’t understand the potential depth of the contract · Ethics/integrity · Multitude of agreements: o Noncompete o Non-solicitation o Exclusivity o Separation agreements o Mutual non-disclosure o Confidentiality o NDA · Making it too easy to sign · Different interpretations/translations/meanings · Contradiction · Trust · Impact of words on culture · Role of technology · What can you actually restrict? · Can you restrict people and not AI? · Evolution of noncompetes · Company IP vs personal IP · Impact of job-hopping · Retention incentives · Asking for more money · Creating the right culture · Impact of economic conditions and market changes · Judgement · Senior vs junior employees “At the highest level, it sounds like a good idea. It’s at least a good idea for the employer, but not always for the employee.” Karin “It’s a system that’s put in place with the right intentions, to overcome certain issues, but I personally feel that it doesn’t fulfil the requirements either for the employer or the employee.” Kiran “It was originally designed to protect companies, but I don’t think that’s where it’s sitting today.” Chelsey “It’s something that has to be monitored, managed and updated – and potentially resigned on a regular basis, if a company is serious about its intent behind the noncompete. That’s very expensive, and each and every time you request an employee to re-sign, it’s a time for that employee to reconsider if they still want to be a part of that organization.” Karin “Fewer than 10% of workers negotiate these agreements.” Chelsey “Can everyone talk about the meaning of the words?! The words have lost all meaning, they’ve become buzzwords... Let’s talk about the words as part of impact on culture.” Kiran “It’s so hard to restrict information in a human brain. If I’m an employee in one place and go to another, I didn’t say anything about my previous job… but I still have lessons learned and knowledge, I’m not sharing information customer-to-customer, but I’m going to have new solutions. There are certain things you can’t restrict, even when you’re being ethical.” Kiran “When you build a body of expertise in a particular market segment, you’re more valuable in that market segment… My personal IP makes ...
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    1 h et 21 min
  • 53 - Don’t Feel the Burn: Fighting Workplace Burnout

    53 - Don’t Feel the Burn: Fighting Workplace Burnout
    Feb 13 2025

    Today, we’re talking about something that has been around a long time but, until relatively recently, wasn’t talked about openly or officially recognized – and that’s burnout.

    Burnout has been hitting the headlines more and more. From ongoing disruption to widespread corporate cost-cutting, the pressure on teams and individuals—regardless of industry—is high. And, despite being increasingly literate about health and well-being, many still find themselves stressed, overworked, and exhausted.

    And, ultimately, people are being driven out of the workforce. In a time when labor issues are an ongoing and costly issue for many organizations, we cannot afford to ignore this burning issue.

    Our panel will be exploring what burnout looks like, the multitude of physical and emotional symptoms, how to recognize it in ourselves and others, the balance of responsibility between leaders, organizations, and individuals, and what people can do to combat burnout.
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    1 h et 28 min
  • 52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career

    52 - Mentorship vs. Sponsorship - How You Need Them Both in Your Career
    Jan 8 2025
    Today we’re talking, once again, about mentorship. We dove into this huge topic back in episode 48 and covered a lot of ground. But one thing we didn’t talk about was sponsorship. A few years ago, sponsorship was a topic I didn’t think too much about. But I’ve found myself talking about it more and more on my Women in Supply Chain series, so I decided it was time to take a closer look. And, as organizations strive to create more inclusive and equitable workplaces, it’s important that we do. Sylvia Ann Hewlett, author of the book Forget a Mentor, Find a Sponsor said that sponsorship has long been the inside track for white men. Men are 46% more likely than women, and Caucasians are 63% more likely than professionals of color, to have a sponsor seeing to their success. And those are figures we all have a responsibility to change. Our panel will be diving into exactly what mentorship and sponsorship mean, and the difference between the two; the big question of whether or not sponsorship is favoritism; and what leaders and individuals can do to create positive sponsorship experiences that work for everyone. IN THIS EPISODE: [01.15] Introductions to our Blended panelists. · Ahmed – Global Business Development Director at GN TEQ · Sandy – CEO/Owner at Cahill Consulting Marketing · Julienne – Principal at J.Ryan Partners · Doug – VP of Marketing Strategy at Position : Global · Katie – Senior Vice President of Industry Relations and Strategic Initiatives at Manifest: The Future of Logistics [08.21] The group discuss what sponsorship and mentorship mean, and the difference between the two. · Private vs public · Advocacy · Mentorship o Emotional support o Help and tools o Teaching/knowledge-sharing o Boost self-esteem o ‘Special friend’/cheerleader o Co-worker o Organic o Two-way o Private relationship o Fluid · Sponsorship o Boss/leader o Introduce opportunities o Earned/chosen o One-way o Public relationship o Influence o Formal o Reputation – career impact · Visibility · Consistency · Putting in the work · Setting the foundations · Contracts · Goals · Expectations · Responsibility · Passion · Potential · Intent · ‘Personal board of advisors’ · Relationship-building · Trust “A mentor is someone that provides advice, support, and coaching… A mentor falls in the private relationship side of things, and sponsorship becomes much more public… Looking at that full spectrum is really important.” Katie “A sponsor can open doors for opportunity. A mentor provides the tools; supports the person and guides so they can open those doors.” Sandy “With sponsorship, the number one implied rule is that, if somethings comes of this as the person being sponsored, you’re going to do a great job and make the sponsor look good.” Doug “We’ve been going through a lot of lay-offs, a lot of transitions. We can’t depend on just one person to champion us… I coach people to make themselves visible to multiple people who could advocate for them. And the more you have somebody validating this persons worth, the more chance they have to move ahead. They’re no longer one person’s favorite.” Julienne [39.21] The panel reflect on whether or not sponsorship is favoritism, and how we challenge leaders to create a more level playing field across both corporate and small to medium sized environments. · Bias · Formal programs · Managing connections in SMEs versus corporate · Resources · Education [51.39] The group explore what individuals can do to open up conversations and create sponsorship opportunities; and they share their personal experiences of sponsorship and what we can learn. · Confidence/self-doubt · Imposter syndrome · Authenticity · Initiative · Writing down goals · Sharing achievements · Asking questions · Self-advocacy · Understanding your ‘why’ · ‘Ladder approach’ · Understanding/learning different communication styles · Honesty · Respect · Empathy · Grace · Listening · Be brave · Be proactive · Be prepared · Be humble “Every six months or so, jot down what you’ve done – it’s so easy to forget about your accomplishments… When you’ve got the facts ...
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    1 h et 21 min