“We are an inclusion consultancy. We optimize
workplaces, people, and processes, and then we invest our profits into a
mentorship program. So that people can build their knowledge and
networks,” Sonia Barlow, the Founder of LMF Network, said.
Speaking to Finance Magnates’ Jonathan Fine during the
Finance Magnates London Summit (FMLS:24), Barlow started by sharing her journey
to creating an impactful consultancy that addresses gaps in inclusion,
mentorship, and leadership.
“We have upskilled 20,000 people in 3 years and
have a 90% success rate, and we just launched an app on the App Store so that
you can find your friends, have career conversations, and build your
network.”
The Gaps in Corporate Inclusion Strategies
From 2015 to 2020, Barlow worked in finance and
fintech before founding her inclusion consultancy firm, which helps businesses
optimize their workplaces and invests profits into mentorship programs.
In her view, many businesses, despite their
progressive intentions, still struggle with fundamental misconceptions about
inclusion. She emphasized the importance of equipping leadership with the right
skills, both for managing teams and for fostering inclusive environments.
“We need to give companies the training and the
relevant skills to manage people upwards and downwards but also need to
remember to be kind to them because a lot of the time we feel like the problems
are within the juniors or the middle management, but actually we need the
skills that are relevant to build us up.”
Moreover, she pointed out the disconnect between
senior management and junior employees when it comes to shaping company policies. According to Barlow, involving employees in the
policy-making process, particularly in areas like hiring and retention, can
help create a bottom-up approach that resonates with everyone in the
organization.
Networking in the Digital Age
Asked about the digital age, Barlow discussed the
broader skills gap created by the digital age, where communication and
networking abilities have deteriorated, especially among those new to the
workforce.
“We’re in a digital age where everything is
online, but that means that now going back to work in the real world means that
we’ve lost skills like communication and networking; we are at a conference,
and I kid you not, around 80% of people have no clue how to network.”
This, she believes, highlights the need for ongoing
personal development, especially in cultivating interpersonal skills that
remain essential despite technological advancements.
“Times are moving so fast that tech is really
disrupting our lives for positives and for negatives, and so from a more
generic framework, it’s skills for our leaders, okay, it’s policies for our
business, and it’s the relevant in-person practical training for our
people.”
Gender Challenges in Mentorship
When asked whether gender issues are at the core of
these challenges, Barlow acknowledged that while there are gender-specific
obstacles, the broader issue is the rapidly changing business landscape.
“I think equity is what we’re looking for. It
means that you know from the simplistic view that everything is equal and
everyone has a fair and accessible chance and opportunity. The best person in
the end thrives, but the best person also means that we need to provide them
with the skills, the tools, the resources, the training, and the policies to
help them get there.”
Advice for Fintech Entrepreneurs in 2025
Looking ahead to 2025, Barlow offered pragmatic advice
for fintech entrepreneurs. The fast pace of fintech means that staying updated
and connected is essential to creating meaningful and sustainable business
solutions.
“There’s no one-size-fits-all approach, and what
I would say to anyone listening is please don’t try and do everything at once.
What I do say to companies is have four main focus areas a year and break them
down into different quarters.”
“Go and do your market research, figure out what
people actually want versus it being in your brain, and being like this is what
I think the solutions are. No, show up in spaces and ask for feedback. Two is
to use AI to optimize those processes.”
For Barlow, running a business isn’t just about
creating solutions, it’s about learning, adapting, and being mindful of the
multiple roles it plays.
“We are an inclusion consultancy. We optimize
workplaces, people, and processes, and then we invest our profits into a
mentorship program. So that people can build their knowledge and
networks,” Sonia Barlow, the Founder of LMF Network, said.
Speaking to Finance Magnates’ Jonathan Fine during the
Finance Magnates London Summit (FMLS:24), Barlow started by sharing her journey
to creating an impactful consultancy that addresses gaps in inclusion,
mentorship, and leadership.
“We have upskilled 20,000 people in 3 years and
have a 90% success rate, and we just launched an app on the App Store so that
you can find your friends, have career conversations, and build your
network.”
The Gaps in Corporate Inclusion Strategies
From 2015 to 2020, Barlow worked in finance and
fintech before founding her inclusion consultancy firm, which helps businesses
optimize their workplaces and invests profits into mentorship programs.
In her view, many businesses, despite their
progressive intentions, still struggle with fundamental misconceptions about
inclusion. She emphasized the importance of equipping leadership with the right
skills, both for managing teams and for fostering inclusive environments.
“We need to give companies the training and the
relevant skills to manage people upwards and downwards but also need to
remember to be kind to them because a lot of the time we feel like the problems
are within the juniors or the middle management, but actually we need the
skills that are relevant to build us up.”
Moreover, she pointed out the disconnect between
senior management and junior employees when it comes to shaping company policies. According to Barlow, involving employees in the
policy-making process, particularly in areas like hiring and retention, can
help create a bottom-up approach that resonates with everyone in the
organization.
Networking in the Digital Age
Asked about the digital age, Barlow discussed the
broader skills gap created by the digital age, where communication and
networking abilities have deteriorated, especially among those new to the
workforce.
“We’re in a digital age where everything is
online, but that means that now going back to work in the real world means that
we’ve lost skills like communication and networking; we are at a conference,
and I kid you not, around 80% of people have no clue how to network.”
This, she believes, highlights the need for ongoing
personal development, especially in cultivating interpersonal skills that
remain essential despite technological advancements.
“Times are moving so fast that tech is really
disrupting our lives for positives and for negatives, and so from a more
generic framework, it’s skills for our leaders, okay, it’s policies for our
business, and it’s the relevant in-person practical training for our
people.”
Gender Challenges in Mentorship
When asked whether gender issues are at the core of
these challenges, Barlow acknowledged that while there are gender-specific
obstacles, the broader issue is the rapidly changing business landscape.
“I think equity is what we’re looking for. It
means that you know from the simplistic view that everything is equal and
everyone has a fair and accessible chance and opportunity. The best person in
the end thrives, but the best person also means that we need to provide them
with the skills, the tools, the resources, the training, and the policies to
help them get there.”
Advice for Fintech Entrepreneurs in 2025
Looking ahead to 2025, Barlow offered pragmatic advice
for fintech entrepreneurs. The fast pace of fintech means that staying updated
and connected is essential to creating meaningful and sustainable business
solutions.
“There’s no one-size-fits-all approach, and what
I would say to anyone listening is please don’t try and do everything at once.
What I do say to companies is have four main focus areas a year and break them
down into different quarters.”
“Go and do your market research, figure out what
people actually want versus it being in your brain, and being like this is what
I think the solutions are. No, show up in spaces and ask for feedback. Two is
to use AI to optimize those processes.”
For Barlow, running a business isn’t just about
creating solutions, it’s about learning, adapting, and being mindful of the
multiple roles it plays.
This post is originally published on FINANCEMAGNATES.
