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Insights on the Power of Sponsorship in Career Advancement: Insights from the Lifting as you Lead Masterclass (view source)
Revision as of 18:58, 13 August 2025
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<big>[[Diversity and Inclusion Office|Homepage]] | [[Book Club]] | [[Se sentir vu dans un monde déconnecté : Une conversation avec le Dr. Jody Carrington|FR]]</big>
<big>[[Diversity and Inclusion Office|Homepage]] | [[Lifting as you Lead Mentoring Circles Program 2024|LLMC 2024]] | FR</big>
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== '''<big>Feeling Seen in a Disconnected World: A Conversation with Dr. Jody Carrington</big>''' ==
== '''<big>Insights on the Power of Sponsorship in Career Advancement: Insights from the Lifting as you Lead Masterclass</big>''' ==
<big>On December 5, 2024, the Diversity and Inclusion Office (DIO), Materiel Group, National Defence hosted a conversation with clinical psychologist Dr. Jody Carrington and moderated by Samantha Moonsammy and Sarah Francescutti. In this event, open to all Defence Team and members across the Federal Public Service, participants asked questions to Dr. Jody on a range of topics including inclusion, accessibility, psychological safety, belonging and leadership. The event created a space for attendees to have courageous conversations and share their experiences openly and honestly.</big>
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<big>Sponsorship is a crucial strategy for accelerating career growth and creating opportunities. The first Lifting as you Lead Mentoring Circle (LLMC) Masterclass of 2024, held on September 23, focused on The Power of Sponsorship.</big>
<big>'''Feeling Seen and the Loneliness Epidemic'''</big>
<big>Presented by Gérard Étienne and moderated by Samantha Moonsammy and Suzan Richards, this session illuminated how sponsorship transforms careers, uplifts others, and fosters meaningful change across the public service.</big>
<big>Dr. Jody began the conversation by sharing what it means to “feel seen” in a disconnected world. She explained that “feeling seen” is a connection that goes deeper than simply having a shared like or dislike—it means having a shared understanding of one another’s experience.</big>
<big>Sponsorship goes beyond mentorship by actively advocating for someone's career progression. While mentors provide guidance and share knowledge, sponsors use their influence to promote their protégé’s advancement. Gérard described sponsorship as “a necessary condition to movement within the public service”, yet acknowledged its inconsistent application. Despite diversity and inclusion efforts, he noted, based on his PhD research, subject matter expertise, and first hand experience developing and providing Diversity and Inclusion Inventory Surveys, that public service demographics remain unrepresentative of Canadian diversity, particularly at the Executive level.</big>
<big>It’s also more than interpersonal communication and team building; it’s a neurobiological necessity. Human brains are wired for connection with others, and everybody has the need to feel seen. Without it, people are lonely or unable to regulate themselves emotionally.</big>
<big>Equity-seeking groups and individuals with intersecting marginalized identities face significant barriers. For instance, Gérard highlighted that while women in general have gained representation in government, there are far fewer Black women, and “a Black woman who may have a disability will be a rarity within the federal public service.”</big>
<big>In fact, Dr. Jody argued, the ‘mental health epidemic’ should actually be described as a loneliness epidemic. 62% of people report feeling lonely in their workplaces, which in turn drastically increases turnover rates in that organization. So, making people feel seen in the workplace is more than a kind gesture: it’s a business imperative'''.'''</big>
<big>Sponsorship, Gérard explained, can counteract these gaps by enabling equitable access to career advancement opportunities. He emphasized treating others as they want to be treated, fostering individuality, inclusion, and empowerment—core principles of sponsorship as a form of inclusive leadership.</big>
<big>'''Emotional Regulation and Inclusive Leadership'''</big>
<big>Samantha shared a personal story illustrating sponsorship's impact. Early in her career, a cubicle-mate became her sponsor years later by introducing her to an organization seeking her expertise. That pivotal connection eventually led to the creation of the LLMC program, which connects individuals across all levels of the public service, promoting mentorship and sponsorship.</big>
<big>Emotional regulation is the ability to keep one’s emotions in check in stressful situations or when others are upset or dysregulated. Dr. Jody explained that being able to emotionally regulate is the single greatest predictor of successful, inclusive leadership. That’s because emotionally regulated leaders can keep their cool under pressure, connect with their team, and help others regulate themselves as well. Being emotionally regulated allows us to have access to the best of other people and of ourselves</big>
<big>The program exemplifies sponsorship’s ripple effect: one act of advocacy can catalyze systemic change. Gérard, Samantha, and Suzan emphasized that anyone can be a sponsor, regardless of position. Networking is critical to identifying these opportunities and creating meaningful connections.</big>
<big>That also means that everyone can be an inclusive leader at all levels, because we all set the tone in our workplaces. And often, helping a dysregulated person can be as simple as asking them to tell you more about what’s bothering them or getting them a glass of water.</big>
<big>The LLMC program is a testament to the power of mentorship, sponsorship, and inclusion. By nurturing future leaders who champion diversity and equity, it takes concrete steps toward fostering workplaces that reflect Canada’s rich diversity. Inclusion is not just about words, it’s about actions, and the LLMC program is taking meaningful steps in the right direction.</big>
<big>'''Helping Ourselves First'''</big>
<big>To emphasize its transformative impact, the Diversity and Inclusion Office, Materiel Group, National Defence, hosts the annual Lifting as you Lead Mentoring Circles (LLMC) program—the largest group mentoring initiative supporting Defence Team members and federal public service employees at large.</big>
<big>Unfortunately, most people in the present world are not emotionally regulated, including members in our workplaces. And if we are not okay, how can we do our best work for the Canadian public we’re meant to serve?</big>
<big>The program's fourth cohort, running from September to December 2024, includes over 1,100 participants from 60+ departments. These individuals joined 150+ mentoring circles, attended biweekly Masterclasses, and expanded their networks through robust opportunities.</big>
==<big>'''Recording'''</big>==
==<big>'''Recording'''</big>==
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