“Have Four Focus Areas a Year Divided into Different Quarters”: LMF Network’s Sonia Barlow
“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.
