The Double Act Transforming Leadership

Unpacking Leadership and Mentorship 

In the latest episode of Code Bytes, hosted by Orla and Carol, we are treated to a deep and inspiring discussion with leadership experts Lisa Strutt and Sinead Steenson. This engaging episode sheds light on their journey as individuals and collaborators, their transformative approach to leadership coaching, and their shared vision for empowering women in business and sport. Packed with actionable insights and inspiring anecdotes, this conversation is essential listening for professionals navigating leadership and growth, especially in industries like technology and recruitment.

From Competitors to Collaborators

Lisa and Sinead’s story is one of transformation, both personally and professionally. The two first crossed paths through the Lean In Belfast Circle, a local initiative inspired by Sheryl Sandberg’s Lean In movement. Initially, they were cautious of each other, viewing themselves as competitors since both were beginning leadership coaching businesses. However, a suggestion from Nuala Murphy, founder of the Lean In Belfast Circle, encouraged them to collaborate on a leadership programme. What began as tentative teamwork quickly evolved into a dynamic partnership, fuelled by their shared passion for helping women step into leadership roles.

Their first collaborative project—a leadership programme for women—proved to be a resounding success, attracting hundreds of participants. By the end of the first year, they had helped over 800 women through their sessions, culminating in a celebratory event at Belfast City Hall. This milestone cemented their partnership and inspired them to take their work further, blending their unique backgrounds and perspectives to create a new approach to leadership development.

Leadership Through the Lens of Sport

One of the standout themes in this episode is Lisa and Sinead’s innovative use of sports psychology to inform leadership training. Drawing on Sinead’s background in psychology and sports psychology, they have integrated principles from elite sports—resilience, teamwork, and mental toughness—into their programmes. This approach not only resonates with women in sport but also provides valuable lessons for professionals in business and technology.

Their work with the Irish Football Association’s Female Football Leadership Programme illustrates the power of combining sports and leadership. During the COVID-19 pandemic, they transformed the programme from an in-person format to an online one, tripling participation and extending their reach across Northern Ireland. This pivot highlighted the potential of technology to democratise access to leadership development, a lesson equally relevant to the tech recruitment sector.

Impact Players: A Vision for Change

Building on their success, Lisa and Sinead have launched an ambitious new initiative: Impact Players. This upcoming conference, set to take place in May at the ICC Belfast, is designed to inspire women to excel in both business and sport. The event promises an experiential day filled with keynote speakers, lightning talks, and interactive sessions aimed at fostering meaningful connections and driving actionable outcomes.

The speaker line-up for Impact Players is a testament to Lisa and Sinead’s commitment to excellence. Keynote speaker Gabby Logan, a trailblazer in sports broadcasting, will share insights from her career, blending personal resilience with professional achievement. Claire Curran, fresh from her role as head coach for the GB team at the Billie Jean King Cup, will discuss her journey from professional tennis player to leadership roles. The conference also includes Olympians, sports psychologists, and business leaders, creating a unique platform for attendees to learn from the best in both worlds.

Lisa and Sinead’s vision for Impact Players goes beyond a one-off event. They aim to create a movement that not only inspires attendees on the day but also equips them with the tools and strategies to implement lasting change in their careers and communities. This aligns with their overarching mission to increase the representation of women in decision-making roles, a goal that holds particular relevance for industries like technology and recruitment, where diversity and inclusion remain critical challenges.

The Role of Mentorship in Career Transformation

A recurring theme in Lisa and Sinead’s work is the transformative power of mentorship. Both women credit mentors with shaping their careers and emphasise the importance of building meaningful mentoring relationships. In the episode, Sinead shares her practical approach to finding mentors, describing how she reached out to multiple leaders for “coffee dates” to gauge chemistry and compatibility. This approach allowed her to develop a diverse network of mentors who offered different perspectives and expertise.

Lisa, on the other hand, recalls a pivotal moment early in her career when she asked for a mentor instead of a pay rise. This bold move led to a decade-long mentoring relationship that helped her navigate challenges and achieve career milestones. Lisa’s story highlights the importance of knowing what you want from a mentoring relationship and being clear about your goals and expectations.

Their experiences underscore the importance of mentorship in industries like technology recruitment, where rapid change and evolving skill sets require ongoing learning and adaptation. By fostering mentorship, businesses can not only support individual career growth but also address larger issues like skills shortages and talent retention.

Adapting Leadership for the Digital Age

One of the most compelling aspects of Lisa and Sinead’s approach is their adaptability. Whether it’s pivoting a leadership programme online during a pandemic or integrating lessons from sports into business coaching, they demonstrate a willingness to embrace change and think creatively. This adaptability is especially relevant for technology recruitment, where businesses must constantly evolve to stay ahead in a competitive market.

Their work with Impact Players exemplifies this forward-thinking mindset. The conference is designed not just to inspire but to equip attendees with practical tools and strategies. By merging the best practices from sports and business, Lisa and Sinead offer a fresh perspective on leadership development, one that prioritises innovation, collaboration, and resilience.

Relevance for Technology Recruitment Professionals

For professionals in the technology recruitment sector, the insights shared in this episode are particularly valuable. Lisa and Sinead’s emphasis on mentorship, collaboration, and adaptability aligns closely with the challenges faced by recruiters and job seekers in tech. As a recruitment business, Search 5.0 understands the importance of equipping candidates with the skills and mindset needed to thrive in dynamic environments.

The principles discussed in Code Bytes—from building confidence to fostering resilience—can be directly applied to career development in technology. Whether it’s guiding candidates through career transitions or helping businesses identify and nurture talent, the lessons from Lisa and Sinead’s work provide a roadmap for success.

This episode of Code Bytes is more than just a conversation; it’s a masterclass in leadership and growth. Lisa and Sinead’s journey from cautious competitors to collaborative trailblazers offers a powerful example of what’s possible when we embrace connection and innovation. Their work with Impact Players and other initiatives demonstrates the profound impact of thinking big, acting boldly, and staying committed to one’s vision.

For anyone in technology recruitment—or any industry, for that matter—this episode serves as a reminder that leadership is not about following a set path but about creating new opportunities and breaking barriers. Lisa and Sinead’s story is a testament to the power of collaboration, mentorship, and resilience, offering insights that are both inspiring and actionable.

If you’re ready to be inspired and challenged, don’t miss this episode of Code Bytes. Lisa and Sinead’s insights on leadership, mentorship, and the intersection of business and sport provide valuable lessons for anyone looking to elevate their career. Whether you’re a job seeker, a recruiter, or a leader in the tech industry, their story offers practical strategies and a fresh perspective on what it means to lead.

For us at Search 5.0, a technology recruitment business, the lessons shared by Lisa and Sinead hold immense relevance. The technology industry thrives on innovation, adaptability, and strong leadership—all of which are central to their approach. Just as Lisa and Sinead emphasise the importance of mentorship, collaboration, and resilience, these principles are crucial in connecting top talent with the organisations shaping the future of technology. By fostering leadership skills and encouraging individuals to think boldly and act decisively, we can help our candidates achieve career success while enabling businesses to thrive in competitive markets. At Search 5.0, we are committed to building pathways that empower professionals, just as Lisa and Sinead’s work aims to elevate women in business and sport. Their inspiring story resonates with our mission to drive growth, diversity, and excellence in the technology recruitment space.

Elevating DEI with Harrington Starr's Group Talent Equity List and Search 5.0 Initiatives

As Lisa and Sinead advocate for bold, transformative change through collaboration and mentorship, their values align seamlessly with the work undertaken by Harrington Starr's Group Talent Equity List and Search 5.0. Both initiatives share a mission to build inclusive, equitable pathways that elevate talent, particularly underrepresented voices in technology and beyond.

The Talent Equity List by Harrington Star Group represents a pioneering effort to spotlight individuals and organisations driving progress in diversity, equity, and inclusion (DEI). This curated list celebrates leaders who are not only excelling in their fields but also contributing to a more inclusive industry landscape. The emphasis is on identifying champions of talent equity—those whose initiatives create environments where diverse perspectives thrive and innovation flourishes.

Search 5.0, a vital brand within the HS Group, brings this ethos to life in the technology recruitment sector. The team at Search 5.0 understands that DEI is not just a moral imperative but a business necessity in competitive markets. Their recruitment strategies are designed to address systemic inequities, ensuring organisations have access to diverse, skilled candidates who bring fresh perspectives and drive innovation.

Making Diversity a Competitive Advantage

DEI is a core pillar of both the Talent Equity List and Search 5.0’s operations. Recognising the gender disparity in leadership roles across tech and other industries, Harrington Starr actively highlights the critical need for diverse representation at decision-making levels. Meanwhile, Search 5.0 uses data-driven insights and tailored recruitment practices to address these gaps.

For example, Search 5.0’s partnerships with organisations committed to increasing the representation of women in leadership mirror the collaborative leadership models championed by Lisa and Sinead. Just as these two leaders integrate sports psychology into their coaching to instil resilience and adaptability, Search 5.0 embeds DEI principles in their recruitment and talent development strategies. The approach is holistic, considering not just the placement of diverse candidates but also their long-term success and retention within organisations.

Building Pathways for Marginalised Groups

Search 5.0’s recent initiatives have included targeted campaigns aimed at advancing opportunities for underrepresented groups, including Black, LGBTQ+, and neurodiverse talent. These campaigns reflect Harrington Starr’s commitment to fostering equity at every level of the recruitment process, ensuring that organisations can access talent pools that truly reflect the diversity of the communities they serve.

In addition to recruitment, Search 5.0 invests in candidate education and preparation, equipping individuals with the tools they need to excel in competitive job markets. This mirrors Lisa and Sinead’s work in helping women in sports and business gain the confidence and skills necessary to step into leadership roles.

DEI in Action: A Broader Impact

The impact of initiatives like the Talent Equity List and Search 5.0 extends beyond individual careers. By championing DEI, these efforts contribute to systemic change, creating ripple effects across industries. Inclusive recruitment practices lead to more innovative, agile organisations capable of navigating complex challenges. Furthermore, by amplifying the stories of diverse leaders through platforms like the Talent Equity List, Harrington Starr inspires others to prioritise equity within their organisations.

Much like Lisa and Sinead’s upcoming Impact Players conference, these initiatives aim to create a movement—not just a moment. They seek to normalise equity as a standard within technology recruitment and leadership, setting the stage for sustainable progress.

The Road Ahead

The Talent Equity List and Search 5.0’s commitment to DEI reflects the broader values of Harrington Starr. Their work aligns with the powerful lessons from Lisa and Sinead’s journey: that collaboration, mentorship, and resilience are the keys to driving transformative change. Together, these efforts contribute to an industry that celebrates talent in all its forms and ensures that everyone has a seat at the table.