In 2021, Warwick launched a unique programme, INspire, designed to support leaders who face well documented barriers getting into top leadership positions. Through sessions led by Dr Rob Worrall, peer mentoring, coaching, sponsorship by University Executive Board members, and opportunities to converse with leaders from a wide range of sectors, our INspire participants have had the opportunity to explore their unique identity as a leader and plan career paths.
Participants have explored a number of issues which include understanding the impact and challenges of being a leader who brings difference to the traditional leadership and developing strategies for success.
INspire is a programme for disabled, women, LGBTQUIA+, and ethnic minority staff at grade 9, both in Academic and Professional Services, who have an ambition to be a top/executive senior leader.
"I am excited to continue the journey at Warwick to support a new kind of leader. Leaders who are inclusive, reflect the diversity of our communities, challenge traditional practices and inspire others to help us achieve our 2030 strategic objectives."
Stuart Croft, Vice-Chancellor
We are not currently taking applications for INspire.
The programme explores:
Strategies to manage careers and prepare effectively for promotion opportunities.
Leadership in the context of the future world of work.
Managing organisational politics to build professional relationships and professional goals.
Understanding the impact and challenges of being a leader who brings difference to the traditional leadership space and developing strategies for success (servant and transformational leadership).
Being a role model for other minorities and building coalitions between different minority groups without being labelled 'the diversity champion'.
Managing the challenges for constant scrutiny and expectations around performance, style, micro-aggressions, and stereotyping.
Understanding the challenges of working in a majority cultural and retaining authenticity. Developing strategies to deal with others' expectations of 'leader' behaviours and styles.
Developing a sense of leadership purpose that aligns with one's values and responsibilities while helping to develop authenticity and trustworthiness.
Understanding how to create space for learning, experimentation, and community (networks). Based on thinking that in general people are less likely to try out unfamiliar behaviours if they feel threatened, but this may be necessary for 'minority leaders' to help find and evolve their style.
A peer group coaching relationship.
The programme's learning outcomes are:
Improve your understanding of the strategic context, and higher education’s evolving role.
Develop an informed awareness of the leadership challenges of the future world of work.
Assess your strengths and actively seek opportunities to build on your areas for development.
Develop a deeper sense of self, personal and professional awareness and identity through transformative learning and reflective practice.
Draw on the principles of values-based leadership to ensure strong leader presence and purpose.
Increase your leadership effectiveness by developing your emotional intelligence so that you can apply different leadership styles to different contexts.
Build influence (as a positive role model) through reciprocity (congruency and commitment).
Confidently challenge norms, values and support the development of acceptable behaviours which support and promote a culture of inclusivity and tolerance.
Demonstrate a developmental mindset open to working with discomfort, transition, and change.
Engage consistently in reflective practice to enhance your experiential leadership learning as part of preparation for more senior roles.
The INspire programme aims to address documented challenges faced by leaders who are in the minority and who are different to the 'traditional' concept of a leader.
Through the programme, we are supporting new kinds of leaders: leaders who are inclusive, reflect the diversity of our communities, challenge traditional practice, and inspire others to help us achieve our 2030 strategic objectives.
Our delivery partner - Dr Rob Worrell
The INspire programme is provided by the Social Inclusion team and delivered by Dr Rob Worrell.
An award winning and highly experienced academic, researcher, and consultant in leadership, collaboration, and innovation, working at levels from emerging leaders to Board level.
Since 2008, using his unique philosophy and design approach, Rob has created and delivered leadership development and collaboration initiatives across a wide range of sectors including public services, higher education, health, finance and manufacturing as well as inter agency collaboration on wicked issues such as urban violence prevention.
Currently working in Kenya, Uganda, Ireland, UK, and the Middle East.
Current roles include: Senior Associate at Roffey Park
Adjunct at the Graduate School of Healthcare Management, RCSI (formerly Institute of Leadership),
Previous roles include Leadership and Management Specialist at the IPA, Dublin; Principal Lecturer – External Engagement, University of Sunderland. Programme Director for Leaders UK, Strategic Relationship Manager at the National School of Government.
Rob also had 15 years’ experience in regional, national and international public sector senior level roles including Assistant Chief Executive of a Regional Assembly and Strategic Policy Adviser to the Office of the Deputy Prime Minister, UK.
Commitments
Our commitment- We will make sure that:
You receive written joining instructions setting out preparatory activities that have to be completed before the live workshops, the themes covered in the workshops, and the post workshop activities.
The preparatory and post workshop activities provide clear and structured guidance in how to approach them.
We will listen to your feedback (particularly the responses collected as part of the questionnaires we will ask you to complete), which can help improve design and delivery of the programme on an ongoing basis.
There is a safe and confidential safe space for you to share your experiences and have open and honest discussions about the challenges that you face as a leader.
There are a range of learning, growth and development opportunities provided for both individual and collective learning, development, growth and reflection.
There is a central portal (MyWBS) where you access all programme content (with the exception of the Reflective Journal).
We respond to your queries, questions, and suggestions in a timely manner.
You are exposed to a diverse range of experienced leaders who will share their practice and lived experiences of tackling challenging issues whilst remaining aligned to their values and core beliefs.
There is a central coordination contact where you can report back on any technical issues.
Your commitment- To make this programme work for everyone we ask you to commit to:
Familiarise yourself with the design and structure of the programme.
Understand when each module begins and prioritise your time.
Fully engaging and committing to activities in live workshops.
Building on your learning from pre-workshop and live workshop activities.
Fully committing to engaging with and learning from your LEA 360.
Preparing for and fully engaging in and setting up regular face-to-face meetings with your sponsors.
Fully engaging in the peer-to-peer coaching sessions.
Developing your skills as a reflective practitioner.
Activities and Dates
The image below provides an overview of the programme structure:
Each module will cover a core theme and will consist of:
Pre-workshop activities, including guided learning and reflection.
Live facilitated interactive learning workshops - the content of which is detailed below.
Post-workshop activities, including, video podcasts from leaders who have overcome organisational and personal leadership challenges, reflective practice (themed reading and writing activities), and interactive discussion forum to enable participants to learn with and from each other on achievements and challenges that emerge across the programme.
11 September 2024, 10am-4pm.
Welcome by VC, opened by Senior Leader of Warwick University. Introduction to programme – philosophy, purpose, structure, learning and study cycle, reflective practice, and Q&A.
9 October 2024, 10am-4pm.
Workshop 1:
Reflective practice and transformative learning: Introduction to reflective practice, models of reflection, gaining a deep understand of self.
Building resilience.
Reflective conversations practice.
Workshop 2:
Introduction to peer coaching: Theory, practice, models, and rules of engagement (ABC of presence).
Coaching practice session.
27 November 2024, 10am-4pm.
Workshop 1:
Building self-awareness and understanding through story telling.
Using transformative learning and reflective practice.
Workshop 2:
Becoming your best self: Developing presence and purpose by connecting with your values, motives, and aligning behaviours (authenticity).
Participants meet with Vice Chancellor and Senior Team to deliver proposal/recommendation.
Participants meet in pairs for inter-module peer to peer coaching sessions.
8 January 2025, 10am-4pm.
Workshop 1:
Embracing constructive conflict.
Using different conflict modes to manage difference and diversity.
Workshop 2:
Finding voice: Becoming comfortable with the uncomfortable (adaptive learning) – in dialogue (raising difficult issues) and in new practices (shifting your mindset).
12 February 2025, 10am-4pm.
Workshop 1:
Higher Education as a catalyst for personal and social transformation.
Working at the vocational, technological, and academic interface.
Workshop 2:
Evolving Future of work: Digital competencies and human soft skills - the T-shaped professionals - specialization and cross cutting knowledge.
Developmental Mindset.
Participants meet with Vice Chancellor and Senior Team.
Participants meet in pairs for inter-module peer to peer coaching sessions.
11 March 2025, 10am-4pm.
Workshop 1: Harnessing emotional intelligence to adapt your leadership style to context.
Workshop 2: Building trust and influence for effective collaboration.
14 May 2025, 10am-4pm.
Three peer pairs deliver presentations to sponsors/SLT on their experiences of the programme, learning and insights, actions for further development, and additional supports that would help for the programme.
Participants meet with Vice Chancellor and Senior Team.
Participants meet in pairs for inter-module peer to peer coaching sessions.
The programme also has additional activities, including:
Peer to peer coaching - Participants will arrange to meet in pairs for peer-to-peer coaching at three times during the programme to support each other through specific challenges.
Sponsorship from a member of UEB - Sponsorship is a leadership development mechanism designed to offer a sponsoree many career benefits, including the backing of a senior leader for an elevated and critically important role in the organisation.
360 degree assessment.
Sessions on Personal Impact, Presence, and Different Forms of Power with with Piers Ibbotson (19 February 2025, 9.30am-1pm, and, 4 December 2024, 9.30am-1pm).
Guest speakers.
Executive dinner sessions (7 October 2024, 6-10pm and 28 January 2025, 6-10pm) and Challenge and Dinner (22 May 2025, 6-10pm).
Celebratory event (5 June 2025, 5-6.30pm).
Sponsorship
Research has shown that the impact of sponsorship is important for supporting diversity and inclusion efforts within an organisation (Catalyst and Audrey Murrell, University of Pittsburgh). And, according to a recent Deloitte report, individuals who have the active support of sponsors within their organisation are more likely to advance their careers - sponsorship can improve the chances of stretch assignments, more promotions and pay raises by up to 30 per cent.
Sponsorship is a leadership development mechanism. It's a spectrum of different kinds and degrees of support - a sponsor will act as a mentor providing advice, support, or coaching, a stratigiser sharing 'insider information' about advancing, helping strategise getting ahead, a connector making introductions to influential people and talking their sponsoree up with peers, an opportunity giver providing high-visibility opportunities, and an advocate publicly advocating a promotion for their sponsoree and fighting for them in settings where they can't fight for themselves.
The difference between a sponsor and a mentor is that while a mentor might have regular catch ups, a sponsor will take charge of the professional experiences of the talent they sponsor and advocate for any and all opportunities.
It is the role of the sponsor to:
Believe in and go out on a limb for their sponsoree.
Use their organisational capital, both publicly and behind closed doors to support their sponsoree's promotion.
Support their sponsoree with out of the box/risk taking ideas.
Provide feedback and advice.
Introduce their sponsoree to their networks.
Seek to understand the diversity of their sponsoree and not seek to create a ‘mini-me’. You can still be a great sponsor even if your sponsoree's style of leadership is different to yours
Sponsors can talk to their sponsoree about:
What is the sponsoree looking for – more challenging tasks? More visibility? More connections?
What is their experience and background?
What benefits could they bring if they have bigger role?
What are their career interests and long-term aspirations?
The experiences the sponsoree will need to be a credible candidate for a more senior position.
What sideways moves might help achieve long term goals.
Their experience of the organisation – you will gain a different insight!
Opportunities sponsors can provide for their sponsoree:
Let them shadow you.
Give them opportunities on your team.
Recommend them to others for a taskforce, committee, event, interim position, project team, or job opening.
Invite them to events/meetings to extend their network.
Introduce them in a way that supports their brand.
Mention a key skill or recent success.
Provide them with exposure to the senior leadership team (presenting or involvement in a high priority project).
Expand their networks beyond their department.
Help them to learn about who they should get to know or how their work overlaps or connects with others.
Be challenging but don’t make them prove over and over that they have the skills before putting them in a new role.
Trust them to own complex projects and roles.
Don’t be over-protective or swoop in and pull rank at the last minute.
Help them identify and strengthen the skills needed for promotion readiness.
Give clear feedback about they need to improve or experience.
Fill them in on opportunities across the organisation that they wouldn’t know about.
Help them to see a clear career path to take on bigger roles.
Recommend them for training or development opportunities that are available for high-potential leaders.
Make them aware of priorities, challenges, and processes in other areas and different functions to get a better understanding of how different parts of the university operate.
Be direct in supporting them in talent reviews, succession planning, and other performance processes.
Encourage others to see their potential and take the risk of putting them in roles, even if they do not fit the traditional image of a leader or is not viewed as ‘ready now’.
It is the role of the sponsoree to:
Share with your sponsors your achievements and ambitions.
Make sure they understand your skill set and experience.
Deliver what you promise.
Take responsibility for managing the relationship.
Sponsorees might want to ask their sponsor:
Do you think I’m ready for more responsibility?
Would you recommend me for this role that has opened up?
Is there an assignment you can give me that is a step toward my goal?
If you hear of an opportunity for me to do X, will you put my name forward?
Could you please mention my name to X?
When you meet with X, would you let them know that I was responsible for Y?
Sponsorship is designed to offer a sponsoree many career benefits, including:
Opportunities to expand their network.
Exposure to senior executives.
Insight into the organisations culture.
A clear understanding of the expectations associated with the pathway to leadership.
The backing of a senior leader or key influencer for an elevated and critically important role in the organisation.
"I have really enjoyed my time as a sponsor on the INspire programme. I hope I have helped share some knowledge and expertise on leadership in the University with the colleagues that I have worked with. Likewise, I have learned a great deal from those colleagues on how we need to keep improving as an organisation to be as inclusive, and thus as successful, as possible. I would encourage all colleagues to try the programme as being of tremendous benefit." Chris Hughes, former Pro-Vice Chancellor (Education) and INspire Executive Sponsor.
The INspire programme is for disabled, women, LGBTQUIA+, and ethnic minority staff who are currently at grade 9, both in Academic and Professional Services roles.
To apply, please contact to submit a CV (maximum 2 pages) and covering statement including:
A summary of your current role.
Leadership issues and challenges for you, your department, or subject area.
Why you want to participate on this particular programme.
Your medium and long term leadership aspirations.
This information you provide will be used in the application and selection process.
Please seek the support of your Head of Department before applying.
Applications are now closed for 2024/25.
The programme is limited to 12 participants.
If you have any questions about the programme, please get in touch at .
What previous participants say:
"The INspire programme provides the breathing space and structure to explore your personal leadership journey and future ambitions. It brings together a deep connection with your peers within the cohort, inspirational speakers from within and outside the University, and provides a unique opportunity to have a year of senior leadership sponsorship. If you are considering the programme, don’t hesitate, it will be one of the best investments of time you will make, with a lifelong benefit."
Anna O'Neill, Librarian
"I have benefited enormously from the INspire programme. The modules are well-constructed, thought-provoking, and brilliantly facilitated by Rob. I have learnt so much from my fellow participants, and we have bonded over shared challenges despite coming from different departments and professional service teams. It has been so useful to have this space to step back from day-to-day pressures and reflect on where I am in my career and where I want to be."
Professor Jason Madan, WMS.
"Inspire is definitely a programme to benefit from in many ways, not least from hearing from fellow colleagues from a similar minority group and being able to have constructive discussion with them. It has helped me develop better in how I perform my role at the University and it has benefitted me in being able to change my role and take on additional responsibilities as a result."
"I have really enjoyed my time as a sponsor on the INspire programme. I hope I have helped share some knowledge and expertise on leadership in the University with the colleagues that I have worked with. Likewise, I have learned a great deal from those colleagues on how we need to keep improving as an organisation to be as inclusive, and thus as successful, as possible. I would encourage all colleagues to try the programme as being of tremendous benefit."
Chris Hughes, Pro Vice Chancellor (Education)
"My sense of what a leader is, and how I can be a better one, has been transformed. Having a supportive sponsor who is a senior leader at Warwick has been a privilege too. If you are at all intrigued by the programme, I would go for it – I am really glad I did."
Professor Jason Madan, WMS.
"The most significant impact of the programme is the network that I built with people among the current senior management through various events and sponsorship programme, and also with other participants in the programme. This enhanced my understanding of how the university works and gained deeper insights into different parts of the University."
"The course content was well thought out and relevant. The guest speakers that came, including the internal speakers, supported the course content. Their experiences corresponded with some of my own experiences as an Associate Dean or Head of Department. The programme was very comprehensive and well structured."
"INspire provided the space and support to explore and interrogate my leadership values, approaches and choices with a fantastic group of colleagues. The combination of engagingly designed modules, with candid internal and external speakers, coaching and sponsorship has enabled me to consider what leadership means in my context. I would encourage any colleague, academic or professional services, who is looking to explore purposeful, values-driven leadership to consider the programme."
Professor Rebecca Freeman, School of Life Sciences / Dean of Students.
"The INspire Programme is a fantastic opportunity for professional networking across the university and thinking through collaborative approaches to inclusive leadership."
