As the Drinks Association’s Inclusive Leadership Mentoring Program marks its tenth year, it’s a good opportunity to reflect on the experiences of the participants.
When Neil Anderson joined the program, he was looking for perspective. As IBA Business Manager Queensland at ALM, he was already focused on building a team culture where people felt valued and able to perform at their best. What he wanted was the opportunity to test and expand that thinking with someone outside his immediate environment.
“I wanted to participate in the program because as a leader I focus on trying to create an environment where people feel valued, heard and able to perform at their best,” he says. “The opportunity to learn from so many industry experts who share their leadership perspectives would help broaden my understanding of what inclusive leadership can look like.”
He was paired with Melinda Wienand, Category & RGM Director at Lion, who approached the role with a similar mindset. Having mentored before, she understood that the most effective partnerships are built on mutual learning. “In previous mentoring roles, I’ve consistently felt that I benefited just as much as my mentees,” she says.
At first, Neil expected a fairly structured program – set topics, defined sessions and clear outcomes. Instead, the relationship quickly became more fluid. “My amazing mentor and I covered nearly every subject, not just inclusive leadership, but also professional goals, personal goals, work life balance and just general discussion about an industry we are both very passionate about,” he recalls.
Melinda saw her role as helping Neil stretch his thinking and approach challenges from different angles. Those conversations were grounded in real-world context. Neil shared insights from his role and the independent retail landscape, giving her a deeper understanding of his day-to-day challenges and opportunities. “I practically learned a lot from Neil about IBA and his state. He even took me on store visits which I absolutely loved,” she says.
The exchange went both ways. Through their discussions, Melinda was reminded of the importance of articulating career ambitions clearly and proactively. “He also reminded me how powerful it is to proactively share your narrative and career aspirations with your leaders, ensuring they don’t make assumptions about your goals or your progress,” she says.
For Neil, having access to Melinda’s experience across multiple roles and businesses helped him think more broadly about his own path and leadership style. “Mel’s generosity with her time and sharing her experience across the many roles and different businesses she has worked in helped shape and guide my thought process around the many areas we covered,” he says.
One of the most significant outcomes for Neil has been a shift in how he leads day to day. “Inclusive leadership is a continuous journey,” he says. “When working with your team, don’t rush, listen intently and ask more questions versus trying to provide everyone with solutions. This will lead to far greater outcomes due to the diversity of thought that our teams can generate.”
For Melinda, the partnership sharpened her own leadership practice in quieter but meaningful ways. “It’s helped me to hone my listening skills, kept me curious and broadened my industry knowledge and networks,” she says.
The formal mentoring period may have had a defined timeframe, but the connection has continued beyond it. Like many participants in the program, both have remained part of a broader network of leaders who stay in touch and reconnect across the industry. “The program is fantastic for creating many meaningful connections,” Neil says. “Liquor is such a small industry and it is so great to attend industry events and reconnect with my mentee cohort and mentors from the program on a regular basis.”