Sponsorship: Executive Session With Jo Miller

Jo Miller Founding Editor of BeLeaderly.com and CEO of Women’s Leadership Coaching, Inc. Helps emerging women leaders create a roadmap for their career advancement. Has traveled widely in Europe, Asia Pacific, and the Middle East to deliver keynotes and teach workshops for conferences, professional associations, and corporate women’s initiatives. A leading authority on women’s leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200.

I have some unique koalafications

“Why men still get more promotions than women,” by “There is a special kind of relationship — called sponsorship — in which the mentor goes beyond giving feedback and advice and uses his or her influence with senior executives to advocate for the mentee. Our interviews and surveys alike suggest that high-potential women are overmentored and undersponsored relative to their male peers—and that they are not advancing in their organizations.” “Why men still get more promotions than women,” by Herminia Ibarra, Nancy M. Carter and Christine Silva, Harvard Business Review.

“A sponsor is someone who will use their internal political and social capital to move your career forward within an organization. Behind closed doors, they will argue your case.” — Cindy Kent, GM, 3M.

“A sponsor is a person with a seat at the decision-making table who will throw your name out for coveted assignments and promotion opportunities.” — Amanda Martinez, Vice President, Supply Chain Purchasing and Vendor Management, Safeway.

Four U.S.-based and global studies clearly show that sponsorship — not mentorship — is how power is transferred in the workplace. “Why You Need A Sponsor — Not A Mentor — To Fast-Track Your Career,” by Jenna Goudreau, Business Insider.

What’s the difference between mentors and sponsors?

Cate Huston, Director of Mobile Engineering, Ride

Heather Foust-Cummings, Vice President & Center Leader, Catalyst Research Center for Equity in Business Leadership

Have you had a sponsor? How did the sponsorship begin? How did your sponsor help you?

“The Sponsor Effect,” Hewlett, Peraino, Sherbin, Sumberg, 2011. Only _____ % of women and _____ % of men employed in large companies have a sponsor. 13 19 “The Sponsor Effect,” Hewlett, Peraino, Sherbin, Sumberg, 2011. “The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011.

Ambitious women underestimate the difference sponsorship can make. People who have sponsors are at least 22% more likely to ask for stretch assignments and raises. Men and women feel more satisfied with their career advancement when they have sponsors. Ambitious women underestimate the difference sponsorship can make. “The Sponsor Effect,” Hewlett, Peraino, Sherbin, Sumberg, 2011.

“… having an active advocate completely changes your career.” — Kerrie Peraino, Vice President for Human Resources and Chief Diversity Officer, American Express.

“How do I get a sponsor?”

“Sponsoring Women to Success,” Catalyst, 2011. “There is no ‘silver bullet’ for attracting the attention of a high-level sponsor.” “Sponsoring Women to Success,” Catalyst, 2011.

Attracting the attention of influential sponsors

8. Perform!

7. Know who the good sponsors are. 6. Observe the protocols: How does sponsorship work in your organization’s culture?

5. Network beyond your direct management chain.

4. Raise your hand for exposure opportunities to work with or for potential sponsors.

3. Make your value visible.

2. Have clear career goals.

1. Share your goals with your leaders.

Attract the Attention of an Influential Sponsor 8. Perform! 7. Know who the good sponsors are. 6. Observe the protocols: How does sponsorship work in your organization’s culture? 5. Network beyond your direct management chain. 4. Raise your hand for exposure opportunities to work with or for potential sponsors. 3. Make your value visible. 2. Have clear career goals. 1. Share your career goals with your leaders.

Have you sponsored someone? Why did you choose to sponsor them? How did you help them?

Create a Sponsorship Culture

Be a good sponsor It’s NOT about favoritism! Recognize your own biases. Be equitable and diverse in who you choose to sponsor. Get involved in your company’s “high potential” program, diversity initiatives, & talent initiatives. Be open about what it takes for you to sponsor someone. Talk with other leaders: “Who are our high potentials?” Give your protégés opportunities to prove their talent to you and other leaders. Example: panel of senior executives Example: “heat map”

Creating a sponsorship culture Bring sponsorship out from behind closed doors. Encourage open, transparent conversations about what sponsorship is, how it works, and what’s expected of sponsors and protégés. People who have benefitted from sponsorship are more likely to sponsor others! Have conversations about diversity, and train sponsors to be diversity champions. Create a formal sponsorship program for high-potential employees.

In this session The difference between mentors and sponsors Attracting the attention of influential sponsors How to be a good sponsor Creating a sponsorship culture

“Building a Culture of Sponsorship,” Melissa J. Anderson. “There’s such great evidence that creating a culture of sponsorship can help high potentials advance their own careers and pay it forward. They position themselves as leaders who have the organization’s best interests in mind.” “Building a Culture of Sponsorship,” Melissa J. Anderson.