Sponsors: Your Advocates for Advancement Jo Miller, CEO, Women’s Leadership Coaching, Inc.

Jo Miller Founding Editor of BeLeaderly.com and CEO of Women’s Leadership Coaching, Inc. Helps emerging leaders create a roadmap to advance into management and leadership roles. A leading authority on leadership who delivers more than 60 speaking presentations annually to audiences of up to 1,200 for conferences, professional associations and corporate employee initiatives.

Don’t be the best kept secret in the organization!

You Can’t Afford to Wait Don’t wait for permission or an invitation to be a leader. Don’t wait for someone to promote you. Take charge of your career trajectory.

Herminia Ibarra, Nancy M. Carter and Christine Silva. “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.” Herminia Ibarra, Nancy M. Carter and Christine Silva.

“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.

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,” Business Insider.

Have you had a sponsor? How did the sponsorship start? How did the sponsor help you?

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

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

What a sponsor does What a protégé does 1. Believes in you, understands and values that you can be a leader, and is willing to take a bet on you. 2. Is prepared to go out on a limb for you and publicly support you. 3. Is in your corner and gives you “air cover”. 1. Exceeds expectations, and make their performance known. 2. Demonstrates that they are trustworthy and loyal. 3. Brings something special and unique to the table. —Sylvia Ann Hewlett.

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

Qualities of a Good Sponsor Influential Respected Has a track record of: Developing talent Providing exposure opportunities to protégés Providing ‘air cover’ from negative or damaging publicity Providing a ‘safety net’ during downsizing, reorgs and leadership changes

“A sponsor does not have to be an executive, but they do need to have influence.” —Millette Granville, Director, Diversity and Inclusion, Delhaize Group.

“Are all your advocates in the management chain directly above you “Are all your advocates in the management chain directly above you? I recommend that everyone have three to four advocates outside of their direct management chain.” —Michelle Johnston Holthaus, GM, Channel Platforms and Strategy Division, Intel.

“So, 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.

Securing Sponsorship

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. 5. Look for exposure opportunities working with or for potential sponsors. 6. Make your value visible 3. Make your value visible.

2. Have clear career goals.

1. Share your goals with your leaders.

Securing Sponsorship 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.

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“Sponsorship can come to you in different ways “Sponsorship can come to you in different ways. You never know who is watching you, so be “sponsor-ready” at all times. —Millette Granville, Director, Diversity and Inclusion, Delhaize Group.