1. I Don’t Have a Sponsor Yet. What Do I Do?
Corporate Counsel Women of Color Conference
Wednesday September 25, 2019

2. ROADMAP FOR DISCUSSION
Introduction
Mentorship v. Sponsorship
Why It Matters
5 Key Strategies for Securing Sponsors
Open Discussion and Questions
Conclusion & Thank You

3. INTRODUCTIONS
Who is in the room?

4. SPEAKERS Sana Hakim Partner
Trademark, Copyright, Licensing, & Transactional Intellectual Property
K&L Gates LLP
Chicago, Illinois
Anitra F. Raiford
Senior Associate
General Commercial, Product, & Mass Tort Litigation
Shook, Hardy & Bacon LLP
Tampa, Florida 3

5. MENTORSHIP V. SPONSORSHIP

6. MENTORS
In the legal field, mentors are attorneys and business executives who help others in their careers. They listen, give advice, and focus on career development for others. In general, mentees know who their mentors are because the mentor-mentee relationship is proven by direct communication. A mentor does not need to be at the same organization and a mentor does not need to be in a senior position to a mentee.
Sana

7. MENTORS (continued) When you are mentored, you are a mentee.
Mentors provide support through informal or formal discussions.
Mentors provide tailored advice (good, bad, and ugly).
Mentors provide suggestions on how to network and build skills.
Sana

8. SPONSORS There are three parts to being a sponsor. A sponsor:
Is an individual in a higher ranked position at the same organization as their protégé;
Uses their capital and power to pull their protégé up in the organization; and
Actively advocates for their protégé and provides guidance to help their protégé obtain promotions and achieve overall success.
Anitra

9. SPONSORS (continued)
When you are sponsored, you are the sponsor’s protégé.
Sponsors help tell their protégé’s story to others.
Sponsors help make connections inside and outside of the organization.
Sponsors give honest and regular advice.
Sponsors help widen their protégé’s career scope by alerting their protégé to opportunities.

10. SIMILARITIES AND DIFFERENCES
Similarities: Both kinds of relationships require a two-way street.  Both relationships have the same end purpose: to support you in achieving your goals.
Differences: Mentorships tend to be more ideological and educational, whereas sponsorships involve concrete actions by both the sponsor and the protégé.  Mentors can be almost anyone, whereas sponsors are senior to you within your organization. Importantly, mentors advise, whereas sponsors advocate.  You always know who your mentors are (because they give you advice face-to-face), but you do not always know who your sponsors are (because they advocate for you behind closed doors).  
Sana - Similarities & Anitra - Differences 9

11. WHY IT MATTERS

12. WHY DOES HAVING A SPONSOR MATTER?
Sponsors are important because sponsors:
Put their reputation on the line for you;
Push their protégés; and
Intercede on their protégés behalf when needed.
Sponsorship is a key leadership strategy for success for everyone (no matter the background). There is no going it alone, because it takes a village to reach higher career goals.
Anitra 11

13. WHY DOES HAVING A SPONSOR MATTER? (continued)
Individuals with sponsors are able to reach their career goals with greater ease because they have access to resources. For example, protégés receive better:
Access to stretch assignments;
Visibility among key leaders;
Leadership opportunities;
“Backroom” access; and
Compensation and awards.
Anitra 12

14. 5 KEY STRATEGIES FOR SECURING SPONSORS

15. 1: Be a Good Corporate/Firm Citizen
Participate in sponsorship programs (or approach HR to start one).
Cultivate your own sponsor.
Be strategic and consider your goals.
Find out which senior people have sponsored others, including women; note that many sponsors will likely be men.
Attend corporate/firm events (citizenship).
Let people get to know your professional self.
Sana 14

16. 2: Do Good Work to Distinguish Yourself
“Leaders will give their time to people that perform exceptionally well.  They also tend to support people with similar mindsets, values, or backgrounds.” (indirect Harvard Business Review quote)
The sponsorship relationship is mutually beneficial because “Sponsors open doors and provide access, while protégés support and drive a sponsor’s vision.” (Holly Brittingham, SVP of Global Talent and Organizational Development, Foote, Coone & Belding).
Performance currency will get you noticed, paid, and promoted. (Carla Harris, Vice Chair Managing Director and Senior Client Advisor at Morgan Stanley).
Make your talents visible. Communicate what you have done well.
Anitra 15

17. 3. Earn and Demonstrate Trust and Loyalty
Spend time in the relationship asking for nothing (selflessness).
Exceed their expectations with assignments.
Help your sponsor with their branding; help share positive experiences about them to others.
Volunteer, or better yet collaborate, to help them look good (e.g., help give a speech).
Offer your assistance to help with a business challenge or a project in a specific way.
Keep the relationship professional.
Make sponsors feel like their investment is earning value.
Say thank you.
Sana 16

18. 4. Bring Something Unique to the Table
Be your authentic and professional self.
Demonstrate strong leadership within or outside organization.
Demonstrate emotional intelligence.
Build robust networks.
Your network should be interactive.
Connect people to each other as resources.
Include individuals with influence and intentional visibility.
Have a strong professional brand inside and outside the organization.
Sana 17

19. 5. Follow the 2+1 Rule
Overtime, you will need new sponsors (e.g., as people retire, change jobs, and/or as you are elevated). To address this issue, seek and maintain three sponsors at a time:
A sponsor within your organization and your division;
A sponsor within your organization but outside your division; and
A sponsor outside your organization.
This is akin to building your own personal board of directors. Choose people you like and who have power (not just people you like and feel safe with). Along with power, a sponsor needs to have a seat at the table and exposure to your work to have credibility behind closed doors.
Anitra 18

20. DISCUSSION QUESTIONS

21. DISCUSSION
What has and has not worked for you as it relates to finding a sponsor?
What role does executive presence play in the equation?
What should one's goals be in the sponsorship relationship?
In environments where there is a lack of diversity, how should women of color chart their course to identify and find a sponsor or be found by a sponsor?
How do you know if you have enough clout to be a sponsor?
How has being a sponsor to someone else helped your career?
The way to grow your power is to give it away. If you have a seat at the table, then you are sponsorship worthy. Your voice is at the heart of your power. If you meet someone who deserves your currency, spend it. 20

22. CONCLUSION & THANK YOU Sana Hakim Partner
Trademark, Copyright, Licensing, & Transactional Intellectual Property
K&L Gates LLP
Chicago, Illinois
Anitra F. Raiford
Senior Associate
General Commercial, Product, & Mass Tort Litigation
Shook, Hardy & Bacon LLP
Tampa, Florida 21