Attract the Attention of Influential Sponsors. With Jo Miller

Attract the Attention of Influential Sponsors.With Jo Miller

Copyright 2015, Women’s Leadership Coaching, Inc.

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 employee initiatives.

• A leading authority on leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200.


I HAVE SOME UNIQUE

KOALAFICATIONS

Are you the best kept secret in your organization?

“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.

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.


What’s the difference between mentors and a sponsors?

EARLY CAREEREnlist mentors

MID-LEVELDiversify mentors, attract sponsors, cultivate peer advocates

SENIOR-LEVELBe a mentor & sponsorBonus: Build a culture of sponsorship

Making the Most of Mentoring


4 S’s of Mentoring Successes

Stories

SituationsSelf-awareness

Skill-building

“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.


Have you had a sponsor?

How did the sponsorship start?

How did the sponsor help you?

• How did the sponsorship begin?• How did you benefit from being

sponsored?

Ready to lead, climb and thrive? Visit my blog!

Grab a copy of this presentation at BeLeaderly.com/we15

Only _____ % of women and _____ % of

men employed in large

companies have a sponsor.

13

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“The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011.

Women 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.

Ambitious women

underestimate the difference sponsorship can make.

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“The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011.

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.

What a Sponsor Does What a Protégé does

“Mentors Are Good. Sponsors Are Better,” Sylvia Ann Hewlett, New York Times.

“… 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? 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?”

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 leaders.


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.

Attract the Attention of an Influential Sponsor


Create a Culture of Sponsorship

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.

“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 organisation’s best

interests in mind.”

— Melissa J. Anderson, “Building a Culture of Sponsorship.”

Creating a Sponsorship Culture

• Bring sponsorship out from behind closed doors.• Have 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!

• Consider creating a formal sponsorship program for high-potential employees.

• Have conversations about diversity, and train sponsors to be diversity champions.

In This Session

• The difference between mentors & sponsors• Making the most of mentoring• Attracting the attention of influential sponsors• Creating a culture of sponsorship

Ready to lead, climb and thrive? Visit my blog!

Grab a copy of this presentation at BeLeaderly.com/we15

“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.

Documents

Attract the Attention of Influential Sponsors. With Jo Miller