SlideShare a Scribd company logo
1 of 40
Download to read offline
Sponsors:
Advocates for Your Advancement
In This Session
• The difference between mentors and sponsors
• Making the most of mentoring
• Attracting the attention of influential sponsors
• Creating a culture of sponsorship
“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
organisations.”
“Why Men Still Get More Promotions Than Women,” by Herminia
Ibarra, Nancy M. Carter and Christine Silva.
EARLY
CAREER
Enlist mentors
MID-LEVEL
Diversify
mentors, attract
sponsors,
cultivate peer
advocates
SENIOR-LEVEL
Be a mentor &
sponsor
Bonus: Build a
culture of
sponsorship
Making the Most of Mentoring
4 S’s of Mentoring Successes
Stories
Situations
Self-
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.
“A sponsor is someone who
will use their internal political
and social capital to move
your career forward within
an organisation. 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.
Only _____ % of
women
employed in
large companies
have a sponsor.
13
“The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011.
Have you had a sponsor?
Women who have
sponsors are at
least 22% more
likely to ask for
stretch
assignments and
raises.
Men and womenMen 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 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.
“Sponsors advocate on their protégés’
behalf, connecting them to important
players and assignments. In doing so,
they make themselves look good. And
precisely because sponsors go out on a
limb, they expect stellar performance
and loyalty.”
- Sylvia Ann Hewlett, “Mentors are Good. Sponsors
are Better,” 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:
a) Developing talent
b) Providing exposure opportunities to
protégés
c) Providing ‘air cover’ from negative or
damaging publicity
d) Providing a ‘safety net’ during layoffs,
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 sponsors in the
management chain directly above you?
I recommend that everyone have three
to four sponsors 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 an
influential sponsor
8. Perform!
7. Know who the good
sponsors are.
6. Observe the protocols: How
does sponsorship work in your
organisation’s culture?
5. Network beyond your direct
management chain.
4. Volunteer 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.
8. Perform!
7. Know who the good sponsors are.
6. Observe the protocols: How does sponsorship
work in your organisation’s culture?
5. Network beyond your direct management
chain.
4. Volunteer 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.
Securing Sponsorship
“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.
Create a Culture of Sponsorship
Be a Good Sponsor
• It’s NOT about favoritism!
• Recognise 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 and sponsors
• Making the most of mentoring
• Attracting the attention of influential sponsors
• Creating a culture of sponsorship
Download This Presentation
www.beleaderly.com/we

More Related Content

What's hot

TPP Recruitment - The Journey of a Fundraiser
TPP Recruitment - The Journey of a FundraiserTPP Recruitment - The Journey of a Fundraiser
TPP Recruitment - The Journey of a FundraiserTPP Recruitment
 
Final 140109 volunteer management c380 - duckworth
Final   140109 volunteer management c380 - duckworthFinal   140109 volunteer management c380 - duckworth
Final 140109 volunteer management c380 - duckworthHolly Duckworth
 
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer StressRecruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stressmlperry
 
ODTUG Leadership Talk- WIT and Sponsorship
ODTUG Leadership Talk-  WIT and SponsorshipODTUG Leadership Talk-  WIT and Sponsorship
ODTUG Leadership Talk- WIT and SponsorshipKellyn Pot'Vin-Gorman
 
Speak Up and Lead | February 2018
Speak Up and Lead | February 2018Speak Up and Lead | February 2018
Speak Up and Lead | February 2018BeLeaderly.com
 
B Shared Hr Functions
B Shared Hr FunctionsB Shared Hr Functions
B Shared Hr FunctionsCaster Center
 
8 Ways to Transform from a Manager into a Leader | April 2018
8 Ways to Transform from a Manager into a Leader | April 20188 Ways to Transform from a Manager into a Leader | April 2018
8 Ways to Transform from a Manager into a Leader | April 2018BeLeaderly.com
 
You know the moves, but can you swim?
You know the moves, but can you swim?You know the moves, but can you swim?
You know the moves, but can you swim?Khalid Raza
 
Motivate Europe Live: Unleashing the global pwer of appreciation
Motivate Europe Live: Unleashing the global pwer of appreciationMotivate Europe Live: Unleashing the global pwer of appreciation
Motivate Europe Live: Unleashing the global pwer of appreciationMotivate Europe Live
 
Ministry Startup Strategies (City Vision College)
Ministry Startup Strategies (City Vision College)Ministry Startup Strategies (City Vision College)
Ministry Startup Strategies (City Vision College)City Vision University
 
Strategic Mentoring for Career, Business and Leadership Growth
Strategic Mentoring for Career, Business and Leadership GrowthStrategic Mentoring for Career, Business and Leadership Growth
Strategic Mentoring for Career, Business and Leadership GrowthNGNAOUSSI ELONGUE Cedric Christian
 
Earning Best Places to Work With Your Company Culture
Earning Best Places to Work With Your Company Culture  Earning Best Places to Work With Your Company Culture
Earning Best Places to Work With Your Company Culture jdjarrell
 
Cynthia Curie: All for One and One for All!
Cynthia Curie: All for One and One for All!Cynthia Curie: All for One and One for All!
Cynthia Curie: All for One and One for All!Jack Molisani
 
Fundraising and Board Engagement: Mission, Donors, Then the World!
Fundraising and Board Engagement: Mission, Donors, Then the World!Fundraising and Board Engagement: Mission, Donors, Then the World!
Fundraising and Board Engagement: Mission, Donors, Then the World!Greenlights
 
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...Deanna Kosaraju
 

What's hot (20)

TPP Recruitment - The Journey of a Fundraiser
TPP Recruitment - The Journey of a FundraiserTPP Recruitment - The Journey of a Fundraiser
TPP Recruitment - The Journey of a Fundraiser
 
Friendraising
FriendraisingFriendraising
Friendraising
 
Becomingtheboss 1
Becomingtheboss 1Becomingtheboss 1
Becomingtheboss 1
 
Final 140109 volunteer management c380 - duckworth
Final   140109 volunteer management c380 - duckworthFinal   140109 volunteer management c380 - duckworth
Final 140109 volunteer management c380 - duckworth
 
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer StressRecruiting Baby Boomer Volunteers and Managing Volunteer Stress
Recruiting Baby Boomer Volunteers and Managing Volunteer Stress
 
Building coalitions
Building coalitionsBuilding coalitions
Building coalitions
 
ODTUG Leadership Talk- WIT and Sponsorship
ODTUG Leadership Talk-  WIT and SponsorshipODTUG Leadership Talk-  WIT and Sponsorship
ODTUG Leadership Talk- WIT and Sponsorship
 
Speak Up and Lead | February 2018
Speak Up and Lead | February 2018Speak Up and Lead | February 2018
Speak Up and Lead | February 2018
 
Campaign strategy
Campaign strategyCampaign strategy
Campaign strategy
 
B Shared Hr Functions
B Shared Hr FunctionsB Shared Hr Functions
B Shared Hr Functions
 
8 Ways to Transform from a Manager into a Leader | April 2018
8 Ways to Transform from a Manager into a Leader | April 20188 Ways to Transform from a Manager into a Leader | April 2018
8 Ways to Transform from a Manager into a Leader | April 2018
 
You know the moves, but can you swim?
You know the moves, but can you swim?You know the moves, but can you swim?
You know the moves, but can you swim?
 
Motivate Europe Live: Unleashing the global pwer of appreciation
Motivate Europe Live: Unleashing the global pwer of appreciationMotivate Europe Live: Unleashing the global pwer of appreciation
Motivate Europe Live: Unleashing the global pwer of appreciation
 
Ministry Startup Strategies (City Vision College)
Ministry Startup Strategies (City Vision College)Ministry Startup Strategies (City Vision College)
Ministry Startup Strategies (City Vision College)
 
Strategic Mentoring for Career, Business and Leadership Growth
Strategic Mentoring for Career, Business and Leadership GrowthStrategic Mentoring for Career, Business and Leadership Growth
Strategic Mentoring for Career, Business and Leadership Growth
 
Earning Best Places to Work With Your Company Culture
Earning Best Places to Work With Your Company Culture  Earning Best Places to Work With Your Company Culture
Earning Best Places to Work With Your Company Culture
 
Motivation
MotivationMotivation
Motivation
 
Cynthia Curie: All for One and One for All!
Cynthia Curie: All for One and One for All!Cynthia Curie: All for One and One for All!
Cynthia Curie: All for One and One for All!
 
Fundraising and Board Engagement: Mission, Donors, Then the World!
Fundraising and Board Engagement: Mission, Donors, Then the World!Fundraising and Board Engagement: Mission, Donors, Then the World!
Fundraising and Board Engagement: Mission, Donors, Then the World!
 
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...
Inner Success and Inner Critics: Claiming Success While Taming Inner Critics ...
 

Similar to WE Europe 2015: Advocates for Your Advancement

How to Sponsor Others | August 2018
How to Sponsor Others | August 2018How to Sponsor Others | August 2018
How to Sponsor Others | August 2018BeLeaderly.com
 
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...National Charter Schools Institute
 
Diversity_Inclusion_TheChazinGroupLLC
Diversity_Inclusion_TheChazinGroupLLCDiversity_Inclusion_TheChazinGroupLLC
Diversity_Inclusion_TheChazinGroupLLCEthan Chazin MBA
 
All Hands on Deck, Leadership Retreat for Becker Morgan Group
All Hands on Deck, Leadership Retreat for Becker Morgan GroupAll Hands on Deck, Leadership Retreat for Becker Morgan Group
All Hands on Deck, Leadership Retreat for Becker Morgan GroupJoe Tye
 
Leadership principles and practices
Leadership principles and practicesLeadership principles and practices
Leadership principles and practicesCharles Cotter, PhD
 
Diversity & Inclusion in the Workplace
Diversity & Inclusion in the WorkplaceDiversity & Inclusion in the Workplace
Diversity & Inclusion in the WorkplaceNorth Texas Commission
 
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docxgerardkortney
 
Inclusive Leadership.pptx
Inclusive Leadership.pptxInclusive Leadership.pptx
Inclusive Leadership.pptxdrjeetasarkar
 
How to become a Diversity Superhero - Suki Sandhu
How to become a Diversity Superhero - Suki SandhuHow to become a Diversity Superhero - Suki Sandhu
How to become a Diversity Superhero - Suki SandhuJamie Leonard
 
The Leadership Buffet-From "New to..." Section of Community Service Public Re...
The Leadership Buffet-From "New to..." Section of Community Service Public Re...The Leadership Buffet-From "New to..." Section of Community Service Public Re...
The Leadership Buffet-From "New to..." Section of Community Service Public Re...Mueller Communications (St. Louis)
 
Full deck 3.30.16 - epip webinar indie philanthropy
Full deck   3.30.16 - epip webinar indie philanthropyFull deck   3.30.16 - epip webinar indie philanthropy
Full deck 3.30.16 - epip webinar indie philanthropyEPIPNational
 
Within People - How culture helps you grow
Within People - How culture helps you growWithin People - How culture helps you grow
Within People - How culture helps you growWithin People
 
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...RitikaHarshPathak
 
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative PowerhousesAttracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative PowerhousesCareer Communications Group
 
Re-Brand Your Organization for Competitive Advantage
Re-Brand Your Organization for Competitive AdvantageRe-Brand Your Organization for Competitive Advantage
Re-Brand Your Organization for Competitive AdvantageThe Chazin Group LLC
 
Authenticity: Embracing Your True Self as a Leader
Authenticity: Embracing Your True Self as a LeaderAuthenticity: Embracing Your True Self as a Leader
Authenticity: Embracing Your True Self as a LeaderCareer Communications Group
 
Ready to Stretch? | February 2019
Ready to Stretch? | February 2019Ready to Stretch? | February 2019
Ready to Stretch? | February 2019BeLeaderly.com
 
Transformational leadership
Transformational leadershipTransformational leadership
Transformational leadershipRanjit Achary
 

Similar to WE Europe 2015: Advocates for Your Advancement (20)

How to Sponsor Others | August 2018
How to Sponsor Others | August 2018How to Sponsor Others | August 2018
How to Sponsor Others | August 2018
 
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...
Leading Your Team to Greatness -- Jason Sarsfield -- National Charter Schools...
 
Diversity_Inclusion_TheChazinGroupLLC
Diversity_Inclusion_TheChazinGroupLLCDiversity_Inclusion_TheChazinGroupLLC
Diversity_Inclusion_TheChazinGroupLLC
 
All Hands on Deck, Leadership Retreat for Becker Morgan Group
All Hands on Deck, Leadership Retreat for Becker Morgan GroupAll Hands on Deck, Leadership Retreat for Becker Morgan Group
All Hands on Deck, Leadership Retreat for Becker Morgan Group
 
Leadership principles and practices
Leadership principles and practicesLeadership principles and practices
Leadership principles and practices
 
Diversity & Inclusion in the Workplace
Diversity & Inclusion in the WorkplaceDiversity & Inclusion in the Workplace
Diversity & Inclusion in the Workplace
 
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx
© The Insights Group Ltd, 2014. All rights reserved.1Artic.docx
 
Inclusive Leadership.pptx
Inclusive Leadership.pptxInclusive Leadership.pptx
Inclusive Leadership.pptx
 
How to become a Diversity Superhero - Suki Sandhu
How to become a Diversity Superhero - Suki SandhuHow to become a Diversity Superhero - Suki Sandhu
How to become a Diversity Superhero - Suki Sandhu
 
Overview Inclusion & Diversity - students
Overview Inclusion & Diversity - studentsOverview Inclusion & Diversity - students
Overview Inclusion & Diversity - students
 
The Leadership Buffet-From "New to..." Section of Community Service Public Re...
The Leadership Buffet-From "New to..." Section of Community Service Public Re...The Leadership Buffet-From "New to..." Section of Community Service Public Re...
The Leadership Buffet-From "New to..." Section of Community Service Public Re...
 
Full deck 3.30.16 - epip webinar indie philanthropy
Full deck   3.30.16 - epip webinar indie philanthropyFull deck   3.30.16 - epip webinar indie philanthropy
Full deck 3.30.16 - epip webinar indie philanthropy
 
Within People - How culture helps you grow
Within People - How culture helps you growWithin People - How culture helps you grow
Within People - How culture helps you grow
 
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...
attractingandrecruitingtalent-diverseteamsandinnovativepowerhouses-1502022000...
 
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative PowerhousesAttracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
Attracting and Recruiting Talent: Diverse Teams are Innovative Powerhouses
 
Re-Brand Your Organization for Competitive Advantage
Re-Brand Your Organization for Competitive AdvantageRe-Brand Your Organization for Competitive Advantage
Re-Brand Your Organization for Competitive Advantage
 
Annual Conference B4: Benchmarking leadership in your organisation | NCVO
Annual Conference B4: Benchmarking leadership in your organisation | NCVOAnnual Conference B4: Benchmarking leadership in your organisation | NCVO
Annual Conference B4: Benchmarking leadership in your organisation | NCVO
 
Authenticity: Embracing Your True Self as a Leader
Authenticity: Embracing Your True Self as a LeaderAuthenticity: Embracing Your True Self as a Leader
Authenticity: Embracing Your True Self as a Leader
 
Ready to Stretch? | February 2019
Ready to Stretch? | February 2019Ready to Stretch? | February 2019
Ready to Stretch? | February 2019
 
Transformational leadership
Transformational leadershipTransformational leadership
Transformational leadership
 

More from Society of Women Engineers

Schneider electric overview laurie addisonlavelle_2
Schneider electric overview laurie addisonlavelle_2Schneider electric overview laurie addisonlavelle_2
Schneider electric overview laurie addisonlavelle_2Society of Women Engineers
 
How to Develop Your Section's Corporate Relations
How to Develop Your Section's Corporate Relations How to Develop Your Section's Corporate Relations
How to Develop Your Section's Corporate Relations Society of Women Engineers
 
How to Have a Difficult Conversation with an Underperforming SWE Leader
How to Have a Difficult Conversation with an Underperforming SWE LeaderHow to Have a Difficult Conversation with an Underperforming SWE Leader
How to Have a Difficult Conversation with an Underperforming SWE LeaderSociety of Women Engineers
 

More from Society of Women Engineers (20)

Schneider electric overview laurie addisonlavelle_2
Schneider electric overview laurie addisonlavelle_2Schneider electric overview laurie addisonlavelle_2
Schneider electric overview laurie addisonlavelle_2
 
Opening keynote
Opening keynoteOpening keynote
Opening keynote
 
Moonshot rodriguez slides
Moonshot rodriguez slidesMoonshot rodriguez slides
Moonshot rodriguez slides
 
Moonshot fetch slides
Moonshot fetch slidesMoonshot fetch slides
Moonshot fetch slides
 
H ivs ai_wehr_slides
H ivs ai_wehr_slidesH ivs ai_wehr_slides
H ivs ai_wehr_slides
 
H ivs ai_faust_slides
H ivs ai_faust_slidesH ivs ai_faust_slides
H ivs ai_faust_slides
 
H ivs ai_bestelmeyer_slides
H ivs ai_bestelmeyer_slidesH ivs ai_bestelmeyer_slides
H ivs ai_bestelmeyer_slides
 
Closing keynote
Closing keynoteClosing keynote
Closing keynote
 
Ball d 8
Ball d 8Ball d 8
Ball d 8
 
Ball d 7
Ball d 7Ball d 7
Ball d 7
 
Ball d 6
Ball d 6Ball d 6
Ball d 6
 
Ball d 4
Ball d 4Ball d 4
Ball d 4
 
How to Develop Your Section's Corporate Relations
How to Develop Your Section's Corporate Relations How to Develop Your Section's Corporate Relations
How to Develop Your Section's Corporate Relations
 
How to Find Your Section's Next Officer Team
How to Find Your Section's Next Officer Team How to Find Your Section's Next Officer Team
How to Find Your Section's Next Officer Team
 
Using SWE to Complement your Career
Using SWE to Complement your Career Using SWE to Complement your Career
Using SWE to Complement your Career
 
How to Have a Difficult Conversation with an Underperforming SWE Leader
How to Have a Difficult Conversation with an Underperforming SWE LeaderHow to Have a Difficult Conversation with an Underperforming SWE Leader
How to Have a Difficult Conversation with an Underperforming SWE Leader
 
18 cd 32
18 cd 3218 cd 32
18 cd 32
 
How to Get the Most out of your LCC Coach!
How to Get the Most out of your LCC Coach!How to Get the Most out of your LCC Coach!
How to Get the Most out of your LCC Coach!
 
The Mars Ice Challenge (RASC-AL)
The Mars Ice Challenge (RASC-AL)The Mars Ice Challenge (RASC-AL)
The Mars Ice Challenge (RASC-AL)
 
Beyond Disruption
Beyond Disruption Beyond Disruption
Beyond Disruption
 

Recently uploaded

BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptx
BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptxBSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptx
BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptxfenichawla
 
Introduction to IEEE STANDARDS and its different types.pptx
Introduction to IEEE STANDARDS and its different types.pptxIntroduction to IEEE STANDARDS and its different types.pptx
Introduction to IEEE STANDARDS and its different types.pptxupamatechverse
 
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...ranjana rawat
 
UNIT-III FMM. DIMENSIONAL ANALYSIS
UNIT-III FMM.        DIMENSIONAL ANALYSISUNIT-III FMM.        DIMENSIONAL ANALYSIS
UNIT-III FMM. DIMENSIONAL ANALYSISrknatarajan
 
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINE
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINEMANUFACTURING PROCESS-II UNIT-2 LATHE MACHINE
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINESIVASHANKAR N
 
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...Dr.Costas Sachpazis
 
Processing & Properties of Floor and Wall Tiles.pptx
Processing & Properties of Floor and Wall Tiles.pptxProcessing & Properties of Floor and Wall Tiles.pptx
Processing & Properties of Floor and Wall Tiles.pptxpranjaldaimarysona
 
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur Escorts
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur EscortsHigh Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur Escorts
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur EscortsCall Girls in Nagpur High Profile
 
Porous Ceramics seminar and technical writing
Porous Ceramics seminar and technical writingPorous Ceramics seminar and technical writing
Porous Ceramics seminar and technical writingrakeshbaidya232001
 
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLS
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLSMANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLS
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLSSIVASHANKAR N
 
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete Record
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete RecordCCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete Record
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete RecordAsst.prof M.Gokilavani
 
KubeKraft presentation @CloudNativeHooghly
KubeKraft presentation @CloudNativeHooghlyKubeKraft presentation @CloudNativeHooghly
KubeKraft presentation @CloudNativeHooghlysanyuktamishra911
 
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur Escorts
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur EscortsRussian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur Escorts
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur EscortsCall Girls in Nagpur High Profile
 
UNIT - IV - Air Compressors and its Performance
UNIT - IV - Air Compressors and its PerformanceUNIT - IV - Air Compressors and its Performance
UNIT - IV - Air Compressors and its Performancesivaprakash250
 
Extrusion Processes and Their Limitations
Extrusion Processes and Their LimitationsExtrusion Processes and Their Limitations
Extrusion Processes and Their Limitations120cr0395
 
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdf
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdfONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdf
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdfKamal Acharya
 
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...ranjana rawat
 
UNIT-II FMM-Flow Through Circular Conduits
UNIT-II FMM-Flow Through Circular ConduitsUNIT-II FMM-Flow Through Circular Conduits
UNIT-II FMM-Flow Through Circular Conduitsrknatarajan
 

Recently uploaded (20)

Roadmap to Membership of RICS - Pathways and Routes
Roadmap to Membership of RICS - Pathways and RoutesRoadmap to Membership of RICS - Pathways and Routes
Roadmap to Membership of RICS - Pathways and Routes
 
BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptx
BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptxBSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptx
BSides Seattle 2024 - Stopping Ethan Hunt From Taking Your Data.pptx
 
Introduction to IEEE STANDARDS and its different types.pptx
Introduction to IEEE STANDARDS and its different types.pptxIntroduction to IEEE STANDARDS and its different types.pptx
Introduction to IEEE STANDARDS and its different types.pptx
 
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...
(PRIYA) Rajgurunagar Call Girls Just Call 7001035870 [ Cash on Delivery ] Pun...
 
UNIT-III FMM. DIMENSIONAL ANALYSIS
UNIT-III FMM.        DIMENSIONAL ANALYSISUNIT-III FMM.        DIMENSIONAL ANALYSIS
UNIT-III FMM. DIMENSIONAL ANALYSIS
 
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINE
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINEMANUFACTURING PROCESS-II UNIT-2 LATHE MACHINE
MANUFACTURING PROCESS-II UNIT-2 LATHE MACHINE
 
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...
Structural Analysis and Design of Foundations: A Comprehensive Handbook for S...
 
Water Industry Process Automation & Control Monthly - April 2024
Water Industry Process Automation & Control Monthly - April 2024Water Industry Process Automation & Control Monthly - April 2024
Water Industry Process Automation & Control Monthly - April 2024
 
Processing & Properties of Floor and Wall Tiles.pptx
Processing & Properties of Floor and Wall Tiles.pptxProcessing & Properties of Floor and Wall Tiles.pptx
Processing & Properties of Floor and Wall Tiles.pptx
 
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur Escorts
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur EscortsHigh Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur Escorts
High Profile Call Girls Nagpur Meera Call 7001035870 Meet With Nagpur Escorts
 
Porous Ceramics seminar and technical writing
Porous Ceramics seminar and technical writingPorous Ceramics seminar and technical writing
Porous Ceramics seminar and technical writing
 
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLS
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLSMANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLS
MANUFACTURING PROCESS-II UNIT-5 NC MACHINE TOOLS
 
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete Record
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete RecordCCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete Record
CCS335 _ Neural Networks and Deep Learning Laboratory_Lab Complete Record
 
KubeKraft presentation @CloudNativeHooghly
KubeKraft presentation @CloudNativeHooghlyKubeKraft presentation @CloudNativeHooghly
KubeKraft presentation @CloudNativeHooghly
 
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur Escorts
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur EscortsRussian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur Escorts
Russian Call Girls in Nagpur Grishma Call 7001035870 Meet With Nagpur Escorts
 
UNIT - IV - Air Compressors and its Performance
UNIT - IV - Air Compressors and its PerformanceUNIT - IV - Air Compressors and its Performance
UNIT - IV - Air Compressors and its Performance
 
Extrusion Processes and Their Limitations
Extrusion Processes and Their LimitationsExtrusion Processes and Their Limitations
Extrusion Processes and Their Limitations
 
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdf
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdfONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdf
ONLINE FOOD ORDER SYSTEM PROJECT REPORT.pdf
 
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...
The Most Attractive Pune Call Girls Manchar 8250192130 Will You Miss This Cha...
 
UNIT-II FMM-Flow Through Circular Conduits
UNIT-II FMM-Flow Through Circular ConduitsUNIT-II FMM-Flow Through Circular Conduits
UNIT-II FMM-Flow Through Circular Conduits
 

WE Europe 2015: Advocates for Your Advancement

  • 2. In This Session • The difference between mentors and sponsors • Making the most of mentoring • Attracting the attention of influential sponsors • Creating a culture of sponsorship
  • 3. “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 organisations.” “Why Men Still Get More Promotions Than Women,” by Herminia Ibarra, Nancy M. Carter and Christine Silva.
  • 4. EARLY CAREER Enlist mentors MID-LEVEL Diversify mentors, attract sponsors, cultivate peer advocates SENIOR-LEVEL Be a mentor & sponsor Bonus: Build a culture of sponsorship
  • 5. Making the Most of Mentoring
  • 6. 4 S’s of Mentoring Successes Stories Situations Self- awareness Skill- building
  • 7. “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.
  • 8. “A sponsor is someone who will use their internal political and social capital to move your career forward within an organisation. Behind closed doors, they will argue your case.” — Cindy Kent, GM, 3M.
  • 9. 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.
  • 10.
  • 11.
  • 12.
  • 13. Only _____ % of women employed in large companies have a sponsor. 13 “The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011.
  • 14. Have you had a sponsor?
  • 15. Women who have sponsors are at least 22% more likely to ask for stretch assignments and raises. Men and womenMen 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 and Sumberg, 2011.
  • 16. 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.
  • 17. “Sponsors advocate on their protégés’ behalf, connecting them to important players and assignments. In doing so, they make themselves look good. And precisely because sponsors go out on a limb, they expect stellar performance and loyalty.” - Sylvia Ann Hewlett, “Mentors are Good. Sponsors are Better,” New York Times.
  • 18. “… having an active advocate completely changes your career.” —Kerrie Peraino, Vice President for Human Resources and Chief Diversity Officer, American Express.
  • 19. Qualities of a Good Sponsor • Influential • Respected • Has a track record of: a) Developing talent b) Providing exposure opportunities to protégés c) Providing ‘air cover’ from negative or damaging publicity d) Providing a ‘safety net’ during layoffs, reorgs and leadership changes
  • 20. “A sponsor does not have to be an executive, but they do need to have influence.” —Millette Granville, Director, Diversity and Inclusion, Delhaize Group.
  • 21. “Are all your sponsors in the management chain directly above you? I recommend that everyone have three to four sponsors outside of their direct management chain.” —Michelle Johnston Holthaus, GM, Channel Platforms and Strategy Division, Intel.
  • 22. “So, how do I get a sponsor?”
  • 23. There is no “silver bullet” for attracting the attention of a high-level sponsor. —“Sponsoring Women to Success,” Catalyst, 2011.
  • 24. Attracting the attention of an influential sponsor
  • 26. 7. Know who the good sponsors are. 6. Observe the protocols: How does sponsorship work in your organisation’s culture?
  • 27. 5. Network beyond your direct management chain.
  • 28. 4. Volunteer for exposure opportunities to work with or for potential sponsors.
  • 29. 3. Make your value visible.
  • 31. 1. Share your goals with your leaders.
  • 32. 8. Perform! 7. Know who the good sponsors are. 6. Observe the protocols: How does sponsorship work in your organisation’s culture? 5. Network beyond your direct management chain. 4. Volunteer 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. Securing Sponsorship
  • 33. “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.
  • 34. Create a Culture of Sponsorship
  • 35. Be a Good Sponsor • It’s NOT about favoritism! • Recognise 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.
  • 36. “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.”
  • 37. 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.
  • 38. In This Session • The difference between mentors and sponsors • Making the most of mentoring • Attracting the attention of influential sponsors • Creating a culture of sponsorship
  • 39.