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How to Sponsor Others
Corporate Subscribers
Selena Rezvani
Vice President of Consulting & Research,
Be Leaderly
• Consultant, speaker and author on
women and leadership.
• Seasoned human capital consultant,
using workplace culture assessments to
help corporate clients be more inclusive
and welcoming to women.
• Author of two leadership books for
professional women – Pushback: How
Smart Women Ask—and Stand Up—for
What They Want (Jossey-Bass, 2012)
and The Next Generation of Women
Leaders (Praeger, 2009).
• Co-author of upcoming research report,
Out of the Comfort Zone: How Women
and Men Size Up Stretch Assignments
— and Why Leaders Should Care.
@SelenaRezvani
Jo Miller
CEO, Be Leaderly
• Dedicated to helping women around
the world advance into positions of
leadership and influence.
• Delivers more than 70 presentations
each year, for leadership conferences,
professional associations, and
corporate women’s networks.
• Co-author of upcoming research
report, Out of the Comfort Zone: How
Women and Men Size Up Stretch
Assignments — and Why Leaders
Should Care.
• Happiest with a passport and boarding
pass in hand.
@Jo_Miller
Namrata Yadav
SVP, Head of Inclusion Strategy and
Diversity & Inclusion Learning
• Responsible for the enterprise strategy
and initiatives focused on creating a
work environment and culture where
all employees have the opportunity to
achieve their full potential and
contribute to the bank’s success.
• Graduate of the Bank of America HR
Development Program and the
Emerging Leader top talent program.
• Recognized as a Top 50 D&I
professional in the 2016 and 2017
Global Diversity List, and as a Top 15
Business Woman in Illinois in 2017.
@NY_IMatter
Anna Ettin
VP, Diversity & Inclusion Consultant
• Manages strategy and operations for
11 Employee Networks with 250+
chapters, more than 110,000
memberships globally.
• Focused on onboarding, training and
development activities for network
leaders.
• Co-founder of the Inter-Generational
Employee Network (IGEN), now 23
chapters strong with 12K members.
• Single parent to two wonderful
daughters, one grandson and a
rambunctious dog.
@AnnaEttin
Monica Brunache
AVP, Project Manager
• Project Manager for Learning &
Leadership Development.
• West Region Chapter Coach for Inter-
Generational Employee Network and
Chair for Triad Employee Network
Council.
• Bank of America Global Diversity &
Inclusion Awards (2016 & 2017) and
2017 Delivering One Company Award.
• Interests include volunteering as a
Career Coach and travel.
@Monica_Brunache
In this webinar
I. Being sponsored
II. Sponsoring others
III. Building a culture of sponsorship
What’s the difference between mentors
and sponsors?
A SPONSOR
Gives you
opportunities
Talks about
you
Helps you
move up
A MENTOR
Gives you
perspective
Talks with
you
Helps you
skill up
I. Being Sponsored
Tell us about a time when
you were sponsored.
• I was focused on doing
excellent work at all times
and didn’t ask for
sponsorship…it was offered.
• I had been honest about my
goals with a leader whom I
trusted.
• When discussing
opportunities, I had to be
realistic about my
expectations.
What motivated you to
sponsor Anna? What does it take to
be an outstanding protégé?
• Have clear career goals
• Share your career goals
• Make sure everyone knows
your value
• Perform, perform, perform
Tell us about your
experience of being
sponsored.
• Sponsorship is an outcome,
not a goal
• Shared common interests
as a connection point
• Knew what I wanted and
shared it with others
• Getting out of my comfort
zone
Why did you sponsor
Monica? What traits and behaviors
attract sponsors—and retain them?
Coach-ability
• Are you taking
action based on
our discussions?
Candor
• Can you speak
truth to power?
Consistency
• Do you maintain a
dependable, high
quality of work?
Courage
• Are you willing to
step outside your
comfort zone with
my help?
4 Cs for Attracting Sponsors
What are your top 3 tips for
someone who wants to
attract sponsorship?
1. Don’t ask for it,
earn it!
2. “Water those
seeds.”
3. Pay it forward
Bonus: Be genuine
Only ? % of
women and
? % of men
employed in
large companies
have a sponsor.
“The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011
13
19
Women who
have sponsors
are at least 22%
more likely to
ask for stretch
assignments
and raises.
Women & men
feel more
satisfied with
their career
advancement
when they have
sponsors.
“The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011
“Among people of color,
sponsorship is
particularly crucial in
invigorating ambition
and driving
engagement.”
Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership, Center for Talent Innovation, 2014
Despite high
ambition and
aspiration, people
of color continue to
be under-
sponsored. Only 8%
have a sponsor,
compared to 13% of
Caucasians.
II. Sponsoring Others
Please share an example of
a time when you sponsored
someone else.
• It is the right thing to do
• What goes around comes
around
• Sponsors are not always in
your immediate circle
What qualities does Anna
have that make her a good
sponsor?
• Genuine interest in my
career goals
• Strategic thinking
• Provides visibility
opportunities
• Uses social capital
wisely
Can anyone be a sponsor?
How? How do you find
people to sponsor?
• Sponsor who you can,
when you can.
• Look for:
• The “hand-raisers”, the
people always ready to do
more than expected…and
reward them with attention
and support.
• The top-notch people in
wrong-fit roles…and help
them find the right ones.
What does it take to be an
effective sponsor?
• Know the talent
• Be bold
• Sponsorship is a two way
street
• It’s all about relationships
III. Building a Culture of
Sponsorship
People who
have been
sponsored
pay it
forward.
Structured sponsorship
programs
• DSM moved to more objective methods for
talent identification, and assigned executive
sponsors to co-own the careers of diverse
candidates.
• Unilever looked at high-potentials’ needs
for development, matching them to
sponsors who were strong in those areas
and sat on the promotion committee.
• IBM held sponsors accountable for
preparing participants for promotion within
one year.
What can organizations do
to unleash the power of
sponsorship?
• Strong D&I focus and
commitment
• Lead from the top
• Accountability
• Cultural expectation
What are some ways to
advocate for peers & others, when
you’re not in leadership?
We all have social
capital, it’s a matter
of tapping into your
area of influence
Challenge peers to
get out of their
comfort zone
Encourage
(meaningful) self-
promotion
How can we build an open,
equitable, inclusive culture
of sponsorship?
Daily actions:
• Watch for exclusion and
give someone a platform
if others aren’t.
Introspection:
• Examine and challenge
our unconscious biases.
Tactics:
• Purposefully sponsor
someone unlike yourself.
In this webinar
I. Being sponsored
II. Sponsoring others
III. Building a culture of sponsorship
Q&A
Monica Brunache Anna Ettin Namrata Yadav
Recommended
Forget a Mentor, Find a Sponsor: The
New Way to Fast-Track Your Career
By Sylvia Ann Hewlett
The Relationship You Need to Get
Right
By Sylvia Ann Hewlett, Melinda
Marshall, and Laura Sherbin
Building a Culture of Sponsorship
By Melissa J. Anderson
Closing Thought
Monica Brunache Anna Ettin Namrata Yadav
Get our latest research report
& newsletter! Text
leaderly
to
444999
We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
The Art of the Ask
Tuesday, October 30, 2018
• Whether negotiations are everyday
matters, or a bigger, more structured
deals, making the most of these
conversations is imperative. Learn to
identify your own default negotiating
style, prep for a negotiation, maneuver
through it with poise, and close the deal.
• Speaker: Selena Rezvani, Vice
President of Consulting and Research,
Be Leaderly.
What can we do to improve?
Take the poll.
Visit
www.pollev.com/leaderly
Discussion Questions
1. Have you ever had a sponsor?
How did it start, how did it work and
what were the outcomes?
2. Have you ever been a sponsor?
How did it start, how did it work and
what were the outcomes?
3. What action will you take to sponsor
others?

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How to Sponsor Others | August 2018

  • 1. How to Sponsor Others
  • 3. Selena Rezvani Vice President of Consulting & Research, Be Leaderly • Consultant, speaker and author on women and leadership. • Seasoned human capital consultant, using workplace culture assessments to help corporate clients be more inclusive and welcoming to women. • Author of two leadership books for professional women – Pushback: How Smart Women Ask—and Stand Up—for What They Want (Jossey-Bass, 2012) and The Next Generation of Women Leaders (Praeger, 2009). • Co-author of upcoming research report, Out of the Comfort Zone: How Women and Men Size Up Stretch Assignments — and Why Leaders Should Care. @SelenaRezvani
  • 4. Jo Miller CEO, Be Leaderly • Dedicated to helping women around the world advance into positions of leadership and influence. • Delivers more than 70 presentations each year, for leadership conferences, professional associations, and corporate women’s networks. • Co-author of upcoming research report, Out of the Comfort Zone: How Women and Men Size Up Stretch Assignments — and Why Leaders Should Care. • Happiest with a passport and boarding pass in hand. @Jo_Miller
  • 5. Namrata Yadav SVP, Head of Inclusion Strategy and Diversity & Inclusion Learning • Responsible for the enterprise strategy and initiatives focused on creating a work environment and culture where all employees have the opportunity to achieve their full potential and contribute to the bank’s success. • Graduate of the Bank of America HR Development Program and the Emerging Leader top talent program. • Recognized as a Top 50 D&I professional in the 2016 and 2017 Global Diversity List, and as a Top 15 Business Woman in Illinois in 2017. @NY_IMatter
  • 6. Anna Ettin VP, Diversity & Inclusion Consultant • Manages strategy and operations for 11 Employee Networks with 250+ chapters, more than 110,000 memberships globally. • Focused on onboarding, training and development activities for network leaders. • Co-founder of the Inter-Generational Employee Network (IGEN), now 23 chapters strong with 12K members. • Single parent to two wonderful daughters, one grandson and a rambunctious dog. @AnnaEttin
  • 7. Monica Brunache AVP, Project Manager • Project Manager for Learning & Leadership Development. • West Region Chapter Coach for Inter- Generational Employee Network and Chair for Triad Employee Network Council. • Bank of America Global Diversity & Inclusion Awards (2016 & 2017) and 2017 Delivering One Company Award. • Interests include volunteering as a Career Coach and travel. @Monica_Brunache
  • 8. In this webinar I. Being sponsored II. Sponsoring others III. Building a culture of sponsorship
  • 9. What’s the difference between mentors and sponsors?
  • 10. A SPONSOR Gives you opportunities Talks about you Helps you move up A MENTOR Gives you perspective Talks with you Helps you skill up
  • 12. Tell us about a time when you were sponsored. • I was focused on doing excellent work at all times and didn’t ask for sponsorship…it was offered. • I had been honest about my goals with a leader whom I trusted. • When discussing opportunities, I had to be realistic about my expectations.
  • 13. What motivated you to sponsor Anna? What does it take to be an outstanding protégé? • Have clear career goals • Share your career goals • Make sure everyone knows your value • Perform, perform, perform
  • 14. Tell us about your experience of being sponsored. • Sponsorship is an outcome, not a goal • Shared common interests as a connection point • Knew what I wanted and shared it with others • Getting out of my comfort zone
  • 15. Why did you sponsor Monica? What traits and behaviors attract sponsors—and retain them?
  • 16. Coach-ability • Are you taking action based on our discussions? Candor • Can you speak truth to power? Consistency • Do you maintain a dependable, high quality of work? Courage • Are you willing to step outside your comfort zone with my help? 4 Cs for Attracting Sponsors
  • 17. What are your top 3 tips for someone who wants to attract sponsorship?
  • 18. 1. Don’t ask for it, earn it! 2. “Water those seeds.” 3. Pay it forward Bonus: Be genuine
  • 19. Only ? % of women and ? % of men employed in large companies have a sponsor. “The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011 13 19
  • 20. Women who have sponsors are at least 22% more likely to ask for stretch assignments and raises. Women & men feel more satisfied with their career advancement when they have sponsors. “The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011
  • 21. “Among people of color, sponsorship is particularly crucial in invigorating ambition and driving engagement.” Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership, Center for Talent Innovation, 2014 Despite high ambition and aspiration, people of color continue to be under- sponsored. Only 8% have a sponsor, compared to 13% of Caucasians.
  • 23. Please share an example of a time when you sponsored someone else. • It is the right thing to do • What goes around comes around • Sponsors are not always in your immediate circle
  • 24. What qualities does Anna have that make her a good sponsor?
  • 25. • Genuine interest in my career goals • Strategic thinking • Provides visibility opportunities • Uses social capital wisely
  • 26. Can anyone be a sponsor? How? How do you find people to sponsor? • Sponsor who you can, when you can. • Look for: • The “hand-raisers”, the people always ready to do more than expected…and reward them with attention and support. • The top-notch people in wrong-fit roles…and help them find the right ones.
  • 27. What does it take to be an effective sponsor? • Know the talent • Be bold • Sponsorship is a two way street • It’s all about relationships
  • 28. III. Building a Culture of Sponsorship
  • 30. Structured sponsorship programs • DSM moved to more objective methods for talent identification, and assigned executive sponsors to co-own the careers of diverse candidates. • Unilever looked at high-potentials’ needs for development, matching them to sponsors who were strong in those areas and sat on the promotion committee. • IBM held sponsors accountable for preparing participants for promotion within one year.
  • 31. What can organizations do to unleash the power of sponsorship? • Strong D&I focus and commitment • Lead from the top • Accountability • Cultural expectation
  • 32. What are some ways to advocate for peers & others, when you’re not in leadership?
  • 33. We all have social capital, it’s a matter of tapping into your area of influence Challenge peers to get out of their comfort zone Encourage (meaningful) self- promotion
  • 34. How can we build an open, equitable, inclusive culture of sponsorship?
  • 35. Daily actions: • Watch for exclusion and give someone a platform if others aren’t. Introspection: • Examine and challenge our unconscious biases. Tactics: • Purposefully sponsor someone unlike yourself.
  • 36. In this webinar I. Being sponsored II. Sponsoring others III. Building a culture of sponsorship
  • 37. Q&A Monica Brunache Anna Ettin Namrata Yadav
  • 38. Recommended Forget a Mentor, Find a Sponsor: The New Way to Fast-Track Your Career By Sylvia Ann Hewlett The Relationship You Need to Get Right By Sylvia Ann Hewlett, Melinda Marshall, and Laura Sherbin Building a Culture of Sponsorship By Melissa J. Anderson
  • 39. Closing Thought Monica Brunache Anna Ettin Namrata Yadav
  • 40. Get our latest research report & newsletter! Text leaderly to 444999 We never share, rent or sell your email or personal information. More: beleaderly.com/privacy
  • 41. The Art of the Ask Tuesday, October 30, 2018 • Whether negotiations are everyday matters, or a bigger, more structured deals, making the most of these conversations is imperative. Learn to identify your own default negotiating style, prep for a negotiation, maneuver through it with poise, and close the deal. • Speaker: Selena Rezvani, Vice President of Consulting and Research, Be Leaderly.
  • 42. What can we do to improve? Take the poll. Visit www.pollev.com/leaderly
  • 43. Discussion Questions 1. Have you ever had a sponsor? How did it start, how did it work and what were the outcomes? 2. Have you ever been a sponsor? How did it start, how did it work and what were the outcomes? 3. What action will you take to sponsor others?

Editor's Notes

  1. You don’t have to be an executive to be a sponsor! Hear from sponsors and their protégés about the power of sponsorship, how it works, and what it takes to be an effective sponsor. We’ll also talk about how to foster a corporate culture that uses sponsorship to expand opportunities for women to move into leadership roles.
  2. “The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011
  3. “The Sponsor Effect: Breaking Through the Last Glass Ceiling,” Harvard Business Review, January 12, 2011
  4. Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership, Center for Talent Innovation, 2014
  5. “Building a Culture of Sponsorship,” Evolved Employer, June 13, 2012 People who have been sponsored pay it forward. They’re more engaged and committed. They are more likely to be sponsors themselves. They’re more likely to develop other engaged and committed leaders.
  6. “Why Men Still Get More Promotions Than Women,” Harvard Business Review, September 2010 “Sponsorship Has More Promise for Executive Diversity Than Mentorship,” Entrepreneur, May 27, 2016
  7. The Relationship You Need to Get Right https://www.harvardbusiness.org/sites/default/files/The_Relationship_You_Need_to_Get_Right.pdf Building a Culture of Sponsorship http://evolvedemployer.com/building-a-culture-of-sponsorship/