How Are You Sponsoring Women at Work?
"As women achieve power, the barriers will fall. As society sees what women can do, as women see what women can do, there will be more women out there doing things, and we'll all be better off for it." – Sandra Day O'Connor
I started working in a large law firm when I was 25 years old. I had little idea what it would take for me to rise and succeed. I didn’t even know what success looked like. Partner? There weren’t a whole lot of Black women partners around. Something else that wasn’t partner? It wasn’t clear what those other options were. But I was lucky. I found myself working with senior leaders who liked my work and consistently promoted me, advocated for me, championed me, and provided me with challenging assignments aimed at helping me grow. Traditionally, they would have been called mentors. We have now realized that those leaders who play those roles are far more than mentors. They’re sponsors.
Sponsorship is the true route to success in the workplace. And in most corporate workplaces, the people who hold the reins of power are men passing them on to other men. Men who they socialize with, work with, mentor, attend client events with, talk about in conversations, advocate for both formally and informally. If we are truly committed to delivering gender equity - especially this month - we need to ensure women obtain that access as well. That's why sponsorship matters. Call it what you want - without it, we're going to keep repeating the inequality of the past.
How can we change it? Here are my five tips for sponsors:
1. Sponsors choose high-potential performers.
Not every employee gets a sponsor. As a sponsor, you will need to identify your high potentials. Identify the protégé who is committed to succeeding, not the one who may have attended the same college as you. It may start organically. You see that someone on your team did exceptional work on a recent project. But don’t stop there. That’s usually how you end up sponsoring protégés who look like you. Continue to do your research. Dive deep into evaluations. Talk to your senior colleagues. Take your potential protégé out for coffee, a long one. Give them a different challenge and see how they handle it. This may sound like a lot of work, but remember, you’re not just identifying a protégé. You’re interrupting bias as well.
2. Sponsors center their relationships on transparency.
Once you’ve found your protégé, you need to ensure that you both have clear expectations of your working relationship. If your goal is to get your protégé to Level X, then define what Level X is, explain what kind of work is needed to get there, then discuss what the success factors are. If they get promoted, what happens after that? If they don’t get promoted, what happens after that? Similarly, you need to be clear on what your protégé needs to do to make this relationship a success. What should their work product look like? What kind of hours should they be putting in? What client accounts should they have? Sponsorship isn’t low-level support. Sponsorship is high-level strategy.
3. Sponsors understand career competencies.
I get that career competencies aren't exciting to discuss. But they're necessary. Do you, as the sponsor, understand what your protégé needs to do to move up in your department or organization? What knowledge and skills do they need to get that promotion? Many organizations have their levels clearly laid out. Many do not. If your organization is in the former, find out what those competencies are. Having spoken rather than unspoken rules is better for everyone in an organization, including women.
4. Sponsors provide high-risk/high-reward opportunities.
Women are often underestimated as to what they’re able to achieve. That’s when you step in as a sponsor. When high-profile projects come in the door, ensure your protégé is considered for them. Make sure your protégé is using those stretch assignments to grow their knowledge, skills, and abilities. Make yourself available for any questions or concerns they may have. Take them with you to meet high-profile clients and customers. Train them on how to effectively receive and respond to critical feedback. Success in the workplace is far more than keeping your head down and working hard. You know that. It’s essential that your protégé knows that too.
5. Sponsors are upstanders. Every. Time.
Bias often means that instead of being seen through rose-colored glasses, women are seen through grey-tinted ones instead. This is where you intervene. Speak up on their behalf in meetings. Ensure they get credit for their work. Introduce them when someone would prefer to overlook them. See that they are considered for what they have shown they can achieve. Provide that rose-colored perspective. You manage to do that and you will become known as the executive who can identify high-potential achievers and ensure they soar.
That’s the legacy of a successful sponsor. Let's get to work.
Do the work
This week, I commit to actively seeking out talented women in my workplace and then advocating for their advancement and opportunities for growth within the organization.
Spread the word
If you want to keep going
This is the End Game: What Sponsors and Protégés Need for Successful Relationships
Are you ready to deep dive into allyship at work? Then let's talk sponsorship. Sponsors, far more than mentors, play crucial roles in giving high profile work, promotions, and a seat at the decision table. But how do you get a sponsor? What tasks should sponsors complete? How can they help top performers stay and succeed? How can junior colleagues ensure continued interest and investment in their careers? I will share how to find a sponsor, how to be a sponsor, and how we can continue building our inclusive organization.
