Key Components of Effective Sponsorship Programs
"We cannot seek achievement for ourselves and forget about progress and prosperity for our community... Our ambitions must be broad enough to include the aspirations and needs of others, for their sakes and for our own." — Cesar Chavez
Sponsorship Programs at Work
It is officially summer here in the States and thank goodness, the heat dome has passed (for now). As companies evaluate their DEI initiatives this past year, I hope everyone takes a look at how to improve their sponsorship programs.
This month, I’ve looked at sponsorship from different angles. First, I talked about the perspective of the protégé. Next, I discussed what it means to be the person doing the sponsoring. Today, I want to dive into what companies can do to create and implement effective sponsorship programs that provide real, tangible results among your workplace.
Here are my top three components for effective sponsorship programs at work:
1. Always have clear goals and objectives.
What is the goal of this sponsorship pairing or grouping? What does the sponsor want? What does the protégé want? How do you measure if the relationship - and the greater program - is a success? Companies shouldn’t expect sponsorship pairs to magically come up with their own goals. Have some pre-defined goals. Have some already set targets. Give your pairs the framework to succeed.
2. Not everyone gets to be a sponsor - or a protégé.
How do you determine who should participate in sponsorship programs? Look at evaluations. Who needs more advocacy and direction to level up? Look at promotion potential. Where do you see this protégé in three or five years and who can help them get there? Look at capacity. Which sponsors have the temperment and the availability to serve as sponsors? Be honest in these evaluations. Anything less will lead to a reset, over and over again.
3. Make organizational support available - constantly.
For our sponsorship programs to be effective, we need allocated budgets, resources, personnel, and strategic oversight. This always starts at the top. How do managers support the program? Executives? How do they participate in it? If your sponsorship pairs or groups need help, who can they turn to? And if it’s not working, what is the process to fix it? The more support your employees have, the more they will feel confident in their organization's investment in their future career and success.
Sponsorship programs are necessary tools for fostering a sense a belonging, access to growth and development, and creating workplaces where all employees are able to succeed. These programs require a constant flow of support and resources. But the payoff? An equitable and inclusive workplace that keeps thriving - for good.
Do the work
This week, I commit to actively seeking out sponsorship programs and opportunities within my workplace, or actively supporting and encouraging the creation of such programs.
Spread the word
If you want to keep going
What Sponsors and Proteges 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.
