1. Attracting the Attention of Influential Sponsors With Jo Miller

2. * 2 Corporate subscribers

3. * 3 Welcome

4. 4 * Jo Miller Jo Miller CEO Women’s Leadership Coaching, Inc. Founding Editor of BeLeaderly.com Helps women break into leadership in industries such as technology, finance and energy. Delivers over 60 speaking presentations annually to audiences of up to 1,200 women for women’s conferences and corporate women’s initiatives. Grew up in Adelaide, South Australia and lives in Cedar Rapids, Iowa. Loves wombats.

5. Copyright 2015, Women’s Leadership Coaching, Inc. 5 I have some unique koalafications

6. #WLCWebinar @Jo_Miller @BeLeaderl y

7. #WLCWebinar Tweet your team selfie! UTEPGM WomenGenesys

8. * 8 In This Webinar I.The difference between mentors and sponsors II.Attracting the attention of influential sponsors III.How to be a good sponsor IV.Creating a sponsorship culture

9. “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.

10. “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. “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.

11. 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,” by Jenna Goudreau, Business Insider.

12. * 12 What’s the difference between mentors and sponsors?

16. “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 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.

17. * 17 Have you had a sponsor? a)How did the sponsorship begin? b)How did your sponsor help you?

18. Copyright 2015, Women’s Leadership Coaching, Inc. 18 Poll 1: Which statement best describes your situation?

19. EARLY CAREER Enlist mentors. MID-LEVEL Diversify mentors, attract sponsors, cultivate peer advocates. SENIOR-LEVEL Be a mentor and a sponsor. Bonus: Create a sponsorship culture.

20. Only _____ % of women and _____ % of men employed in large companies have a sponsor. “The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011. 13 19

21. People who have sponsors are at least 22% 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 underestimat e the difference sponsorship can make. “The Sponsor Effect,” Hewlett, Peraino, Sherbin, Sumberg, 2011.

22. “… having an active advocate completely changes your career.” — Kerrie Peraino, Vice President for Human Resources and Chief Diversity Officer, American Express. “… having an active advocate completely changes your career.” — Kerrie Peraino, Vice President for Human Resources and Chief Diversity Officer, American Express.

23. * 23 Qualities of a Good Sponsor Influential Respected Has a track record of: Developing talent Providing exposure opportunities to protégés Providing ‘air cover’ when you encounter trouble. * Providing a ‘safety net’ during downsizing, reorgs and leadership changes

24. “A sponsor does not have to be an executive, but they do need to have influence.” — Millette Granville, Director, Diversity and Inclusion, Delhaize Group. “A sponsor does not have to be an executive, but they do need to have influence.” — Millette Granville, Director, Diversity and Inclusion, Delhaize Group.

25. “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. “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.

26. 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 your performance known. 2. Demonstrates that you are trustworthy and loyal. 3. Brings something special and unique to the table. Sylvia Ann Hewlett, quoted in “Why You Need A Sponsor — Not A Mentor — To Fast-Track Your Career,” by Jenna Goudreau, Business Insider. What a sponsor does What you must do

27. “How do I get a sponsor?”

28. “There is no ‘silver bullet’ for attracting the attention of a high-level sponsor.” “Sponsoring Women to Success,” Catalyst, 2011.

29. Attracting the attention of influential sponsors

30. 8. Perform!

31. 7. Know who the good sponsors are. 6. Observe the protocols: How does sponsorship work in your organization’s culture?

32. 5. Network beyond your direct management chain.

33. 4. Raise your hand for exposure opportunities to work with or for potential sponsors.

34. 3. Make your value visible.

35. 2. Have clear career goals.

36. 1. Share your goals with your leaders.

37. * 37 Attract 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 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.

38. * 38 Have you sponsored someone? a)Why did you choose to sponsor them? b)How did you help them?

39. Copyright 2015, Women’s Leadership Coaching, Inc. 39 Poll 2: Have you sponsored others?

40. Copyright 2015, Women’s Leadership Coaching, Inc. 40 Create a Sponsorship Culture

41. * 41 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.

42. “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 organization’s best interests in mind.” “Building a Culture of Sponsorship,” Melissa J. Anderson. “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 organization’s best interests in mind.” “Building a Culture of Sponsorship,” Melissa J. Anderson.

43. * 43 Creating a Sponsorship Culture Bring sponsorship out from behind closed doors. Encourage 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! Have conversations about diversity, and train sponsors to be diversity champions. Create a formal sponsorship program for high-potential employees.

44. * 44 In This Webinar I.The difference between mentors and sponsors II.Attracting the attention of influential sponsors III.How to be a good sponsor IV.Creating a sponsorship culture

45. Q&A Jo Miller

46. Copyright 2015, Women’s Leadership Coaching, Inc. 46 Poll 3: What action will you take?

47. * 47 Recommended Forget a Mentor, Find a Sponsor By Sylvia Ann Hewlett “What’s Missing With Mentors: 6 Steps for Attracting the Attention of an Influential Sponsor” By Jo Miller, BeLeaderly.comBeLeaderly.com

48. Closing Thought Jo Miller

49. “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. “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.

50. 50 * Transitioning from Tactician to Strategist Tuesday, June 21, 2016 Do you spend the majority of your time at work as a task-oriented tactician or do you think and operate strategically, like leaders do? In this session, learn how to shift your focus from being tactical or reactive to operating with a more strategic mindset. Speaker: Dona Munsch, VP, M&A, AltaVault, NetApp, Inc. Dona Munsch

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53. * 53 Discussion questions 1.Have you had a sponsor? a)How did the sponsorship begin? b)How did your sponsor help you? 2.What steps will you take to attract sponsors’ attention? 3.Have you sponsored someone? a)Why did you choose to sponsor them? b)How did you help them? 4.What action will you take to sponsor others? 5.What will you do to create a sponsorship culture in your organization?