How to Strategically and Effectively Find a Sponsor at Work
NEW BOOK GIVEAWAY!
20 copies available!
Leave a comment on this guest post by Bonnie Marcus to become eligible for one of 20 complimentary copies of her book, “The Politics of Promotion: How High-Achieving Women Get Ahead and Stay Ahead.” (Winners chosen randomly.)
(Deadline for eligibility is 9/28/2019. International winners will receive electronic versions.)
After 20 years watching, working with, and leading corporate organizations, I’ve learned (sometimes the hard way) the importance of sponsorship for career advancement.
Sponsors and mentors are both important, but a sponsor is the most powerful relationship you can have.
A mentor may be an outside friend, your manager, or even a colleague within your organization who is willing to be a sounding board.
A sponsor will put his or her neck on the line for you. They use their power and influence for your benefit.
Unfortunately, compared to men, women are over-mentored and under-sponsored. This means women have to be even more proactive about seeking sponsorship.
When you’re ready to start looking for a sponsor, keep a few things in mind:
- Check for an official sponsorship program within your organization, and then decide whether it meets your goals.
- Examine your own network and take a close look at the power politics within your organization. Who do you know or need to know that has the potential to be your sponsor? Who could have the greatest impact on your career opportunities?
- Do homework on your potential sponsor. Do they lead any committees? Volunteer for them. Figure out how you can contribute to their publicly stated goals. Make yourself sponsor-ready by making yourself useful to your potential sponsor.
If you’re working hard to make yourself an attractive protegee, you may get tapped on the shoulder. That’s the optimal way to get a sponsor. But don’t wait around for that to happen. Pursue a sponsor relationship with someone you respect. Prepare yourself appropriately, and then speak up—so that both of you don’t miss out on a potentially great opportunity.
How might leaders find sponsors?
Who helped you get ahead?
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Bonnie Marcus, M.Ed., is an award-winning entrepreneur and president of Women’s Success Coaching. Bonnie uses her 20 years of sales experience to assist professional women in successfully navigating the workplace in order to position and promote themselves to advance their careers. Bonnie is passionate about helping women learn to be sensitive to the culture of their organization to actively and intentionally move their careers forward with a sound strategic plan.
Very timely topic for me! Interested in learning more!
Unfortunately, as women in management we often ‘shoot ourselves in the foot’ in that some of us have great difficulty in mentoring younger women in our organizations. Apparently, the baby-boomer ‘live to work’ approach that got us ahead (and all the sacrifices that entailed) is in great conflict with the millennial “work to live” mindset. We need to get over it!
interesting read of which id like to read more Thanks for sharing
Yes, this topic is relevant in the role of strategic career-pathing. I’d love to request | read a copy of this book to be of impact in my leadership role. The leanings & lessons will serve my team and the organization well. I appreciate your consideration.
I would love to be selected to receive a free copy during the free book giveaway. Being a woman in leadership, the roles of mentors and sponsors is imperative for our growth- yet seems to sometimes be viewed as a weakness , a crutch, rather than a cheerleader, guide, challenger, and encourager. Seeking out the right individual, developing a healthy professional nurturing environment is pivotal.
Great information! Very useful for me as a woman in leadership wanting to grow and learn.
Great topic and very timely for me! Is it too forward to ask someone to sponsor you? If you have already volunteered, and worked with that person, I don’t see an issue with specifically asking for sponsorship. Of-course it depends on the relationship, but that could clear up what you are asking for in return for your effort.
Breaking ceilings for women a never ending battle. Thanks for your post. Would love a copy!
This is exactly the topic I am confronted with. I would love to receive a copy and learn more
Would love to read more on this topic, thanks for your insights!
What a fascinating topic!!! I have recently been feeling like I was on an island and that I need a mentor. But there aren’t any women at my institution who are in a role higher than mine. I am intrigued by the idea of a sponsor. I have not ever considered this idea. I may have to go outside of my organization but as a mid career woman in leadership I really need to find a mentor and a sponsor.
I just started in a leadership program and have selected a very good mentor. I have never heard of a “sponsor” in my organization, but I’m sure they exist! I will definitely need to research this topic, as I’m just beginning my journey (long overdue, as I’ve waited for my kids to grow up!)
Very interesting topic and something I have struggled with for years.
Was passed over for a promotion based on politics and backstabbing. Interested to learn more
I have never heard of a sponsor in this sense. We have always used the term mentor within our organization. I can definitely see where having a sponsor is critical! Thank you for the opportunity to win one of Bonnie’s books!
Agree with your comment – it’s so true. It’s important to be supportive of other women and avoid openly criticizing your colleagues.
What we know gets us in the door, but it’s who we know that gets us ahead.
Our parents taught us to work hard and you will be noticed!
I can say that “putting our nose to the grind” has paid off for all of us on our journey, granted along the way we make connections which sometimes hold the key to climbing the ladder.
Treat everyone you meet as a possible ladder step up, you never know who they may know that could give you a new beginning.
In my profession of law enforcement, seeking out a mentor or sponsor is considered “brown nosing.” However it is done under the table and provides the appearance of a secret society. I also speculate it is the “machismo” attitude that stifles many men and women to seek out a sponsor.
This is such an important topic for women. At a conference recently I like the description that mentorship is sponsorships weaker cousin. I look forward to reading the book.
In the non-profit religious world having close friends at various levels in organizations and churches is the most common way to move “upward.” Having solid social and relational skills makes this more possible. Broad relationships keep you open to others and supporting others in their efforts is always a good move.
Would love to learn more about this topic.
I work in education, a field dominated by women, and yet there is still a lack of female leadership. We recently began a women in leadership group, and I look forward to sharing this resource.
Very interesting topic. I enjoy learning more about how to help more women succeed. Would love a copy of the book.
Intriguing.
My first sponsor, with only a year in college (circa 1980), was a woman (back then in a profession that was 82%/overwhelmingly male).
She taught/coached me the efficacy of collaboration in an intensely competitive corporate environment, and the effectiveness of quiet but firm/unrelenting assertiveness principle & strategy over short term impact. This posture served me grandly for the next 30 years.
At the time, I believe I fully appreciated her support and nurturing; but with your distinction made between sponsor/mentor, I now realize how much she’d sponsored me … I’ll have to find her and thank her explicitly.
Sounds like an insightful and helpful book. Love the concept!
Great topic. I’d enjoy having the book.
Given the number of responses already to this post, it clearly is a topic of much interest to women. I wish I’d learned earlier in my career the importance of a sponsor.
Hi Dan / Bonnie,
In the post: “[…] so that both of you don’t miss out on a potentially great opportunity.”
I can see the risk that the sponsor takes in promoting someone (their reputation might suffer if it doesn’t work out like they said). I think I can see the risk and benefit to the protegee: If the sponsor promotes them, they’ll have a new set of expectations to deal with. The risk is they can’t meet those expectations, thus embarrassing themselves and their sponsor – the upside is that their career progresses, and they get more, bigger opportunities to add value.
What I don’t get is – what is the upside for the sponsor? Why would they take this risk? Or perhaps you meant something slightly different, and I’m reading a shade of meaning into “opportunity” that isn’t really there?
Regards,
Johan
I’ve been someone’s sponsor more than once in my life–I personally do it because I like to help encourage, shape, and promote the next generation in my field. When someone I’ve sponsored moves up in my organization or on to another organization, they can help me, too, by sharing insight, information, and networking opportunities that I might not have in my current role.
That makes a lot of sense! Thank you.
Ditto what Rae said. As leaders one of our most important responsibilities is to identify and promote talent in the organization. For me the risk is minimal for the sponsor. The reward is everything.
Very timely! I would love to learn more. I’ve been wrestling with this for the last year.
Dan, this is a great topic that’s more about being a servant-leader than a self-promoter. I’ve seen sponsors in academia, the military, and spiritual discipling. The common thread is the sponsor’s belief that the candidate can “be like me,” so the admonition to, “Make yourself sponsor-ready by making yourself useful to your potential sponsor” is particularly important. Continually asking if you would like to work with or for someone like you should help to curb brazen self-interest and open the door for a promising sponsor relationship.
Timely topic as promotions just came out yesterday at my work. Looking for advice on getting to the next level. I have lots of mentors, but need to know how to get a sponsor.
What a wonderful offer and a great topic that I am very interested in!
I am a leader in a male dominated utility and the opportunity of leadership training for women is few and far between. Leadership is not and should not be gender-specific; however, I continue to witness and experience the lack of confidence in our ability to lead.
What do you look for in a sponsor? How do you get their support?
Definitely interested in this new book.
Very relevant topic right now and another key point would be highlighting why sponsoring others (specifically women and other diversity groups) is beneficial for a company in the long term.
I like the idea of a sponsor – we have mentors here but not sponsors. I’m going to bring this to my leadership team and see if we can get something like this started! Thanks!
I love this topic! Very recently, I benefitted from a sponsor relationship,and it was not intentionally solicited. I was fortunate to be extended a job offer (which I accepted) because of my sponsor. I’d love to learn how to be more intentional about nurturing these relationships, and how to leverage my own position to be a sponsor for others (especially those who might otherwise be underrepresented in my workplace).
Good info…taking time to reflect on those that supported me on my career thus far! (I know I didn’t do it on my own!) Would love to learn more…
Great post. It would be great to have another post provide more details on how to set up such sponsorships. Thanks!
While not a woman I fully support our companies Employee Resource Group Women In Technology. Something that has worked for me in the past is to choose a potential sponsor or mentor based on shared values and beliefs. I then went to them and asked them if there was anything that they wanted changed or started but didn’t have the resources to do it? I suggest getting approval from your immediate leadership first, it wasn’t a problem for me but might be for others. BTW, be ready to pull up your sleeves if you do this, I got one fantastic project that is the biggest challenge of my career.
This was a very timely conversation for me! I am in a unique place where I have a direct line to senior leadership and I am trying to learn from them.
Familiar with the Mentoring process and have had mentors (and still do) throughout my career; however, I have never thought about Sponsorship. Very intriguing! Interested in learning more.
Gotta say – I’ve had great male and female sponsors – but more men – fair-minded with inclusive vision. My sponsors have approached me, so I probably would not know how or whether to promote myself. Looking forward to this book!
This post speaks to me! Thank you for addressing it. I never thought to differentiate between mentors and sponsors, but it makes absolute sense. The next question is “the art of engaging a sponsor” :). I would love to be one of the recipients of the book and would love to share my experiences with its application of the strategies provided.
I was promoted to a new role a year ago after many attempts at interviewing for similar open positions. After reading this post, I can definitely say one thing I did not leverage was the opportunity for a sponsor whom could have assisted with a promotion sooner. I will definitely utilize this tip for future job openings in my organization.
Would love to win a free copy and learn more tips and advice from Bonnie Marcus. 🙂
So true that women are undersponsored. I wonder if it’s because men are afraid of sponsoring women? I see it all the time. It’s not about just putting your head down and hoping someone notices, you gotta get out there.
Interesting – looking forward to learning more about how to approach this situation appropriately!
These articles have been so beneficial to me and my career. Would love to win a copy 🙂
Having moved up the corporate ladder, I have had to work harder and smarter and still find myself overworked and under paid compared to male counterparts. I look forward to the insight that this book brings.
I appreciated this post, the over-mentored under-sponsored concept resonated with me. I work in an org that down plays female contributions and actively advances men just like them. I’d like to read your book for greater insight about what to do to flourish.
I would love to read this!
Very relevant topic, especially as we learn that the things we need to do aren’t always, as women, what we were taught and conditioned to do growing up.
Over mentored and under sponsored rings true to me. It’s stifling to work in an org that undervalues female contributors and promotes men “just like them.”
I’m a mom of 4 girls in their 20’s just starting their careers. I would a copy to share with them!
Although I work in a field that is predominantly female and hold a role in leadership, it is still males that hold the highest positions in my organization. I am very interested in this book and how it can help me tap into my potential of achieving a higher position in my field.
It’s an interesting concept. I never really thought about the difference between a mentor and a sponsor before. It’s a relationship that I’ve cultivated but never realized that there was an official name for that.
Interesting post! I have cultivated a sponsor relationship but didn’t realize that there was an actual term associated with it or that it was, in fact, different from a mentor relationship.
I’m intrigued to learn more from Ms. Marcus. As a federal government employee, our leaders, are striving to improve and provide employee engagement and support the workforce through informal mentor and sponsor programs. I look forward to hearing more strategies on how to implement and empower our female leaders, like myself. Thank you!
I’m always looking for opportunities for growth, both personally and professionally. I try to encourage the women I work with as well as my own daughters to seek out opportunities where they can. Regardless, I’ll be adding this book to my list of to-reads.
Great point in highlighting the difference. Much like there is a difference between mentor and coach, a sponsor is also uniquely different.
I would love to read this book. Sponsorship is so important. My sponsor, who was influential within my organization, recently retired and I realize now the importance of having more than one sponsor!
I would love to learn more about this. I would love to win the book, but I look forward to reading it no matter what. You hear so much about mentors that I have not thought about sponsors and the differences. Interesting learning opportunity. Thanks for always being on the cutting edge.
I am curious if research has been done into whether there is more success for women who have a male versus a female sponsor. It shouldn’t make a difference – that’s my opinion – yet I suspect it largely differs based on the gender of the sponsor.
At the 2019 Professional Business Women of California conference, I heard Molly Ford, the Sr. Director of Global Equality Programs at Salesforce speak about bringing your own folding chair when you don’t get offered a seat at the table. She gave actionable advice on that, as well as speaking on the topic of sponsors/advocates and not just mentors.Here’s some key points she shared:
o Advocate for others. Be a career sponsor and advocate for others when they aren’t even in the room. Keep their names on the ideas you are floating up and supporting for them.
o Amplify the voices of women. Host inclusive meetings and ensure all voice are heard. Practice the “She-peat” in meetings-“That’s a great idea Ana. Let’s talk about that more.”
o If you are a leader, make sure all of your people have had an “above and beyond the job role” win.
o Create opportunities for others
o Ask your company to complete an equal pay assessment so they can work to close the gender wage gap. Equal pay for equal work. Women should not have to ask for equal pay, the company should be ethical.
o Find a mentor who excels at something you want/admire. Have both men and women mentors, and who are inside and outside of your company. Make it a point to include mentors who are underrepresented minorities and/or perhaps someone that doesn’t look like you.
o Don’t be a first or only. Make sure you are not the last.
o Think about allies you have in the room you are walking in to
I’ve always thought of our roles as friends, leaders, and mentors to build people up to the point that we are willing to fight for them and their growth. I have not really found people willing to risk their necks out for me, but I may just be ignorant to situations that would require it.I do however fight to ensure that team members get the best support possible… even if that means them moving on to better prospects.
I would love to read this book. My sponsor, who was highly influential within our company, recently retired and I realize the value of having more than one sponsor.
Would love to read Bonnie’s book. As a woman and a remote employee, this is a challenging area for me as I look to advance my career.
Thank you for the opportunity and topic. This is a benefit to so many. The book should be shared, not shelved once read. Thanks again!
I would love a copy of this book!
I would love a copy of this book!
Fascinating distinction of mentor vs sponsor, and a challending application to dedicate yourself to filling the right role for people that depend on you. As a manager, I can see how some of my team needs sponsorship and others need mentorship, but I may not always be the right person for either. On the flip side, it is much easier for me to categorize mentor or sponsor with people that I lean on based on what I have taken from the relationships. Curious to learn more!
Great information, I’ve never heard of sponsorship at work and am excited to learn more about it. I am currently working toward a promotion that has been discussed for some time, however the politics of the organization seem to be impacting progress forward. I would love to be considered for the book giveaway to help me navigate through all of it.
Looks like an interesting read. Thanks!
It is true that we all have mentors but very few sponsors! Great read!
Sponsors are also different than mentors because they help get your name out there. Help get you on certain projects or teams that could benefit your career. I appreciate the info on how to start looking for a sponsor. While mentorships are good for development, I feel sponsorships are good for new jobs and promotions.
I have definitely found this to be true in my current organization as I’m looking for promotional opportunities. I old saying “It’s all about who you know” is very true, but I’ve learned it’s way more than just knowing someone! It’s so important to have an advocate! As someone once told me – your’re never in the room when your future career decisions are made.
Great topic!
This I did not know-Sponsors on the job. I’ve drafted several emails and neglected to send them based on my own assumptions about “power politics” on the job. Majority of my colleagues are women. I manage all women and often share with them ways to advance their own careers or building a profile using their resources. Project Management and professional development to name a few.
Working in an industry that is predominantly male, I have seen positive culture shifts as more women are hired in and become part of the team. Resources such as this will continue to prove valuable to team leaders.
Sponsorships tend to happen organically and can begin as a mentor situation. Be careful not to force it. Its also very important to ensure you have the right sponsor – look at their reputation in the organisation, what is being said about them when they are not in the room. It is not only who you know but who they know and who they may have upset in the past.
I would love a copy of the book! I’m just starting a new career after a number of years out of the workforce. I feel a new sense of drive and ambition that I did not have earlier in my career.
I would love to hear more about specific actions to take, in order to develop work relationships outside of my current role or department.
I like the idea of a sponsor – and thinking back on my career promotions I think I have unofficially had them in good managers and colleagues who saw my potential and promoted my skills. Great article, thanks!
Thank you for sharing the difference between sponsor and mentor. Interesting when you said over mentoring and undersponsored.
Intriguing dialogue and a timely topic. Would love a copy of the book!
Really refreshing to read this, especially the comment about how women can sometimes tend to be over mentored and under-sponsored.
I’ve often had colleagues come over and ask me if I would need a mentor. In many ways this is humbling to know that there is someone who thought of me and wanted to help. I like the idea of working hard too. However in my cynical opinion, despite working diligently the last 10+ years at my organisation, despite being the colleague to just get stuck in and support behind the scenes, it doesn’t result in any change.
When I approached someone to be a sponsor too, that didn’t go down well as their team thought this leader was too senior to sponsor me! It made me reflect on whether my approach had been right or whether the fact that I’m BME, a carer and a woman of a non-privileged background had anything to do with this decision. I would hope not, but there is that added element there I sometimes feel – where if you are “different”, it can be even more complex and challenging to get promoted.
Great topic – would love to have a chance to learn more. Sponsorship is different than mentorship and is critical in most organizations.
Great article interested in learning more.!
Great insight on the difference between mentorship and sponsorship. This should be a book for both men and women. Don’t care for the sexist slant. Reverse sexism is just as bad as the old fashioned kind. No place for either.
Don’t see that this book qualifies as ‘sexism as from what I can tell it is meant to help women, who are underrepresented in leadership roles in part because men have historically, and perhaps more informally, had the benefit of sponsors within the workplace. Suspect all genders can benefit from this book. And agree with you that sexism is bad in any form.
I just watched a wonderful Ted Talk on this same thing, and couldn’t agree more! You not only have to deliver quality work product, but it helps to have a sponsor to advocate on your behalf.
I haven’t heard of the concept of a sponsor before and so very keen to find out more. I’ve recently been proactive in finding a mentor, but now interested in take the next step in proactively supporting my own own path to get ahead!
This hits very close to home for me and is something I’ve been working on. Thanks for the post!
Thanks – How would you go about asking someone to sponsor you? I have a number of advocates in my organisation who have helped me grow, however, I am concerned that formally asking for a sponsor seems quite forward and indicates to me a raw ambition which doesn’t really line up with my leadership brand.
Actively seeking sponsorship might be my own weakness. For those of us coming from a conservative family we tend to be raised to show extreme on gratitude and respect for the mentors around us; the mindset of work hard and good things will come. However, as this post recognizes the importance of power politics, reality is a little more complex than “keep your head down and work hard”. Women and men alike need to assert themselves and actively seek sponsorship if they truly desire a promotion. A mentor is a great (probably the most important) tool to have, but a mentor is there to develop you in your current position whereas a sponsor can afford you the opportunities that are needed to develop your future.
Great topic! Looking forward to reading the book.
This is an excellent topic, we often don’t think about making a distinction between mentors and sponsors and I’m not surprised that women seeks sponsors less. I have been mentored and have been lucky to have two sponsors (or at least sort of like sponsors), one male and one female. Both helped me move up in an organization and one helped equalize me in an organization (I was paid one-third less than my male counterparts and they thought it was wrong). I am grateful for that. I would love to read the book!
Wow, what timing! I’ve received rejection letter after rejection letter in my pursuit to move upward and onward. I’m learning, through the struggle, about how important this process is. Now I can put a name to it. I’m currently re-evaluating my approach and taking a closer look at my surrounding “powers that be” and I’m realizing I’m going to have to move outside of the comfortable bubble I’ve created for myself. I guess it’s time to decide how bad I want to promote.
I had the hardest time getting promoted, until I found a Mentor, who later my Sponsor. The prtraining was invaluable! I wish companies would facilitate more Mentor/Sponsorship programs. Provide a safe environment with resources (practice assignments designed to develop the skillsets need for the next level).
An interesting yet conflicting area of Organizational issues in the current context!
One needs both a mentor and a sponsor for getting a desired promotion while performing well per the defined job role and management expectations. My work experience reveals that both influencers are there at any organization. Your mentor can be your role model and the well-wisher who encourages and guides you with interest to learn new things. At times, HR Top Executives become a guiding force. A sponsor can be your immediate superior who finally recommends you for the next level of promotion.
Working in a male dominated company that was founded over 100 years ago, being a gen X female can be a death blow. Ageism is sadly alive and well.