Mentorship, Sponsorship & the Impact of the #MeToo Movement · Mentorship, Sponsorship & the Impact...
Transcript of Mentorship, Sponsorship & the Impact of the #MeToo Movement · Mentorship, Sponsorship & the Impact...
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Mentorship, Sponsorship & the Impact of the #MeToo Movement
WEDNESDAY, JUNE 5TH, 2019
SHERRI LYNCH, M.A.
RACHELLE STRAWTHER, M.A.
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About Today’s Event…
Be curious
Assume best intentions
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Agenda
o Define Mentorshipo Define Sponsorshipo Discuss impact of #MeTooo Discuss best practices for
mentorship
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Have You Had a Career Mentor?
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What is a Mentor?
Source: Center for Creative Leadership
Role Experienced person at any level
Goal Provides guidance for career choices and decisions
Who drives the relationship?
Both mentee and mentor;Mentor should be responsive to the needs of the mentee
Actions Help mentee determine paths to meet specific career goals
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Mentor Relationships…
1. Can be many2. Can be formal or informal3. Can be cross-gender4. Can be specific to a skillset 5. Can be peer-to-peer6. Can be for a specific period of
time or long-term
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Baseline Tips for Building a Mentor Relationship
For people who want a mentor….
o Be specific.
o Communicate your expectations.
o Be proactive with the relationship.
o Ask for feedback.
For people who want to mentor others…
o Be honest and vulnerable (appropriately).o Listen and ask more than talk.o Be willing to challenge.
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What is a Sponsor?
Source: Center for Creative Leadership
Role Senior leader in the organization
Goal Use influence to help employees obtain high-visibility assignments
Who drives the relationship?
The sponsor chooses to advocate for the sponsee, including behind closed doors with other leaders
Actions Advocate for sponsees advancement; champions their potential
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Baseline Tips for SponsorshipFor people who want a sponsor:
o Communicate your desire for new assignments/ projects.
o Have an elevator pitch for your current work.
For potential sponsors:
o Ask around – who’s doing exceptional, interesting work?
o Look beyond your gender and ethnicity (avoid the “mini-me” effect)
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Other Roles…
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Why do mentorship & sponsorship matter?
SOURCE: McKinsey & Company
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oResearch suggests that of the female Fortune 500 CEOs, nearly 70% went for the role at the suggestion of a mentor. (source: HBR)
oWomen get fewer and less challenging assignments than men. (Source: CCL)
oMany other factors (unconscious bias, ‘double bind’, etc.) create barriers for women.
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Connection to #MeToo?
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A Brief History…
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The Impact
o Positive outcomes
o Unintended consequences…
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Since Fall 2017…
o Male managers are 3x as likely to say they are uncomfortable mentoring women o …2x as likely to say they are uncomfortable working alone with a woman.(LeanIn.Org, 2018)
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So, what’s the way forward?
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Best Practices for Responding. . .
o Individually
o As an organization
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Individually
o Know your intento Set clear expectations of each othero Allow mentee to determine meeting logistics (where & when)o Handshakes rather than hugso Lunch rather than dinnero Coffee rather than cocktailso Create an equal playing field
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Organizationally
o Make commitment to mentorshipo Provide training on mentorship & sexual harassmento Create opt-in mentorship programso Build mentorship expectation into performance goals/reviewsoConsider designated mentorship spaces/timesoEncourage group or pair mentoring
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Final thoughts
o Emerging leaders: Take charge of your careers. Make the ask.
o Leaders: Look for those who are overlooked. Be intentional. Create opportunities.