The Roles of Networking, Mentoring, and Sponsoring in Career Advancement and Professional Growth

#WSLF15 Presented by

Dr. Shelly Yarbrough @yarbroughshelly Dr. April Moore @aprilmmoore

Dr. Dawn Smith @functionalteamYvonne McFadzean @jyvonne08

When you think of networking, mentoring, or sponsorship, what words or feelings come to mind?

Tweet you response using #WSLF15

ACSA Region XIX Women’s Leadership Network (WLN)

The Roles of Mentoring & NetworkingPresented by April Moore, Ed.D. @aprilmmoore

Benefits of Formal Networking

• The benefits of formal networking include the following categories: information learned, building relationships, and career opportunities.• “I belong to several formal network groups that help me stay up to date

and focused, while lending moral and personal support.” • “Able to discuss alike challenges, learn about new laws, work together on

issues and learn about different ideas on how to resolve same issues.” • “I constantly engage in networks. This is where we share ideas,

experiences, stories, burdens, and get renewed and refreshed to go do it again.”

• “Developed a network via email for quick advice. The network provides me with support and a group of more experienced professional to learn about the role of the superintendency.”

• You know, it’s access to people on a regular basis to share issues, problems, friendships, support, knowing you are not alone. Knowing people, finding people you can trust to pick up the phone, safe people. Sometimes it is in your district but sometimes it is out of your district. Once you leave a principalship in a big district, then there’s very few–you are usually in these one-of-a-kind jobs so you really need [laughter] you really need people beyond that, need people to help you reflect.

Benefits of Formal Networking

• You know, it’s access to people on a regular basis to share issues, problems, friendships, support, knowing you are not alone. Knowing people, finding people you can trust to pick up the phone, safe people. Sometimes it is in your district but sometimes it is out of your district. Once you leave a principalship in a big district, then there’s very few–you are usually in these one-of-a-kind jobs so you really need [laughter] you really need people beyond that, need people to help you reflect.

Benefits of Formal Networking

Benefits of Informal Networking

• The benefits of informal networking include moral support and the humanizing element of social media.• “We are able to bounce problems and solution/ideas off of one

another; we ‘blow off steam;’ we keep things confidential, and we celebrate the successes of each member of our group. I know I can count on my colleagues in any situation.”

• “It helped me gain confidence in my judgment and skills. I was also able to provide the same support to colleagues as my skill set expanded.”

Continuum of Support

Which of the strategies have you tried? Which resonate with you? What might you try next?

Net

wor

king

Str

ateg

ies • Attend organizational

events & mixers• Invite a colleague• Initiate regional networks• Leadership team becomes a

network• Invitation to a meal/social

event• Connect through your

Professional Learning Network (PLN)

Men

torin

g St

rate

gies • ACSA mentoring

• University programs• Organizational

opportunities• Initiate mentoring programs• Leadership team members

become mentors• Initiate this role with

someone under you• Invitation to a meal/social

event

Moving from Mentorship to SponsorshipPresented by Dawn Smith, Ed.D. @functionalteam

Mentorship and Sponsorship

• Both mentoring and sponsorship are critically important to career advancement

• Research conducted at the Center for Talent Innovation (CTI) shows sponsors, not mentors provide real career traction• Pay raises• High profile assignments • Promotion

1. The concept of sponsorship is new to me.

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2. Sponsorship is significantly important to career advancement.

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3. Sponsorship is as important for the sponsor's career as it is for the one being sponsored.

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What is a Sponsor?

• An influential backer who believes in YOU• Someone who will get you to the top• Goes out on a limb for you• Opens the door to your next job• Introduces you to the right people• Makes a case for you in those top-level conversations that

could make or break your career

Differences Between Mentoring and Sponsoring

Mentor• Talks with you• Advises• Helps to prepare you to move

up• Identifies strengths and areas

of growth you may not see in yourself

• Helps you navigate the corporate ladder (the unwritten rules)

• Provides a sounding board, shoulder to cry on, support, and guidance

• Little is expected in return

Sponsor• Talks about you• Acts• Makes sure you have all the

right roles • Connects you to important

players and assignments• Offers guidance and critical

feedback because they believe in you

• Expects stellar performance• Expects your loyal support

(trust is at the heart)• Benefits from your success (no

one gets to the top alone)• More risky than mentoring

(spend political capital)

Sponsorship

• The idea of sponsorship has recently gained momentum as companies aim to move more women into corporate leadership positions

• Deloitte, PepsiCo, Intel, GE, Raytheon, AT&T, Citigroup, Morgan and Stanley, and American Express have launched new sponsorship programs aimed at helping women executives find sponsors

• The latest research shows that the vast majority of both men and women feel more satisfied with their rate of advancement when they have sponsors

• A culture of sponsorship is good for everybody• Between 2008 and 2010, managers who sponsored protégés earned an

average of $25,075 more than their peers who did not• The ability to spot talent and help nurture is an asset to senior managers

Importance of Sponsorship

• High-potential women are over-mentored and under-sponsored relative to their male peers

• According to a Harvard Business Review (2010) study of 4,000 MBAs of both sexes, men are still more likely than women to have powerful sponsors (as reported by Catalyst, a nonprofit research group)

• Without sponsorship, women are less likely than men to be appointed to top roles and maybe more reluctant to get them

How to Find a Sponsor• You don’t really choose a sponsor. They have to choose you• Performance counts (You must earn this type of investment)• Demonstrate you will deliver outstanding performance • Always make your boss look good• Be confident • Have a thick skin and take feedback well. Act on any given advice• Build on mentoring relationships

• Identify higher-ups who impress you• Be strategic—clout, not style will turbo charge your career• Two-levels up • Nurture relationships with multiple potential sponsors

• Let potential sponsors see you in action• You need to become a known entity • Volunteer for big/visible assignments, attend conferences, and become active in

your industry• Show you are hungry for an opportunity• Suggest improvement in the way things get done

The Challenge

“Everyone who has realized an amazing vision or exerts remarkable influence can and will point to a series of sponsors, powerful individuals who helped pull them up and fund their ventures or clear a path forward. There are no exceptions.”

--Sylvia Ann Hewlett

References

• Alsever, J. (2012, May). Want to move up? Get a sponsor. Fortune, 165(7), 53-54.

• Fisher, A. (2012). Got a mentor? Good. Now find a sponsor. CNN Money. Retrieved from http://management.fortune.cnn.com/2012/09/21/women-mentorship-sponsorship/

• Hewlett, S. A. (2014). Forget a mentor, find a sponsor: The new way to fast track your career. Boston, MA: Harvard Business Review.

• Hewlett, S.A. (2013). Mentors are good. Sponsors are better. New York Times. Retrieved from http://www.nytimes.com/2013/04/14/jobs/sponsors-seen-as-crucial-for-womens-career-advancement.html?_r=0

• Schawbel, D. (2013). Sylvia Anne Hewlett: Find a sponsor instead of a mentor. Forbes. Retrieved from http://www.forbes.com/sites/danschawbel/2013/09/10/sylvia-ann-hewlett-find-a-sponsor-instead-of-a-mentor/

Which of the strategies have you tried? Which resonate with you? What might you try next?

Spon

sorin

g St

rate

gies • Start w/mentorship & relationship

• Build trust to leverage the relationship• Find someone of influence to be your

sponsor• Initiate this role with someone under

you

Dance Card

Preferred Coach or MentorWhat qualities did the coach or mentor possess?

Effective Networking ExperienceWhat elements worked well?

Action PlanChoose one of the professional relationships discussed in the presentation. What is your role? What strategies will you use? When will you start? In 30 days, with whom will you follow up?

Net

wor

king

Str

ateg

ies • Attend

organizational events & mixers

• Invite a colleague

• Initiate regional networks

• Leadership team becomes a network

• Invitation to a meal/social event

• Connect through your Professional Learning Network (PLN)

Men

torin

g St

rate

gies • ACSA mentoring

• University programs

• Organizational opportunities

• Initiate mentoring programs

• Leadership team members become mentors

• Initiate this role with someone under you

• Invitation to a meal/social event

Spon

sorin

g St

rate

gies • Start

w/mentorship & relationship

• Build trust to leverage the relationship

• Find someone of influence to be your sponsor

• Initiate this role with someone under you

Action Plan

Preferred Coach or MentorWhat qualities did the coach or mentor possess?

Effective Networking ExperienceWhat elements worked well?

Action PlanChoose one of the professional relationships discussed in the presentation. What is your role? What strategies will you use? When will you start? In 30 days, with whom will you follow up?

Continue the Networking:Join the conversation on facebook and LinkedInLike us on facebook at www.facebook.com/ACSARegionXIXWLNJoin our group on LinkedIn: ACSA Region XIX Women's Leadership Network