Is a promotion an outcome or a goal?

Is achieving a promotion the outcome of doing great work, thinking through a good self brand and having a thoughtful career plan?... or it is the goal itself?

I think it's an outcome. You can have great skills and leadership abilities and still never get that promotion. However, you're not any less of a great leader where you are.

The goals should be to have the career focus, skills, and reputation you desire through excellent planning, mentoring, networking and sponsorship. The outcome of this thoughtful approach to your life should result in the jobs and levels you desire. However, the promotion is only one measurement of success.

Do you apply for jobs you want or for which you are overtly qualified?

It's not an issue unique to women but we are the main audience for the message.

I was recently offered a chance to apply for a job.  I listened to the description at the meeting, immediately pointed out that I did not have what I perceived to be the core skill set (vs. asking what they saw as the main skills for success) and offered to send them more qualified candidates from my network.

<grin> They offered me the job any way.

Do we put more diligence against allowing ourselves to go for assignments we want than we do in being self-aware in other areas of life? e.g. as a parent, a spouse, a driver… all influential and important efforts too

What holds us back is often personal and unique, though collectively women don't apply as often for stretch positions. Why are we turning down jobs we haven't even been offered yet?  If we have the support and sponsorship of our communities, we should allow ourselves the reach.

Catch22 - job / experience

I have a 23 year old son. My living room is often filled with the ambitious, the lost, the determined and the clueless ages 19 – 26. Some already have a Masters degree. Some are still trying out the minimum wage route. All of them feel burdened by the "need experience to get a job; need a job to get experience" conundrum.

There is a middle ground; it's your personal brand. Mentors help you develop it. Sponsors promote it. And only the brand holder can define it.

At a very basic level:

1.       What 3 words do you wish folks would use to describe you in a job?

2.       What have you done this week to demonstrate those attributes to others?

3.       What do you have planned to do?

If you're a coffee pourer and want folks to know you're "creative, intelligent & people-savvy" (for example), what can you do in your workplace (and outside of it) to showcase the best of yourself?

·         Volunteer opportunities

·         Work committees

·         Extra assignment /offer of help to someone

·         Conversation with your manager to ask for any of the above

·         Build your network to ask other people how they've managed the transition

Just a few ideas that show how you can demonstrate ability before getting paid experience. Demonstrating the very skills for which you hope to be hired can be very powerful in getting you the paid opportunities.

Sponsorship - troubleshooting

How do I turn a non-supporter into a sponsor – or at least neutralize those saying negative things about me?

First, ask if the person is actually enough of an influencer that it matters to you or your communities what they say. My ex-hubby is always going to be a fan of my art and a non-fan of me as a partner and I’m good with that. J

If it does matter, then avoid the “they say/ I say” where you give differing stories to the same listeners. Instead, consider sitting down with the other person and asking the following:

“What would it take for you to either believe in me /that I can do X?”

While you might not ever get them to be a fan, you can at least ask how you can correct any negative impressions they might hold. Be careful not to ask for their opinion and then explain to them why they are wrong… Perhaps listen and ask again “What can I do to help shift your perception?”

Sometimes that simple gesture is all it takes. It’s a scary step but often well received.

We talk with mentors regularly. How often should we talk with sponsors?

Often, you have a relationship with the person outside of their sponsorship. Let that relationship be the guide vs. having to remind them that you count on them as a sponsor as well.

For those in a professional context with whom you only have occasional contact because sponsoring you upon request is your only reason to interact, then include them on your updates (monthly, quarterly, etc.) of keeping in touch/ articles / ‘thought you’d like to know’ that you share with your network in general. Be sure to note any of your sponsors’ changes in jobs or accomplishments along the way and send a note /give a call in support. (sponsors love sponsorship too)

How do I let folks know I’d be willing to be their sponsor?

When you praise or thank someone, let them know that if there are places where they promote that particular project, skill or attribute, that you’d be willing to be a reference. Be clear if your sponsorship is active or passive (see previous post). Most folks will not turn you down.

Sponsorship – you may already have it but do you know what it is?

Let’s start with what we know.

Studies have shown countless times: the most trusted communicator and biggest aspect of employee retention is a good people manager. How many of us have used a trusted people manager as a reference and ongoing place for ‘checking in’?

Most of us have a manager – short of running your own small company, there is someone to whom you must answer for your activities, productivity and results.

Some of us also have sought mentors beyond our managers and friends with good advice. Not as common, not a role as well understood, not something we think to offer or use on an ongoing basis.

Today, we hear a lot about sponsors. Like mentors, we sort of know the two things might be linked. There are books saying how we need them. Personal brand seminars urge you to identify them. Companies or artists might see sponsors as a means for financial supplements on top of bank loans or grants.

We have all used references. These are people who we hope will talk to our strengths and help us land projects and positions we desire. Or fix us up with nice dates. Or sign our passport applications. Or help get our applications approved.

Let’s look at career sponsorship. Many of us have given references. The call comes a day before: “Can you be a reference? Just tell them how it was to work with me!” “Sure,” we say. “No problem. You know I’m a fan.” We might check the rules our workplace has about providing references to past employees  - or we might be doing it as a personal favour for someone with whom we worked at another company – or it might be an internal reference. “Joey is great; you can’t go wrong with Joey!”

Mentors and sponsors – the search for the magical silver bullet of attaining a great career or coveted “in” seems a cheerleading squad away.

Seems simple; so why all the questions?

The meaning of words

“Mentoring,” “coaching,” and “sponsorship” are common terms; we need to be clear about what we are seeking and why.

Let’s spend a moment reviewing mentoring vs. coaching.

A direct manager, even with genuine concern for supporting a worker to a promotion or new assignment, is first and foremost occupied with – and accountable for - getting the current job or assignment done to the best of the employee’s and team’s abilities.

This can create uncertainty of where the mentoring relationship fits/does not fit in the workplace; it can feel in direct opposition to the manager’s immediate performance needs.

Mentoring puts the work and the success back on the mentoree. The mentoree owns their actions and decisions at all times. They choose – or don’t – to take the advice or challenges given by their mentor. They are answerable to no one but themselves on their progress. The mentoree sets the direction and the mentor guides.

Both a manager and mentor will create dialogue, encourage you and nudge you. However, while both your manager at work and your mentor "coach" you - there are some differences in the approach.

Manager - coaching	Mentor - coaching
Direct or indirect reporting line	No direct or indirect reporting line
Clarify your existing job & accountabilities for you	Explore broad career options
Create objectives for your current assignments	Encourage self-reflection and goals
Teach to have good performance on their team and for their projects	Ask questions around perceived barriers with only your development in mind
Support personal & career development – usually inside your organization	Support personal & career development for anywhere you choose
Hold you accountable for following direction and achieving your & their team objectives	Cheer you on, while pointing out when you are not being accountable to yourself
Assign actions	Suggest actions
Listen and escalate issues as they impact the team or project	Listen and keep information as confidential
Fundamentally one of obligation, driven by your manager	Fundamentally one of choice, driven by you

 So what does a sponsor do?

A sponsor is there to support choices you’ve made with your manager or mentor – or perhaps as a result of your own self-reflection. They might question your choices to better understand them but ultimately their role is to work with you to plan how best to use their influence to get what you seek.

A sponsor is part of your PR campaign; a sponsor is your billboard. A sponsor reflects who you are and what you are seeking and backs those choices with their own brand.

So when does sponsorship come into play?

Any time; all the time.

The first time you went after a babysitting job and needed to reassure a nervous parent that you could be trusted not to empty the fridge or host an impromptu party or the time you wanted to join your first volunteer board – you have been using sponsorship in some form.

Why do I need sponsors?

It is a frame of reference that provides reassurance and context when forming a new relationship.

You have probably already needed supporters and references throughout your career. We need someone to speak up for us at any time – from informal introductions to expand our networks, to new teams looking to understand each other, to job searches, to finding a mentor.

Who can be a sponsor?

Anyone can be a sponsor; even those you think might not hold obvious power/influence. If someone is willing to stand up for you and support your brand that can have a powerful impact. Think of a person who reported to you who would publicly state they would be willing and eager to do it again or the peer who sent a note of praise or thanks.

A sponsor – according to the Mirriam -Webster dictionary is:

1:  one who … undertakes responsibility for the person's religious education or spiritual welfare

2:  one who assumes responsibility for some other person or thing

3:  a person or an organization that pays for or plans and carries out a project or activity

According to the Free Dictionary, a sponsor is:

1. One who assumes responsibility for another person or a group during a period of instruction, apprenticeship or probation

2. One who vouches for the suitability of a candidate for admission…

5. One that finances a project or an event carried out by another person or group

 Let’s think of a sponsor as someone vouching for a candidate’s suitability or backing a person’s idea or project in some fashion.

Where do I find sponsors?

Everywhere.

A sponsor can come from beside, below or above you and, sometimes, even outside your circle.

We are observed every day: the kind word you have for the coffee barrista who starts remembering your favourite drink; the other team who had to do the project your team’s way and were allowed a voice (or not) in some other way; the eye rolls; smiles; promises (kept or not) – it is not just the big end results but our walk along the way that is noted, filed and discussed. You might be surprised how many folks have an opinion about you, your work and your attitude /ethics /character.

A sponsor is someone who knows you and on whom you can rely to spread your story the way you wish it to be told. A sponsor is someone you trust and who trust the foundation and consistency of your actions.

As well, you can have multiple sponsors at any time; it is not an exclusive relationship – which is why you can also sponsor more than one person.

However, there are a few building blocks which should be in place before you start asking people to be a sponsor. Like any role, it becomes simpler if accountabilities and expectations are discussed and defined.

1 – Identify the types of sponsorship you are seeking

Understand and negotiate with your sponsors the type of sponsorship you are seeking at any particular point in time. Permutations will reflect both parties and can change over time.

To the extent that you both agree is possible, your sponsor can be any or all of the following:

• Advocate – speaking on your behalf
• Fan – cheerleader, believer
•  Reference – thoughtful feedback and character opinions
• Patron – financial or other type of backer
•   Champion – campaigner, activist
• Supporter – positive place in your network
•  Mentor  (or ex-mentor) – working with you to define long-term goals

A sponsor can also be active or passive.

• An active sponsor will talk about you without being prompted and may seek opportunities to reference you in a conversation.
• A passive sponsor will wait to be approached before offering their insight /experience /opinion.

Depending on your requirements, you will need to ensure your sponsors agree to take on an active role. If you have been a sponsor, you probably waited for the phone to ring and did not necessarily go out and beat the bushes to extoll the virtues of the person you were sponsoring. The onus for building a brand still falls to the person being sponsored.

2 – Remember that sponsorship is a relationship requiring care & feeding

I believe mentoring is:

·         Building a community for others

·         Relationship-based

·         Collaborative

·         Fluid and inclusive

The heart of successful mentoring and excellent sponsorship is therefore in the relationship.  Like dating, sponsor relationships don't always work out.

Sometimes the chemistry just isn't there; the two people involved just don't understand each other. Maybe neither can agree on a definition of "sponsorship" or what actions are required. Maybe someone is just looking to do superficial approaches when the other is looking for substance.

Sponsorship is an activity driven by the sponsor and sponsored, requiring action as well as trust by both.

Be true to yourself. Be ready to do some work (on either side of the relationship). Be prepared to date a little if necessary.

3 – Know your brand; arm your sponsors

In the past, for many of us the approach to sponsorship was: do good work; hope people say nice things about it. As we become more mindful about our careers and lives, it makes sense to become more thoughtful about how we create support for our aspirations.

When looking for sponsorship, you can offer:

• Exact purpose of sponsorship (general /ongoing or particular /time-boxed)
• Specific skills, traits or attributes you wish to be mentioned
• Adjectives & adverbs you want as your descriptors
• Timelines in which sponsorship will (or will not) be useful
• A request for active or passive support
• A discussion to ensure your sponsor is actually comfortable with the request
• An ‘elevator speech’ about you and/or what you’re seeking
•  A view to how sponsorship might be mutually beneficial

It is like writing your personal ad with (or for) your sponsor. This helps your sponsor feel more confident that they can support you properly and for you to be comfortable with what might be said.

Why does any of this matter?

According to the US Department of Labor, the average worker changes careers three to five times. As well, a 2008 study by the US Department of Labor cites a person will change jobs every 4.1 years, making it seven to ten jobs across the multiple careers. Some of us have changed twice that much already and are not yet done in our careers. We need sponsorship as a tool in our tool box to build the lives we can value.

Mentoring and sponsorship require time and effort; great mentoring and sponsorship require us to take accountability for our own desires and careers. Our lives are all about relationships, choices and dreams; as those carve a trail both behind and before us, our personal stories form. Sponsorship is a means to spread our story and share the stories of others. Sponsoring and being sponsored is another tool by which we build community.

Building community is how we flourish – however we define success.