Presentation Transcript

1. #ICAN2014
2. Mentors and Sponsorswith Jo Miller, CEO, Women’s Leadership Coaching, Inc.

3. JO MILLER

   CEO of Women’s Leadership Coaching, Inc. Helps emerging women leaders create a roadmap for their career advancement. A leading authority on women’s leadership, Jo delivers more than 60 speaking presentations annually to audiences of up to 1,200 women. Has traveled widely in Europe, Asia Pacific, and the Middle East to deliver keynotes and teach workshops for women’s conferences, professional associations, and corporate women’s initiatives. 

4. I HAVE SOME UNIQUE

   KOALAFICATIONS

5. THE EMERGING LEADER’S QUANDARY

   You can’t get a higher-level job without leadership experience… But you can’t get the experience without the job.
6. Are you the best-kept secret in your organization?
7. #ICAN2014
8. The most important asset you will build in your career: Your network (Your “Sphere of Influence”)
9. “It’s not enough to have a bright idea. I have seen too many projects led by great, passionate people fail because they tried to be the lone influencer. You have to get the right people in the boat with you. You have to engage the entire human fabric.” Sophie Vandebroek, CTO, Xerox
10. “People with strong networks and good mentors enjoy more promotions, higher pay, and greater career satisfaction.” - Centered leadership: How talented women thrive, McKinsey, 2008.

11. Networking Success Story

    A more senior job opening that was not officially announced. Encouragement to apply. Personal introduction to the hiring decision-makers. Insider information about the skills and qualities necessary to succeed in the job. Consulting advice to answer interview questions she felt unprepared for. Advocacy of people in the hiring committee’s inner circle of key influencers.

12. Your Strategic Networking Plan

    WHO With whom will you build relationships? HOW How will you build those relationships?
13. WHO HOW

14. 5 key people you need in your network

15. This presentation is available at:

    www.womensleadershipcoaching.com/ ICAN.htm
16. The Connector A true ‘people person’ Puts others at ease Knows (and gets along with) everyone Loves to opens doors & make introductions Provides connections to networks, resources and opportunities.
17. The Informational Powerhouse Strives to keep a finger on the pulse Stays current on organizational and industry issues Knows about changes before they occur or are made official Filters useful information from gossip or ‘noise’ Has information in advance about new projects, opportunities, re-orgs, resource allocations, budget changes, etc.
18. The Influencer Not necessarily high-level or high-profile Has the ability to make things happen Gets people on board with ideas and initiatives Gains agreement and collaboration from teams Has a voice with senior leadership Their early support can guarantee the success of your initiatives Their advocacy can get you noticed.
19. The Mentor
20. Heather Hain Sr. Director, TMS Sales Growth Enablement and Client Relations TSYS Merchant Solutions Peggy Dunn Program Manager Farm Credit Services of America

21. 4 S’s of Mentoring Successes

22. How do you get a mentor?
23. “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,” Harvard Business Review.
24. The Sponsor
25. “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, Vice President and General Manager, Gastro/Urology Therapies, Medtronic
26. “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
27. Four U.S.-based and global studies clearly show that sponsorship —not mentorship — is how power is transferred in the workplace.* Only _____ % of women employed in large companies have a sponsor.** 13 * “Why You Need A Sponsor — Not A Mentor — To Fast-Track Your Career,” Business Insider ** “The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011
28. Women 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 underestimate the difference sponsorship can make. “The Sponsor Effect,” Hewlett, Peraino, Sherbin and Sumberg, 2011
29. “… having an active advocate completely changes your career." Kerrie Peraino, Vice President for Human Resources and Chief Diversity Officer, American Express.
30. Who are the leaders in your organization or industry who have the qualities of good sponsor?
31. What a sponsor does What a protégé must do Exceeds expectations, and make their performance known. Demonstrates that they are trustworthy and loyal. Brings something special to the table. Believes in you, understands and values that you can be a leader, and is willing to take a bet on you. Is prepared to go out on a limb for you and publicly support you. In your corner and give you some air cover. - Sylvia Ann Hewlett, author, Forget a Mentor, Find a Sponsor.
32. Emily Blodgett Director, Organizational Development First National Bank Gail Graeve Marketing & Public Relations Consultant
33. There is no “silver bullet” for attracting the attention of a high-level sponsor. - “Sponsoring Women to Success,” Catalyst, 2011

34. How to cultivate sponsorships

    Outperform! Make your value visible Observe the protocols: how does sponsorship work in your organization’s culture? Ask which leaders have a strong track record of developing talent Network across your organization and beyond your direct management chain Look for exposure opportunities to work with or work for senior leaders Have clarity about your career goals Share your career goals with your leaders.

35. 5 key people you need in your network

    The Connector The Informational Powerhouse The Influencer The Mentor The Sponsor
36. This presentation is available at: www.womensleadershipcoaching.com/ ICAN.htm
37. “Don’t be shy or hesitant about putting yourself forward as someone who’s interested in being developed as a leader. It’s important to be savvy about looking for those little opportunities that may not look like a promotion or a new job title. Ask yourself if this is something where you can fill a gap in leadership.” Carla D. Brockman Vice President Corporate Governance and Secretary, Devon Energy