Empowering Women Leadership: Executive Sponsorship in 4 Steps

Over the past decade, many organizations have taken steps to cultivate a diverse pipeline of leaders by establishing formal mentorship and sponsorship programs. It is important to recognize that while these programs share a common goal, they are distinct concepts and cannot be used interchangeably.

Mentorship programs typically involve pairing a less experienced individual, known as the mentee, with a more experienced professional, the mentor. The mentor offers guidance, support, and advice to the mentee, helping them navigate their career path, develop skills, and overcome challenges. The focus of mentorship is primarily on personal and professional development, providing the mentee with valuable insights and knowledge.

On the other hand, sponsorship programs go a step further by actively advocating for the advancement of individuals within an organization. Sponsors are typically influential leaders who use their clout and connections to promote the career progression of their protégés. They actively endorse their protégés for challenging assignments, promotions, and opportunities, leveraging their influence to help them achieve success.

While mentorship and sponsorship programs both contribute to fostering talent and diversity, they operate in different ways. Mentorship focuses on guidance and development, whereas sponsorship involves strategic support and endorsement. Understanding the distinctions between these two concepts is crucial for organizations aiming to create effective programs that empower individuals and build a more diverse leadership pipeline.

Mentorship programs typically take on an informal nature, where employees voluntarily share their knowledge and expertise with their co-workers. These programs facilitate the exchange of insights, guidance, and support to aid in personal and professional development.

In contrast, sponsorships are more formal programs designed to propel the careers of rising leaders. Sponsors are matched with individuals who show potential and are explicitly focused on advancing their protégé’s career. Sponsors utilize their influence and power within the organization to create opportunities and advocate for their protégé’s progression.

During her speech, Kristen Howe highlighted a common challenge faced by Women in the workplace. She noted that women often receive ample mentorship but are lacking in sponsorship opportunities. While mentorship provides valuable knowledge and advice, it does not necessarily directly impact a woman’s advancement rate. On the other hand, sponsorship plays a crucial role in empowering women by instilling the belief that they can reach executive positions within the organization. Sponsorship fosters a sense of belonging and support, enabling women to strive for and achieve higher leadership roles.

Howe emphasized the need for women to have access to sponsorship opportunities, as they are instrumental in propelling their careers and fostering their confidence in pursuing executive-level positions. By addressing this disparity and focusing on sponsorship initiatives, organizations can work towards creating an environment where women feel empowered and valued, ultimately leading to greater gender diversity in leadership roles.

Benefits Go Both Ways

According to a study conducted by Linkage, employees who have sponsors are 69 percent more likely to believe that they will progress to higher-level positions within their organization. Additionally, companies with sponsorship programs experience higher retention rates. These findings underscore the significant impact of sponsorship initiatives in the workplace.

Sponsorships are powerful due to their two-way nature. When leaders within an organization consciously decide to advocate for and actively engage with women and underrepresented individuals in their ranks, a strategic alliance is formed. This alliance benefits both the protégés and the sponsors themselves.

Protégés gain from having advocates who work on their behalf for career advancement. Sponsors utilize their influence, connections, and resources to create opportunities for their protégés. By doing so, they contribute to the growth and development of these individuals, leveraging their unique strengths and capabilities.

At the same time, sponsors themselves derive benefits from the relationship. They can effectively identify and nurture the strengths of their protégés, strategically aligning their growth with the organization’s objectives. By leveraging the protégés’ unique talents and abilities, sponsors contribute to the overall success of the company.

The symbiotic nature of sponsorships creates a mutually beneficial dynamic, where both the protégés and the sponsors experience personal and professional growth. This approach fosters a supportive culture within the organization and cultivates an environment that values diverse talent. Ultimately, sponsorships play a pivotal role in driving success at both the individual and organizational levels.

To ensure the success of an executive sponsorship program, Kristen Howe suggests following these four steps:

1. Define your “why” and track the program: It’s crucial to have a clear understanding of why the sponsorship program is being implemented and to gather data to support its importance. HR leaders initiating the program should be armed with statistics that demonstrate the disparity between the percentage of women in leadership positions and the overall percentage of women in the organization or customer base. Additionally, defining success metrics and tracking program performance through measures such as promotion rates, lateral movement, and retention rates of women compared to men is essential.
2. Recruit an influential executive champion: The buy-in of the entire leadership team is necessary for the success of sponsorship programs. Organizations should create an environment that fosters sponsorship, and executives need to exemplify what it means to be a successful sponsor. Identifying an influential executive champion who can promote the program and ensure its integration into the core values of leadership is crucial.
3. Teach sponsors how to sponsor: Providing clear guidance on the role of sponsors and offering foundational training is vital. Being an effective executive does not automatically make someone an effective sponsor. Sponsors need to understand the unique responsibilities associated with sponsorship. A successful program should define the role of a sponsor and hold executives accountable for fulfilling their obligations. Helping female executives build confidence, learn self-promotion strategies, prioritize and set boundaries, and clarify their career goals are essential areas where sponsors can provide support.
4. Launch new sponsorship cohorts annually: To provide ongoing inspiration and motivation, it is important to continually launch new sponsorship groups, at least once a year. This approach is particularly significant for Generation Z employees who are entering the workforce with high ambitions. By regularly creating new cohorts and promoting them internally, organizations can generate excitement and demonstrate their commitment to developing diverse leadership. Creating multiple pathways for participation and engaging sponsors to encourage other executives to become sponsors helps ensure the program’s continued growth and success.

By following these steps, organizations can establish and sustain effective sponsorship programs that contribute to the advancement and retention of women and underrepresented individuals in leadership positions.

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