Mentorship and Sponsorship

To grow our technical leadership skills, it’s critical to lean on one’s network of support. We often find mentors: people who can give us helpful advice. But what can be even more valuable is finding “sponsors”, who help us find new opportunities and improve the visibility of our work. As sponsorship is especially important for members of underrepresented groups in tech, we’ll walk through tactics you can employ today to be a sponsor for those around you, too.

Read more: https://larahogan.me/blog/what-sponsorship-looks-like/

Transcript

1. Mentorship + Sponsorship Lara Hogan @lara_hogan larahogan.me/sponsors/
2. Growing in our careers
3. Who do you lean on to help you grow?
4. “Mentorship” is a catch-all term for lots of different skills.
5. Mentors
7. Mentorship: Giving advice, based on your experience.
8. Mentorship is great when you want help onboarding or getting unblocked.
9. Advice is just one thing a mentor gives. There are residual benefits from visible proximity and tangential relationships to be gained.” “ — Kristy Tillman
11. Honesty Flexibility Reciprocity Active listening Mutual respect Personal connection Shared values Qualities of a successful mentor relationship: Hilary Sanfey, M.B.B.Ch., M.H.P.E., Celeste Hollands, M.D., Nancy L. Gantt, M.D.
12. Mentees should find more than one mentor. Hilary Sanfey, M.B.B.Ch., M.H.P.E., Celeste Hollands, M.D., Nancy L. Gantt, M.D.
13. Be a responsible mentor. Hilary Sanfey, M.B.B.Ch., M.H.P.E., Celeste Hollands, M.D., Nancy L. Gantt, M.D.
14. It’s okay to end a mentor relationship. Hilary Sanfey, M.B.B.Ch., M.H.P.E., Celeste Hollands, M.D., Nancy L. Gantt, M.D.
15. Mentoring, or coaching?
16. Coaching is great when you want help navigating a challenge.
17. Sponsorship
19. Illustration by Catt Small
20. Mentors give perspective, sponsors give opportunity.” — Cate Huston “
21. The dashboards are slow today. Is there someone who knows how to fix that? Oh, Max fixed our dashboards before. Maybe ask them? Sara’s also been doing a lot of perf work recently. Ask her too?
22. A sponsor confers a statistical career benefit from 22%–30% (e.g. getting a stretch assignment, negotiating a pay raise) Center for Talent Innovation
23. Finding a sponsor
24. 1. Do great work 2. Find someone who knows your work 3. Know how you want to grow 4. Keep them updated
25. 1. Do great work 2. Find someone who knows your work 3. Know how you want to grow 4. Keep them updated
26. 1. Do great work 2. Find someone who knows your work 3. Know how you want to grow 4. Keep them updated
27. 1. Do great work 2. Find someone who knows your work 3. Know how you want to grow 4. Keep them updated This is the hardest step!
28. 1. Do great work 2. Find someone who knows your work 3. Know how you want to grow 4. Keep them updated
29. 5. Give back!
30. Multiple sponsors?
31. Build your Manager Voltron
32. Grow your crew.
33. Be on the lookout for people who: • will push you out of your comfort zone • have different levels of experience than you (both more experience, and less experience) • have experience in a different industry • are good at the things that you’re terrible at
34. bit.ly/wherewithall-voltron
35. Being a sponsor
36. Marginalized people are over-mentored, and under-sponsored.
37. Think about the people you: • Recently asked for advice • Referred to work at your org • Gifted a good book to • Recently promoted, or suggested should work on a big project
38. With a sponsor, women are • 70% more likely to have their ideas endorsed • 119% more likely to see them developed • 200% more likely to see them implemented Center for Talent Innovation
39. Sylvia Ann Hewlett with Kerrie Peraino, Laura Sherbin, and Karen Sumberg: The Sponsor Effect: Breaking through the Last Glass Ceiling (Cambridge: Harvard Business Review, 2010); Sylvia Ann Hewlett, Maggie Jackson, and Ellis Case, with Courtney Emerson, Vaulting the Color Bar: How Sponsorship Levers Multicultural Professionals into Leadership (New York: Center for Talent Innovation, 2012). Employees in large companies who are satisfied with their rates of advancement
40. Have a sponsor: 8% of people of color 13% of white people Center for Talent Innovation
41. Feel obligated to sponsor: 26% of African Americans 20% of Asians and Hispanics 7% of Caucasians Center for Talent Innovation
42. It’s risky for URMs to help others like them Study by David R. Hekman, Stefanie K. Johnson, Maw-Der Foo, and Wei Yang
43. Examples of sponsorship: • Share feedback with their manager to support their next promotion or raise • Shout out/recognize their work in public settings • Recommend them for highly visible projects • Recommend them for company blog posts, talks at company meetings, open source work
44. Mature engineers lift the skills and expertise of those around them.” — John Allspaw “
45. Great teammates lift the skills and expertise of those around them. and names