The Sponsor Effect : How to Be a Better Leader by Investing in Others

Are you investing in the right people? Many people know the benefit of finding a sponsor--someone who goes beyond traditional mentorship to partner with a junior-level employee to help build their skills, advocate for them when opportunities arise, and open doors. But few realize that being a sponsor is just as important to career growth as finding one. According to new research from economist and thought leader Sylvia Ann Hewlett, senior executives who sponsor rising talent are 53 percent more likely to be promoted than those who don't. Similarly, middle-level managers who have proteges are 167 percent more likely to be given stretch assignments. Well-chosen proteges contribute stellar performance, steadfast loyalty, and capabilities that you, the sponsor, may lack, thus increasing how fast and how far you can go. But how do you find standout proteges, let alone develop them so that they're able to come through for you and your organization? This book has the answers you need. Combining powerful new data and rich examples drawn from in-depth interviews with leaders from companies such as Unilever, Aetna, Blizzard Entertainment, and EY, The Sponsor Effect provides a seven-step playbook for how you can become a successful sponsor. You'll learn to: Identify the right mix of proteges Include those with differing perspectives Inspire your proteges and ignite their ambition Instruct them to develop key skill sets Inspect your picks for performance and loyalty Instigate a deal, detailing the terms of a relationship Invest three ways and reap the rewards Along the way, you'll discover the enormous benefits of investing in these valuable relationships. Who's delivering for you? Who has your back? Whos burnishing your brand and expanding what you can get done in this world? Sponsorship is a two-way alliance where a leader partners with junior talent to build their skills and advocate for their promotionall while receiving stellar performance and loyalty in return. Many know the benefit of finding a sponsor: men and women with sponsors are much more likely to progress to the next rung in their careers than those without. But according to author Sylvia Ann Hewlett, being a sponsor is just as important to career growth as finding one. Senior executives who proactively sponsor others are 53 percent more likely to receive a promotionand middle-level managers who have proteges are 60 percent more likely to receive a stretch assignmentthan those who don't. But how do you find potential proteges, let alone develop your picks so that theyre able to come through for you and the organization? You'll find the answers in The Sponsor Effect. Combining powerful new data and vivid narrative drawn from in-depth interviews with leaders from companies such as Google, Blizzard, American Express, and EY, this book provides a seven-step playbook for how leaders can become stand-out sponsors. You'll learn to: - Identify the right proteges, including those who offer differing perspectives - Develop your proteges' skills and ignite their ambition - Inspect your picks, so you know theyre delivering for you - Make the ask and spell out the terms of your relationship - Publicly endorse and advocate for your proteges - Leverage that talent to expand your influence and grow your capabilities Along the way, Hewlett maps out and measures the enormous benefits for managers and executives who invest in this valuable relationship. Who's Delivering For You? Who Has Your Back? Who's Burnishing Your Brand And Expanding What You Can Get Done In This World? Sponsorship Is A Two-way Alliance Where A Leader Partners With Junior Talent To Build Their Skills And Advocate For Their Promotion--all While Receiving Stellar Performance And Loyalty In Return. Many Know The Benefit Of Finding A Sponsor: Men And Women With Sponsors Are Much More Likely To Progress To The Next Rung In Their Careers Than Those Without. But According To Author Sylvia Ann Hewlett, Being A Sponsor Is Just As Important To Career Growth As Finding One. Senior Executives Who Proactively Sponsor Others Are 53 Percent More Likely To Receive A Promotion--and Middle-level Managers Who Have Proteges Are 60 Percent More Likely To Receive A Stretch Assignment--than Those Who Don't.-- Part One. What Every Leader Needs To Know: Sponsorship And The Power Of Protégés -- Presenting The Research -- And Common Mistakes -- Payoffs For Sponsors -- Part Two. The Playbook For Success: Identify Potential Protégés -- Include Diverse Perspectives -- Inspire For Performance And Loyalty -- Instruct To Fill The Gaps -- Inspect Your Prospects -- Instigate A Deal -- Invest Three Ways -- Bringing It All Together -- Part Three. Dangers And Legacies: #metoo, The Third Rail? -- Legacy. Sylvia Ann Hewlett. **Are you investing in the right people?** According to new research from economist and thought leader Sylvia Ann Hewlett, senior executives who sponsor rising talent are 53 percent more likely to be promoted than those who don't. Similarly, middle-level managers who have proteges are 167 percent more likely to be given stretch assignments. Well-chosen proteges contribute stellar performance, steadfast loyalty, and capabilities that you, the sponsor, may lack, thus increasing how fast and how far you can go. This book has the answers you need. Combining powerful new data and rich examples drawn from in-depth interviews with leaders from companies such as Unilever, Aetna, Blizzard Entertainment, and EY, __The Sponsor Effect__ provides a seven-step playbook for how you can become a successful sponsor. You'll learn to: Along the way, you'll discover the enormous benefits of investing in these valuable relationships. Who's delivering for you? Who has your back? Who's burnishing your brand and expanding what you can get done in this world? Sponsorship is a two-way alliance where a leader partners with junior talent to build their skills and advocate for their promotion -- all while receiving stellar performance and loyalty in return. Many know the benefit of finding a sponsor: men and women with sponsors are much more likely to progress to the next rung in their careers than those without. But according to author Sylvia Ann Hewlett, being a sponsor is just as important to career growth as finding one. Senior executives who proactively sponsor others are 53 percent more likely to receive a promotion -- and middle-level managers who have protégés are 60 percent more likely to receive a stretch assignment -- than those who don't.-- Provided by publisher Contents Part One: What Every Leader Needs to Know Ch 1: Sponsorship and the Power of Proteges Ch 2: Presenting the Research--and Common Mistakes Ch 3: Payoffs for Sponsors Part Two: The Playbook for Success Ch 4: Identify Potential Proteges Ch 5: Include Diverse Perspectives Ch 6: Inspire for Performance and Loyalty Ch 7: Instruct to Fill the Gaps Ch 8: Inspect Your Prospects Ch 9: Instigate a Deal Ch 10: Invest Three Ways Ch 11: Integrate and Bring It All Together Part Three: Dangers and Legacies Ch 12: #MeToo and the Third Rail Ch 13: Legacy Notes Index Acknowledgments About the Author