Want Organizational Change? Be the Leader that Elevates
One of my clients read my book and asked, "Can you tell me more about sponsorship? How can I effectively use my leadership to help high potential employees advance in their career?"
I LOVE this question.
So, how do you become an effective sponsor and enhance the conditions for a talented staff member to be seen, valued, and supported along during their career development? One strategy you can use is creating more visibility for a team member by sharing the team member’s name when opportunities arise and put your name and reputation on the line to advocate for them. Here are some examples:
Is there a big project coming up, like a national advocacy campaign that would have an organizational wide impact? If so, think about talented staff who otherwise wouldn't be considered for this visible opportunity and use your leadership power to advocate for their participation on the project.
Is a leader on a different team launching a recruitment process for a new position on their team? If the person you are sponsoring has the skills and qualifications for the role, let the hiring manager know about them and why you think they would be a successful candidate for the role.
Maybe you are meeting with other leaders to discuss the progress of one of your team’s projects. Tell them about the person you are sponsoring and don't just say "they did a great job on this project;" be specific about how they made a difference or impact on the project. What did they do? What skills did they leverage? How did their actions make a difference for the organization? Be specific about that person’s contributions when talking to others in the organization so that others can clearly see their unique strengths as a member of your team.
I'll never forget when my own sponsor started inviting me to meetings with executive peers. If they wanted his opinions, he’d first turn to me and ask what I thought. His peers were given an opportunity to engage with me and experience my leadership for themselves. And because I felt seen, appreciated, and included, I gave the role my all. As he left for another opportunity, he advocated for me one last time -- telling the interim CEO I was someone who had brought tremendous value but had been overlooked and underestimated. When I did get a promotion, my new peers were already familiar with me and supported my transition into my new role because my sponsor laid a solid foundation for me to be seen within the organization.
Sponsors are key to achieving equity at the workplace. Without someone rooting for us, the systemic inequalities embedded in many nonprofit cultures mean that there are some talented people, often those who are Black, Indigenous, or other people of color, who are less likely to be considered for opportunities that will allow for greater professional growth..
So, who are you willing to put your reputation on the line for, so that THEY can be well positioned for their next big career opportunity?
Think about it.
