mentorship, sponsorship & the impact of the #metoo movement · mentorship, sponsorship &...
TRANSCRIPT
Mentorship, Sponsorship & the Impact of the #MeToo Movement
WEDNESDAY, JUNE 5TH, 2019
SHERRI LYNCH, M.A.
RACHELLE STRAWTHER, M.A.
About Today’s Event…
Be curious
Assume best intentions
Agenda
o Define Mentorshipo Define Sponsorshipo Discuss impact of #MeTooo Discuss best practices for
mentorship
Have You Had a Career Mentor?
What is a Mentor?
Source: Center for Creative Leadership
Role Experienced person at any level
Goal Provides guidance for career choices and decisions
Who drives the relationship?
Both mentee and mentor;Mentor should be responsive to the needs of the mentee
Actions Help mentee determine paths to meet specific career goals
Mentor Relationships…
1. Can be many2. Can be formal or informal3. Can be cross-gender4. Can be specific to a skillset 5. Can be peer-to-peer6. Can be for a specific period of
time or long-term
Baseline Tips for Building a Mentor Relationship
For people who want a mentor….
o Be specific.
o Communicate your expectations.
o Be proactive with the relationship.
o Ask for feedback.
For people who want to mentor others…
o Be honest and vulnerable (appropriately).o Listen and ask more than talk.o Be willing to challenge.
What is a Sponsor?
Source: Center for Creative Leadership
Role Senior leader in the organization
Goal Use influence to help employees obtain high-visibility assignments
Who drives the relationship?
The sponsor chooses to advocate for the sponsee, including behind closed doors with other leaders
Actions Advocate for sponsees advancement; champions their potential
Baseline Tips for SponsorshipFor people who want a sponsor:
o Communicate your desire for new assignments/ projects.
o Have an elevator pitch for your current work.
For potential sponsors:
o Ask around – who’s doing exceptional, interesting work?
o Look beyond your gender and ethnicity (avoid the “mini-me” effect)
Other Roles…
Why do mentorship & sponsorship matter?
SOURCE: McKinsey & Company
oResearch suggests that of the female Fortune 500 CEOs, nearly 70% went for the role at the suggestion of a mentor. (source: HBR)
oWomen get fewer and less challenging assignments than men. (Source: CCL)
oMany other factors (unconscious bias, ‘double bind’, etc.) create barriers for women.
Connection to #MeToo?
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A Brief History…
The Impact
o Positive outcomes
o Unintended consequences…
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Since Fall 2017…
o Male managers are 3x as likely to say they are uncomfortable mentoring women o …2x as likely to say they are uncomfortable working alone with a woman.(LeanIn.Org, 2018)
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So, what’s the way forward?
Best Practices for Responding. . .
o Individually
o As an organization
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Individually
o Know your intento Set clear expectations of each othero Allow mentee to determine meeting logistics (where & when)o Handshakes rather than hugso Lunch rather than dinnero Coffee rather than cocktailso Create an equal playing field
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Organizationally
o Make commitment to mentorshipo Provide training on mentorship & sexual harassmento Create opt-in mentorship programso Build mentorship expectation into performance goals/reviewsoConsider designated mentorship spaces/timesoEncourage group or pair mentoring
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Final thoughts
o Emerging leaders: Take charge of your careers. Make the ask.
o Leaders: Look for those who are overlooked. Be intentional. Create opportunities.
