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    "title" : "Go Beyond Coaching and Mentorship and Get Started as a Sponsor |Digital.gov",
    "description": "Go Beyond Coaching and Mentorship and Get Started as a Sponsor",
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    {"title" :"Go Beyond Coaching and Mentorship and Get Started as a Sponsor","deck" : "How to use your power, influence, and networks to help protégés in their long-term professional career development.","summary" : "One step beyond mentorship is another practice called sponsorship: action-orientated, deeply invested support that helps others in their long-term professional advancement.","date" : "2019-03-13T09:00:00-05:00","date_modified" : "2024-04-02T09:45:13-04:00","authors" : {"awichman" : "Ashley Wichman"},"topics" : {
        
            "product-and-project-management" : "Product and project management",
            "professional-development" : "Professional Development"
            },"featured_image" : { "uid" :
  "sponsorship-fish2", "alt" :
  "Leadership concept art of chalk drawings of a large, yellow fish leading smaller white fish across a blackboard." },"branch" : "cm-topics-button-component",
      "filename" :"2019-03-13-go-beyond-coaching-mentorship-get-started-as-a-sponsor.md",
      
      "filepath" :"news/2019/03/2019-03-13-go-beyond-coaching-mentorship-get-started-as-a-sponsor.md",
      "filepathURL" :"https://github.com/GSA/digitalgov.gov/blob/cm-topics-button-component/content/news/2019/03/2019-03-13-go-beyond-coaching-mentorship-get-started-as-a-sponsor.md",
      "editpathURL" :"https://github.com/GSA/digitalgov.gov/edit/cm-topics-button-component/content/news/2019/03/2019-03-13-go-beyond-coaching-mentorship-get-started-as-a-sponsor.md","slug" : "go-beyond-coaching-mentorship-get-started-as-a-sponsor","url" : "/preview/gsa/digitalgov.gov/cm-topics-button-component/2019/03/13/go-beyond-coaching-mentorship-get-started-as-a-sponsor/","content" :"\u003cp\u003eFederal employees like to help each other. In the annual Federal Employee Viewpoint Survey, employees \u003ca href=\"https://www.opm.gov/fevs/reports/governmentwide-reports/governmentwide-management-report/governmentwide-report/2018/2018-governmentwide-management-report.pdf#page=9\"\u003econsistently respond positively\u003c/a\u003e (PDF, 38 pages, 1.8 MB) to the prompt, “The people I work with cooperate to get the job done.”\u003c/p\u003e\n\u003cp\u003eTeam cooperation is critical in daily tasks. We’re also often quick to give advice: mentoring programs have proliferated in all types of organizations, including government agencies. Beyond mentorship is another practice called sponsorship: action-orientated, deeply invested support that helps others in their long-term professional advancement.\u003c/p\u003e\n\u003cdiv\n  class=\"image\"\n\u003e\u003cimg\n      src=\"https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w800.png\"\n      \n        alt=\"Leadership concept art of chalk drawings of a large, yellow fish leading smaller white fish across a blackboard.\"\n        srcset=\"https://s3.amazonaws.com/digitalgov/sponsorship-fish2_bu.jpg 48w,https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w1200.png 1200w,https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w800.png 800w,https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w600.png 600w,https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w400.png 400w,https://s3.amazonaws.com/digitalgov/sponsorship-fish2_w200.png 200w\"\n\n      sizes=\"(max-width: 800px) 100vw, 800px\"\n    /\u003e\u003cp\u003ephototechno/iStock/Getty Images Plus\u003c/p\u003e\u003c/div\u003e\n\n\n\u003ch2 id=\"the-difference-between-coaching-mentoring-and-sponsorship\"\u003eThe Difference Between Coaching, Mentoring, and Sponsorship\u003c/h2\u003e\n\u003cp\u003e\u003ca href=\"https://www.opm.gov/policy-data-oversight/training-and-development/career-development/#url=Mentoring\"\u003eOPM defines mentoring\u003c/a\u003e as “a process that focuses specifically on providing guidance, direction, and career advice.” Mentors typically are (or were) in the same field and roles as their mentees.\u003c/p\u003e\n\u003cp\u003eConversely, “coaching\u0026rsquo;s primary emphasis is on maximizing people\u0026rsquo;s potential by working on their perceptions, self-confidence and creative drive.” A coach does not need to have expertise in their coachee’s career field, since they don’t typically give advice. Instead, coaches guide others to create their own solutions.\u003c/p\u003e\n\u003cp\u003eSponsorship goes beyond mentoring and coaching. Sponsors use their power, influence, and networks to help protégés, and they invest long term:\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003e“They advocate and find opportunities for promotion and career development.\u003c/li\u003e\n\u003cli\u003eThey open up their network and accelerate the learning curve for team members who might otherwise fall through the cracks.\u003c/li\u003e\n\u003cli\u003e[They] are the equivalent of angel investors for individuals: they take risks on talent, help nurture that talent, and identify opportunities for that talent to catapult to the next stage.” (\u003ca href=\"https://projectinclude.org/investing_in_sponsorships#prioritize-sponsors-especially-for-underrepresented-groups\"\u003eProject Include\u003c/a\u003e)\u003c/li\u003e\n\u003c/ul\u003e\n\u003cp\u003eSylvia Ann Hewlett, an economist who has written extensively about sponsorship, summed it up well in a \u003ca href=\"https://hbr.org/2011/01/the-real-benefit-of-finding-a\"\u003eHarvard Business Review article\u003c/a\u003e: “Mentors proffer friendly advice. Sponsors pull you up to the next level.”\u003c/p\u003e\n\u003ch3 id=\"why-sponsorship\"\u003eWhy Sponsorship?\u003c/h3\u003e\n\u003cp\u003eResearch has shown that \u003ca href=\"https://hbr.org/2011/01/the-real-benefit-of-finding-a\"\u003esponsorship is important\u003c/a\u003e for career advancement, particularly when employees begin to compete for upper management positions. A lack of sponsorship has shown to be a barrier to advancement for \u003ca href=\"https://www.catalyst.org/wp-content/uploads/2019/01/sponsoring_women_to_success.pdf\"\u003ewomen\u003c/a\u003e (PDF, 28 pages, 893 kb) and \u003ca href=\"http://bestpractices.diversityinc.com/medialib/uploads/2014/02/MentoringSponsorship.pdf\"\u003eunderrepresented racial and ethnic populations\u003c/a\u003e.\u003c/p\u003e\n\u003cp\u003eSponsorship gives employees a \u003ca href=\"https://hbr.org/2011/01/the-real-benefit-of-finding-a\"\u003estatistical career benefit\u003c/a\u003e and results in more employees negotiating for raises. This is especially important in the tech industry, where \u003ca href=\"https://hired.com/wage-inequality-report\"\u003ewage inequality is widespread\u003c/a\u003e.\u003c/p\u003e\n\u003cp\u003eAgencies can also benefit from sponsorship: \u003ca href=\"https://www.catalyst.org/wp-content/uploads/2019/01/sponsoring_women_to_success.pdf\"\u003esponsors report\u003c/a\u003e (PDF, 28 pages, 893 kb) an increase in job satisfaction, commitment to their organization, and a desire to “pay it forward.” Team morale also improved; people were willing to go the extra mile for their teammates as a result of strong relationships.\u003c/p\u003e\n\u003ch2 id=\"getting-started-as-a-sponsor\"\u003eGetting Started as a Sponsor\u003c/h2\u003e\n\u003cp\u003eAnyone can be a sponsor, even if you do not hold a formal leadership position. Where do you have power, influence, connections, and networks? Think about (and write down!) all the ways in which you hold formal or informal authority.\u003c/p\u003e\n\u003cp\u003eIn addition to your daily work colleagues, consider who you know from: local meet-ups, interagency working groups, professional associations, non-profit organizations, volunteer projects, affinity groups, alumni networks, hobby groups, to name a few.\u003c/p\u003e\n\u003cp\u003eAlthough you probably won’t use every network/connection you have in a sponsor relationship, it’s important to understand the various ways in which you have influence.\u003c/p\u003e\n\u003ch2 id=\"practical-tips-for-being-a-sponsor\"\u003ePractical Tips for Being a Sponsor\u003c/h2\u003e\n\u003ch3 id=\"identifying-a-proteacutegeacute\"\u003eIdentifying a protégé\u003c/h3\u003e\n\u003cp\u003eLooking at the networks you thought about above, write down a short list of people that you think have great potential. You may already have a mentee through a formal program; are you willing to also sponsor them?\u003c/p\u003e\n\u003cp\u003eConsider the attributes you have seen that caught your attention: what are their strengths? What are their challenges? Brainstorm some initial ways you could help them grow, by connecting them with opportunities or people in your network.\u003c/p\u003e\n\u003ch3 id=\"getting-started\"\u003eGetting Started\u003c/h3\u003e\n\u003cp\u003eSponsor relationships can be formal or informal. A formalized relationship may not be ideal for you and your potential protégés. You also may find yourself being an “invisible sponsor” for someone; you might speak positively and advocate for someone without them knowing it. All forms of sponsorship are worthwhile!\u003c/p\u003e\n\u003cp\u003eRealistically, you’ll only have time for a small number of on-going, formalized sponsor relationships. It’s important for you to encourage your protégés to have multiple sponsors.\u003c/p\u003e\n\u003cp\u003eThere are numerous \u003ca href=\"https://www.fastcompany.com/40543989/the-best-mentors-ask-these-8-questions\"\u003equestions to ask a protégé\u003c/a\u003e that can help you get started. For formal sponsor relationships, discuss the frequency of meetings and communication preferences. Additionally, agree on what confidentiality means: as a sponsor, you will be an advocate for your protégé. Sharing their accomplishments and goals is important. However, you will likely have conversations that touch on opinions and experiences that are private or deeply personal. Discuss with your protégé the types of information that should remain between the two of you (and revisit this throughout your relationship).\u003c/p\u003e\n\u003cp\u003eAdditionally, discuss your goals! What do you hope to get out of the relationship with your protégé?\u003c/p\u003e\n\u003ch3 id=\"take-action\"\u003eTake Action\u003c/h3\u003e\n\u003cp\u003eThere are many ways that \u003ca href=\"https://larahogan.me/blog/what-sponsorship-looks-like/\"\u003esponsors can advocate for their protégés on a regular basis\u003c/a\u003e.\u003c/p\u003e\n\u003cp\u003eDraft a list of opportunities, both one time and on-going, where you could sponsor your protégé. Think of both highly visible opportunities (representing your program at a work meeting; writing a blog post for your agency’s website) as well as strategic opportunities (introducing your protégé to someone who has influence in a relevant area; encouraging them to raise their hand for a stretch assignment that they otherwise wouldn’t consider).\u003c/p\u003e\n\u003cp\u003eNeed additional ideas for your list? Other sponsor opportunities include:\u003c/p\u003e\n\u003cul\u003e\n\u003cli\u003eWeekly or monthly reports that go “up the chain,” where you can mention their name and their work\u003c/li\u003e\n\u003cli\u003eExternal organizations that need volunteers for high-quality projects\u003c/li\u003e\n\u003cli\u003eWorking groups to join\u003c/li\u003e\n\u003cli\u003eConferences, both from an educational and networking perspective\u003c/li\u003e\n\u003cli\u003eProfessional certifications or classes\u003c/li\u003e\n\u003cli\u003eRecognition/awards given by external organizations\u003c/li\u003e\n\u003cli\u003eDepartments or agencies that need help on a short-term basis: the \u003ca href=\"https://openopps.usajobs.gov/\"\u003eOpen Opportunities\u003c/a\u003e program connects federal employees with projects from around the government\u003c/li\u003e\n\u003c/ul\u003e\n\u003ch3 id=\"give-feedback\"\u003eGive Feedback\u003c/h3\u003e\n\u003cp\u003eFeedback is a critical component of professional growth and a “micro-sponsorship” opportunity. Many people struggle to give clear, actionable and constructive feedback, particularly when addressing interpersonal challenges or poor performance. Research shows that \u003ca href=\"https://hbr.org/2016/04/research-vague-feedback-is-holding-women-back\"\u003evague feedback holds employees back\u003c/a\u003e, and your protégé may suffer from unclear feedback or an absence of it altogether.\u003c/p\u003e\n\u003cp\u003eThere are a variety of tools and articles written on giving feedback: the \u003ca href=\"https://www.mindtools.com/pages/article/situation-behavior-impact-feedback.htm\"\u003eSituation-Behavior-Impact Feedback Tool\u003c/a\u003e (SBI) is an easy to use, three step model, and the \u003ca href=\"https://firstround.com/review/radical-candor-the-surprising-secret-to-being-a-good-boss/\"\u003eRadical Candor framework\u003c/a\u003e encourages people to “care personally” and “challenge directly.”\u003c/p\u003e\n\u003cp\u003eFor protégés that you work with on a regular basis, consider meetings or projects from the past year. What went well, what needs improvement, and what do they need to advance in their career?\u003c/p\u003e\n\u003cp\u003eFor those whom you interact with irregularly, consider reviewing their portfolio, LinkedIn, or other public-facing professional products. Can you write a recommendation or testimonial based on past collaborations?\u003c/p\u003e\n\u003chr\u003e\n\u003cp\u003e\u003cem\u003eConnect with your agency\u0026rsquo;s Office of Human Resources to see what types of mentoring, coaching, or sponsorship programs they offer.\u003c/em\u003e\u003c/p\u003e\n\u003cp\u003e\u003cstrong\u003eDisclaimer\u003c/strong\u003e: All references to specific brands, products, and/or companies are used only for illustrative purposes and do not imply endorsement by the U.S. federal government or any federal government agency.\u003c/p\u003e\n\u003cp\u003e\u003cem\u003eAshley Wichman is a Program Analyst in the \u003ca href=\"https://www.gsa.gov/tts\"\u003eTechnology Transformation Services\u003c/a\u003e (TTS) at the \u003ca href=\"https://www.gsa.gov/\"\u003eU.S. General Services Administration\u003c/a\u003e (GSA) and is enthusiastic about helping teams work better together. Have questions for Ashley about employee engagement? Send her an email: \u003ca href=\"mailto:ashley.wichman@gsa.gov?subject=Sponsorship%20article%20on%20DigitalGov\"\u003eashley.wichman@gsa.gov\u003c/a\u003e.\u003c/em\u003e\u003c/p\u003e\n"}
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