What if I told you—that because of one key relationship—you’d be far more likely to ask for a raise, get a promotion or advocate for a stretch opportunity? In fact those are only a few of the benefits that you can expect if you engage a sponsor. For women, having a sponsor means you’re far more likely to be satisfied with your career progression. Now who doesn’t want that?!
Sometimes the best way to improve your game is to get out of your own head. At the New Jersey Society of CPAs women’s summit last week, I delivered 2 keynotes on how to be an unstoppable negotiator and on being receptive to risk-taking in your career. In between, I had the rare treat of developing myself – learning from 4 top women teaching mindfulness (Joy Principe), power (Kathleen Cashman), gender dynamics (Rita Keller), and self-branding (Eileen Monesson).
My lasting takeaway?
Through many interviews with top women, I have come across four realities, over and over, that aren’t emphasized in college. Or graduate school. Or on-the-job training.
Much ado has been made recently about the importance of sponsors, versus mentors, in the career advancement of women. Just this summer, Catalyst released a study, Sponsoring Women to Success , pointing to the fact that sponsorship may in fact be the single most critical strategy for accelerating a woman’s career.
The savviest leaders don't look to one point-person to satisfy all of their development needs. Instead, they seek out the consultation of many mentors and advisors. Your "personal board of directors" should serve you the same way that a typical board serves a company: surrounding you with diverse expertise and helping you with important decision making.
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