Katharine, a senior HR executive at a global financial services firm, takes pride in developing rising stars. After a vice president on one of her teams consistently impressed her, she recommended him for a more challenging role in another part of the company. Months later Katharine heard through the grapevine that he was struggling in the job. She asked to meet with him. “You know we’re in this together, right?” she said. “I put my reputation on the line, but I have no idea how you’re performing and whether you need help or air cover.” He promised to keep her in the loop, but communication dropped off again. Katharine realized that his commitment to the firm, and to her, had waned. She met with him once more and told him she could no longer be his sponsor.
The Relationship You Need to Get Right
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Effective sponsors can help catapult junior talent into top management tiers, and good protégés can greatly expand the reach and impact of senior leaders—but the relationship works only when both parties recognize that it’s a mutually beneficial alliance, a truly two-way street.
Seeking to better understand this crucial dynamic, the authors, from the Center for Work-Life Policy, surveyed and spoke with thousands of professionals. Their findings constitute an invaluable guide. Sponsors should, among other things, advocate for their protégés’ promotions, coach them, call in favors for them, and help them make connections. Protégés must be loyal, contribute 110%, and bring complementary skills and networks to the table. No matter what your career level, such relationships are lifelong projects to be carefully cultivated, consistently nurtured, and periodically refreshed.