Latest / The Career Mentor Podcast with Fexingo: Finding Mentors, Sponsors, and Career Advisors / The Art of the Career Sponsor and How to Get One
Transcript
- Lucas: So Luna, we've spent over a hundred episodes talking about mentors. But there's this other animal that people often confuse with a mentor, and honestly, it might be even more important if you're gunning for a big promotion. Luna: You mean a sponsor, right? I feel like we've mentioned it in passing, but we've never really dug into it. Lucas: Exactly. And it's a critical distinction. A mentor gives you advice, feedback, and perspective. A sponsor puts their reputation on the line and advocates for you when you're not in the room. They're the ones who say your name in the executive meeting when a senior role opens up. Luna: So a mentor talks to you, but a sponsor talks about you. I've heard that line before, and it really sticks. Lucas: That's the cleanest way to put it. And I think the reason sponsors feel so mysterious is that they operate behind the scenes. You might not even know you have one until suddenly you're being tapped for a stretch assignment or a promotion you didn't apply for. Luna: I actually have a friend who experienced exactly that. She was a senior manager at a large tech firm, and she got promoted to VP almost overnight. When she asked her boss why, he told her that a senior leader in another department had been championing her for months. Lucas: That's a perfect example. And it's not just luck. There's usually a deliberate process behind it, even if the sponsor never tells you. So today, let's unpack the art of the sponsor: how to identify one, how to make yourself sponsorship-ready, and how to ask for sponsorship without sounding like you're asking for a favor. Luna: And I think a lot of people listening are probably wondering, 'How do I even know who might be a potential sponsor?' Because it's not like they walk around with a badge. Lucas: Right. So let's start with the characteristics of a good sponsor. First, they need to be senior enough to have a seat at the table where decisions are made. Typically that means they're at least two levels above you. Second, they need to have political capital, meaning they're respected and influential. And third, they have to be willing to spend some of that capital on you. Luna: That last part is the tricky one. You can't force someone to spend their political capital on you. But what you can do is make it easy for them to do so. Lucas: Exactly. And that's the 'sponsor paradox' I want to get into. You need to deliver results before you've been sponsored, which feels unfair. But that's the reality. Sponsors won't advocate for you unless they're confident you'll make them look good. Luna: So it's almost like you have to be overqualified for the role you want, just to get the sponsorship that gets you the role you deserve. Lucas: That's one way to put it. But it's not just about working harder. It's about making your results visible to the people who matter. You can do amazing work, but if no one above your immediate chain knows about it, you're invisible. Luna: And that's where the 'visibility' piece comes in. I've seen people who are brilliant but they're toiling away in the background, and they never get noticed. Meanwhile, someone else with average output but great visibility runs circles around them. Lucas: So how do you gain visibility without being obnoxious? One approach is to volunteer for high-impact projects that put you in front of senior leaders. When you present your work, make sure you highlight the business impact, not just the tasks you completed. Luna: And it helps to have a great reputation with your peers and your manager. Because when a senior leader asks around about you, they want to hear positive things from multiple angles. Lucas: That's a crucial point. Sponsors don't just rely on their own assessment; they also check your references informally. So building a network of allies who speak well of you is part of the groundwork. Luna: So let's say you've done the groundwork. How do you actually ask someone to be your sponsor? Is that even a thing you can ask? Lucas: You can, but you need to be strategic about it. You don't walk up to a senior leader and say, 'Will you be my sponsor?' That's too direct and it puts them on the spot. Instead, you can ask for a specific action, like 'Could you review my project proposal and give feedback?' or 'Would you be willing to introduce me to the head of the new division?' Luna: So you're basically asking for small favors first, and then if they deliver, you build the relationship from there. Lucas: Exactly. And after they help you, you need to follow up with results. Show them that their investment in you was worthwhile. That's what turns a one-time favor into an ongoing sponsorship. Luna: I love that. It's almost like a dance. You have to be subtle but also deliberate. Lucas: And there's another layer to this. Sometimes the best sponsor isn't the most obvious person. It could be someone two levels up in a different department, or even someone who's about to move to a new role and wants to bring their trusted people along. Luna: Right. And I've also heard about 'reverse sponsorship,' where a junior employee sponsors a senior leader on something like technology trends or culture. That's a whole different dynamic, but it can also create powerful connections. Lucas: That's true, and it's a great example of how sponsorship can flow in unexpected directions. But for today, let's focus on the classic upward sponsorship and how you can intentionally cultivate it. Luna: It also makes me think about what happens if you get a sponsor and then they leave the company. Does the sponsorship just die? Lucas: That's a real risk. That's why you should aim to build a portfolio of sponsors, not just one. If your main sponsor leaves, you need others in your corner. Plus, having multiple sponsors gives you different advocates in different parts of the organization. Luna: So it's like diversifying your career investments. You don't put all your eggs in one basket. Lucas: Exactly. And let's bring this back to the concrete example from earlier. My friend, the one who got promoted to VP, she told me that she had at least three sponsors across different functions. When one of them moved to a new division, she still had others advocating for her. Luna: That's a great real-world illustration. And it goes to show that sponsors aren't just for the C-suite; they're for anyone who wants to accelerate their career. Lucas: And that's the core message I want listeners to take away. If you're feeling stuck, maybe the issue isn't your skills or your effort. Maybe you just need someone to open the door for you. Luna: And on that note, before we wrap up, I want to mention something about this podcast itself. Lucas and I have been doing this for a while now, and we've intentionally kept it ad-free. We think that's a big part of why it feels conversational and honest. Lucas: Yeah, that's a deliberate choice we've made. And we'd like to keep it that way. So if you've gotten some value from these episodes, and you've made a career decision or a move that was influenced by something you heard here, consider supporting us. The link is buy me a coffee dot com slash fexingo. Luna: It's a small way to keep us going, and it helps us spend more time on research and prep. No pressure, but we appreciate every bit of support. Lucas: Now, back to the topic. We've covered a lot today, but I want to leave you with one actionable exercise. Over the next month, list three people in your organization who you think could be potential sponsors. Then, identify one specific way you can add value to their world, whether it's volunteering to help with a project they care about or sharing an insight that's relevant to their goals. Luna: And then, when you've done that, you can start the conversation. It might be as simple as asking for their feedback on a piece of work or their opinion on an industry trend. Lucas: Remember, sponsorship is a relationship. It takes time to build, but the payoff can be massive. So instead of just finding a mentor, start thinking about how you can attract a sponsor. Luna: That's a perfect way to put it. Thanks for joining us, and we'll be back with more career insights soon.