Sponsorship and Mentorship in Academia: A Toolkit for ... · Sponsorship and Mentorship in...
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Sponsorship and Mentorship in Academia: A Toolkit for Faculty, Staff and Campus LeadersLaura Mydlarz, Professor Biology
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Sponsorship provides opportunities and acts to further careers
“While a mentor is someone who has knowledge and will share it with you, a sponsor is a person who has power and will use it for you” Harvard Business Review, 2019
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Define the
Dream
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Sponsor Mentor
Sponsorship vs. Mentorship
Senior colleagues, chairs, deans, provosts,presidents
Public advocate
Directs the relationship
Expect loyalty andperformance
Open doors for next move
Advice
Guidance
Make introductions
Give feedback
Supervisors, bossBehind the scenes
Any rank or position
Help envision next move
Expect little in return
Driven by mentee
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Protégé vs. Mentee
Protégé: Proven Performer Mentee: Learner
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Sponsorshipis EARNED!
High performer
Effective communicator
Respected colleague
Ability to execute
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Protégé Toolkit
�Career advancement� Realize your dream and
expand your vision
�Build lasting relationships
� Increase diversity in leadership� Access to opportunities
WHY??Women and under-represented minority groups are overmentored and undersponsored!
Do a career diagnostic
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Protégé Toolkit
� Identify leaders a few levels above you � Even if leadership style is different from yours
� Look for individuals who are advocates for diversity
� Look for existing supporters�Who has been nominating you for strategic
committees or awards?
�Distribute risk and identify sponsors within and outside of the institution
Finding a Sponsor
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Protégé Toolkit
�Network and attend conferences, events and other gatherings to approach a sponsor
�Request a meeting for career advice
�Recognize that the sponsor relationship can develop organically and can happen without labels� Convert mentors into sponsors
Identified a sponsor, now what?
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Protégé ToolkitAcknowledging your own value
Go ahead, brag Network, network, network Amplify your work Curate your team Sell, sell, sell
Go ahead, brag Network, network, network Amplify your work Curate your team Sell, sell, sell
�Advocate your accomplishments�Don’t wait for someone to
notice what you are doing�Ask to be nominated for
awards, or press releases written�Work with peers to develop
materials�Challenge for women and
under-represented minority groups
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Protégé Toolkit
�Amplify your work/passions
�Develop and deploy your ‘currency’
�Volunteer for assignments that in target sponsors line of sight
�Suggest collaboration on a project with a potential sponsorBringing value to a
potential sponsorGo ahead, brag Network, network, network Amplify your work Curate your team Sell, sell, sellGo ahead, brag Network, network, network Amplify your work Curate your team Sell, sell, sell
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Protégé Toolkit
�Supporters, Mentors, Role Models andSponsors – There is no Yoda
�Knowing who is who will help you build those relationship.
�Ask for what you need.
�Recognize “one size does NOT fit all” and will change with career stage
Build and curate your team
Go ahead, brag Network, network, network Amplify your work Curate your team Sell, sell, sell
2.3.
1.2.
1.2.3.
1.2.3.4.
1.2.3.4.
1.2.3.4.
1.2.3.4.
Readers (see intellectual community)
Department Colleagues
Professional Editor
Internal Mentors
Peer Mentors
External Mentors
Accountability For What REALLY Matters
Substantive Feedback
Sponsorship:Access to Opportunities
Mentorship
Role Models
2.3.4.1.2.3.4.
1.2.3.
1.2.3.1.2.3.
1.2.3.4.5.6.7.8.9.10.
1.2.3.
Internal
External
Within Institution
external
Other
Readers –Grants,
Manuscripts, Books,
Collaborators,Intellectual
discussions,Research
questions ..etc.
Professional Development
Intellectual Community
© 2011, National Center for Faculty Development and Diversity www.FacultyDiversity.org
YOU
MENTOR MAPPING -UTA1.
Work-life balance
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Sponsor Toolkit
�The Sponsorship Imperative: An Essential Leadership Activity � Impact on careers
�Diversify the workforce�Leading by investing in
others�Eye for talent
�Assistance with projects
WHY??
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Sponsor Toolkit
�Start early�Acknowledge and address protégé career goals�Assess your gaps and needs
� Deliberately seek out diversity� Avoid mini-me
� Invite protégés into your networks (especially women and under-represented minority groups)
�Expect loyaltyIndividual Action Items as a Colleague, Chair, Dean, etc.
Identifying Protégés
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Sponsor Toolkit
�Send as replacement importantmeetings, speaking appearancesand events
�Appoint to internal/externalhigh-level committees or taskforce
�Provide opportunities topresent to executive groups
Individual Action Items as a Colleague, Chair, Dean, etc.
Specific Activities in Academia
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Sponsor Toolkit
�Publicly acknowledge talents/achievements�Nominate for advancement, awards, prestigious
positions�Reward a protégé who delivers�Recognize and value untraditional and unconventional
roles in SERVICE, TEACHING and RESEARCH� amplified in women and under-represented minority
groups
Individual Action Items as a Colleague, Chair, Dean, etc.
Specific activities to promote equality and diversity
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Sponsor Toolkit
�Identify protégé = future leaders�Increase visibility of protégés�Build a sponsorship culture�Educate on importance/power of
sponsorship�Include as part of leadership development
program�Reward senior leaders who are examples
Institutional Action Items
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Sponsor Toolkit
�Recognize biases and institutional and structural obstacles that affect women and under-represented minority groups�Be intentional set targets, track outcomes
Institutional activities to promote equality and diversity
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Additional Resources
� Ibarra H, Carter NM, Silva C. Why Men Still Get More Promotions Than Women. Harvard BusinessReview. Sept. 1, 2010;� Byyny, R. L., Mentoring and Coaching in Medicine, The Pharos, Winter 2012
� The Relationship You Need to Get Right, HBR, October 2011� Sponsoring Women: What Men Need to Know, Ida O. Abbott, J.D., 2014.� Sponsors Are The New Mentors - And They Really Need You, Sylvia Hewlett, Fast Company, September2013� Elizabeth Travis, MD Anderson.
� Sylvia Hewlett
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�Leadership Academy: CO-SPONSORED BY OFFICE OF HUMAN RESOURCES AND FACULTY AFFAIRS
� LEADERSHIP ACADEMY I� The UTA Leadership Academy is designed as a broad leadership
development program that includes the essential characteristics and skills needed to be an effective leader in a higher education environment.
� APPLICATION DUE 5 PM ON FRIDAY, November 1, 2019.
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Sponsorship and Mentorship in Academia: A Toolkit for Faculty, Staff and Campus Leaders
10:00 – 10:05 AM Welcome from President Karbhari
10:05 – 10:25 AM Presentation by Laura Mydlarz
10:30 – 11:00 AM Mentor-sponsor map activity
11:00 – 11:30 AM Discussion – Sponsorship at UTA
11:30 – 11:50 AM Report out from discussions
11:50 – 12:00 PM Closing remarks
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Sponsor/mentor mapping
What spots were easy to fill out?
What roles were difficult to fill out?
Where are the obvious holes in your mentoring/sponsorship needs?
How do you fix it? What strategies can you use to filling the gaps?
Reflect on how this map has changed throughout your career.
What are the obstacles to sponsorship/mentorship in your department or unit?
2.3.
1.2.
1.2.3.
1.2.3.4.
1.2.3.4.
1.2.3.4.
1.2.3.4.
Readers (see intellectual community)
Department Colleagues
Professional Editor
Internal Mentors
Peer Mentors
External Mentors
Accountability For What REALLY Matters
Substantive Feedback
Sponsorship:Access to Opportunities
Mentorship
Role Models
2.3.4.1.2.3.4.
1.2.3.
1.2.3.1.2.3.
1.2.3.4.5.6.7.8.9.10.
1.2.3.
Internal
External
Within Institution
external
Other
Readers –Grants,
Manuscripts, Books,
Collaborators,Intellectual
discussions,Research
questions ..etc.
Professional Development
Intellectual Community
© 2011, National Center for Faculty Development and Diversity www.FacultyDiversity.org
YOU
MENTOR MAPPING -UTA1.
Work-life balance
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� Examples of successful protégé-sponsor relationships at UTA and tactics to building the relationship.
� What are examples of some successful protégé-sponsor relationships?� What were the challenges?� What was the outcome?� What did you learn? � Anything you would have done differently
� How do we increase sponsorship of women and minorities at the university or in your unit?� Women are over-mentored and under-sponsored � Increase visibility (specially in fields with less women)
� What is one thing you think would have a large effect on increasing sponsorship at UTA?