By Alina Dizik,
It can be especially tough for female managers
to rise to executive positions at many large companies because of the
unexpected hurdles. Among Fortune 500 companies, women make up just 2.4
percent of chief executives despite making up 46.3 percent of the labor force. In other words, the glass ceiling still exists.
But
a recent report by the Hidden Brain Drain Task Force, a private-sector
task force, published in the Harvard Business Review offers new food for
thought: Instead of mentors, women (and men) should have sponsors in
the workplace. Researchers point out that simply seeking advice from
mentors is not enough, and say it takes a lot more to advance your
career.
Here's what you need to know about the benefits of having a
sponsor.
Famous politicians use the sponsor approach
Being
taken under someone's wing has resulted in much success for those in
the political arena. Similar to what presidential candidates do for
lesser known vice presidential candidates, vouching for someone publicly
can have a profound effect on that person's career.
Women underestimate the need for sponsors
Having
someone publicly put their reputation on the line to help you get to a
higher level is something most women don't see a need for, according to
the research findings. Almost 80 percent reported that hard work and
long hours -- not connections -- were responsible for their advancement.
Male-female sponsorship can send the wrong message
Finding
sponsors can be especially difficult for women because of the
reluctance to be sponsored by an older male executive in the company,
the report says. Both men and women are skittish about having that kind
of relationship because outsiders may see an older, more senior male executive
with a younger manager-level woman as insinuating a romantic
relationship. Additionally, the lack of family constraints allows men to
form more valuable connections, according to findings. In fact, 60
percent of employed women still do 75 percent of the housework and take
on most of the child care.
Large U.S. companies believe in the sponsor concept
On
the other hand, companies that were part of the study, such as
Deloitte, Intel, Time Warner and Morgan Stanley, re working on new
measures to help managers develop sponsorship networks, according to the
report. Programs such as Deloitte's Leading to Win, Cisco's Inclusive
Advocacy and Intel's Extending Our Research are helping to identify
sponsorship opportunities for top female managers.
How having a sponsor can help
As
a manager, you can't be at every company meeting or gathering. Have
someone who is well-respected in the company publicly vouch for you can
extend your eyes and ears in the company. Since your success is also in
your sponsor's best interest, it's easy to get valuable advice. While
having a sponsor who is publicly on your side is an important career
boost, it can be difficult to find a sponsor. The recession has strained
many workplace relationships, making many would-be mentors hesitant to
take on a protégé, the report points out.
Maintaining a sponsor relationship is worth the effort
According
to the report, women who have managed to find sponsors have had
significantly more success in breaking through the glass ceiling to the
upper rungs of a company. For example, in the sponsorship program that
was launched at American Express, 10 out of 20 female participants
landed a higher role within the year. The "Sponsor Effect" study found
that it's important for qualified candidates to build political allies
within the company and seek both inspiration and protection from upper
management.