move project webinar: executive sponsorship

2016

Sponsorship: Stepping Up Success

November 10, 2016

MOVE Methodology

• Money• Opportunity• Vital supports for work-life• Entrepreneurship

(business development)

2016 MOVE Benchmarks

Women employees

2016: 51%2011: 51%

2016 MOVE BenchmarksWomen on CPA firm

management committees

2016: 21%2011: 17%

2016 MOVE Benchmarks

Women partners & principals

2016: 23%2015: 22%2011: 17%

2016 MOVE Benchmarks

Women senior managers:

2016: 46% 2011: 38%

2016 Benchmarks Pipeline

MOVE 2016 Women employees

2016: 51%2011: 51%

AICPA 2015Women new grads

2015: 47% 2010: 50% 2006: 52%

The pipeline problem won’t solve itself. Sponsorship Is Key to Retaining Women

in the Leadership Pipeline.

2016 MOVE BenchmarksRelated to Executive Sponsorship

• 87%: mentoring• 65%: formal coaching • 26%: managers trained to

identify high-potential staff

2016 MOVE BenchmarksRelated to Executive Sponsorship

• 71%: have formal business development training programs

• 35%: women rotated into client-facing roles

Sponsorship: Stepping Up Success

Four Sponsorship Models

• Organic• Introduced• Personal Board of

Directors• Matched

Have a mentor? Find a sponsor.Tricia Bencich, Sr. Manger Human Resources

Forum W

Our Priorities• Individual impact• Policies and processes• Renewed focus• Reputational growth

Our Goals• Inclusion• Leadership development• Develop women leaders• Thought leadership

Our MissionTo accelerate the firm’s success in attracting, developing, retaining, and advancing talented women.

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Advice vs. Advocacy

Mentor Sponsor• Career navigation• Personal development• Professional development

• Career opportunities• High visibility assignments• Promotions or jobs

Studies show women are being over mentored

Great Sponsors• Understand strengths and development areas• Connect individuals to their network• Are vocal about an individuals’ strengths, skills, and

experiences in conversations with others • Advocate for protégé when opportunities arise

Forum W for Leaders Series• Practical and easy ways to engage • Accountability - sponsorship goals• Resources

– Sponsorship 101 Guide– FAQ’s– Webinars

• Innovating across the firm – Pay it Forward Campaign

Learnings• Starts with the tone from the top• Break it down into easy actionable items• Encourage individuals to look broadly

CohnReznick is an independentmember of Nexia International

WomenCAN 2017THE ROLE OF SPONSORSHIP

THE ART AND SCIENCE OF SPONSORSHIP

• The sponsor as an “influencer”

• The acknowledgement that this is a quid pro quo relationship – there are expectations on both sides

• Education for sponsoring partners to ensure they have every tool to fulfill their roles

• Education for rising stars and partner candidates on the role of the sponsoring Partner and their expectations in this relationship

• Acute accountability at the Partner level that the greatest contribution a leader can make is to make other leaders. (This is “code” for it is part of your annual partner goals and rewards)

Candidate

RMPOMP

Office Partners

PeersNational

Sponsoring Partner

ROLES

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• Feedback• Coaching• Mentoring• Advocacy

• Began sponsorship program in 2015 at 70 person firm

• Employees reported on internal survey they wanted to be more proactive with their career and needed more guidance than evaluations

• Partners initially gave pushback because the program is not billable work, but agreed once business case for retention was presented

• Each employee matched with partner based on service area and personality

• Gender not a factor in matching

• Staff meet with sponsors monthly and managers quarterly for formal meeting

• Sponsors document goals and timeframes for achieving goals for each meeting

• Employees report the program is helping meet career goals

• Lessons learned:

–Provide sponsorship guidelines for partners

–Give partners guidance about helping employees set goals

–Create process for what to do when goals are off track

• Sign up by December 21, 2016• Complete survey by February 3, 2017

Results: • Public Accounting Report – May 2016• 2017 MOVE Report – June 2017• Confidential Firm Scorecards – June 2017

Joanne Cleaverwww.wilson-taylorassoc.com

jycleaver@wilson-taylorassoc.com

Questions?