Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 2
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Why men still get more promotions than women?Herminia Ibarra, Nancy Carter & Christina SilvaHarvard Business Review, 2010
Women are being mentored to DEATH!
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 3
Do men and women have the same kind of mentors?
NO!
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 4
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Women are less aware of the value of building strategic relationships to
further their careers
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 5
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Women’s mentors tend not have the organizational
influence needed to advance careers
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 6
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Without a sponsor not only are women less likely to be appointed into top roles they are also more
reluctant to go for them.
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 7
Sponsors go beyond giving feedback and advice.
Sponsors advocate for their protégés.
Sponsors get their protégés visibility in the
organisation.
Sponsors fight to get the protégès to the next level.
Mentoring v SponsorshipGetting the Next Generation of Women into Leadership
Nia Joynson-Romanzina | Swiss Re | Global Summut of Women, Athens, Greece 2012 8
Are you really an advocate or just a mentor?Advocate Mentor
Must be a senior manager with influence Can sit at any level in the hierarchy
Directly advocates for their protégé’s promotion
Provides emotional support, feedback on how to improve, and other advice
Gives protégé exposure to other executives who may help their career
Serves as a role model
Makes sure their people are considered for promising opportunities and challenging assignments
Helps mentees learn to navigate corporate politics
Protects their protégés from negative publicity or damaging contact with senior executives
Strives to increase mentees’ sense of competence and self-worth
Fights to get their people into career enhancing positions when suitable opportunities arise
Focuses on mentees’ personal and professional development
Makes connections outside the company
Gives career advice
Promotes visibility