Sponsorship Carrie J. Fletcher Harvard Law School Execuve Educaon - PDF document

4/20/16 Sponsorship Carrie J. Fletcher Harvard Law School Execu�ve Educa�on Ted Levine’s Legacy � Bill McLucas – former SEC Director of Enforcement and current Wilmer Hale Securi�es Department Chair � Chuck Davidow – Co-chair of Paul Weiss’ Securi�es Li�ga�on and Enforcement group � Harry Weiss – Wilmer Hale’s Securi�es and Li�ga�on Enforcement Group chair; previously Associate Director of SEC’s Enforcement Division � Sheldon Goldfarb – General Counsel of RBS Americas 1

4/20/16 Sponsorship Ma�ers � Accelera�on of advancement – With a sponsor, both men and women are significantly more likely to ask for plum assignments and request raises – Sponsored men and women are significantly more sa�sfied with their rates of career progression (men by 23%, women by 19%) � Staying in the game – 85% of full-�me working mothers with sponsors con�nue to work, compared to only 58% without sponsors Source: (Forget a Mentor) Find a Sponsor by Sylvia Ann Hewle� Mentor vs. Sponsor Mentor Sponsor • Experienced person • Senior person who believes in your poten�al and is willing to help and willing to link reputa�ons support you • Advocates for and creates • Builds your confidence opportuni�es for you and is a sounding board • Encourages you to take risks, • Offers empathy but provides cover • Expects very li�le in • Expects a great deal from you (stellar performance and return loyalty) “Mentors advise, sponsors act” 2

4/20/16 Strategies for Associates Time & Trust Networks Performance Time & Trust Networks Performance Remember • Two-way • Build robust • Excellence • Sponsor does street networks not need to • Learn to be a role • Purposefully • Include bring unique model build trust individuals skills to the with table • Mentors can influence become sponsors • Inten�onal visibility Strategies for Sponsors Visibility • Expand junior • Expand junior Visibility colleague’s percep�on colleague’s percep�on • Expand junior • Stretch assignments of his/her own abili�es colleague’s percep�on • With clients • Honest/cri�cal of his/her own abili�es • With clients of his/her own abili�es • Give advice on feedback on skill gaps • With senior leaders • Give advice on • With senior leaders • Give advice on “presenta�on of self” “presenta�on of self” “presenta�on of self” Possibility Possibility Development Possibility 3

4/20/16 Organiza�onal Strategies • Educate about what it is/isn’t sponsorship Awareness & • It’s not speakers, ar�cles, lunches Assessment • Find organic sponsorship rela�onships • Observe “bright spots” behavior Measurement • Iden�fy key behaviors • Create and share checklists • Create team processes Structure • Encourage delega�on, informa�on sharing, observa�on Organiza�onal Strategies Encouragement • Discuss sponsorship within compensa�on reviews • Help partners to think about how they delegate of Partners • Challenge hoarding behaviors Mo�va�on of • Go all-in, “lead with a yes,” • Promote their sponsor’s brand across the firm Associates to • Help build a great team for the sponsor • As momentum grows, share stories about effec�ve sponsorship Celebrate • Educate clients about your sponsorship work • Propose joint events/discussion to encounter less push-back 4