Mentorship + Sponsorship with Lara Hogan
summary
Argues that sponsorship increases likelihood to ask for raises and stretch assignments and drives promotions more directly than mentorship or coaching, citing studies and workplace examples. Recommends concrete tactics: do visible, impact-saving work; find people who know your output; make specific asks (CFP help, meeting shadowing); keep sponsors updated; build a Manager Voltron of multiple sponsors. Flags that members of tech minoritized groups are over-mentored, under-sponsored and offers micro-sponsorship actions (naming someone in Slack, recommending for a project) as high-leverage moves.
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chapters (20)
- 0:00Start
- 0:24Growing in our careers
- 1:23Who do you lean on to help you grow?
- 3:06Mentorship: Giving advice, based on your experience
- 3:40Mentorship is great when you want help onboarding or getting unblocked
- 4:33Advice is just one thing a mentor gives. There are residual benefits from visible proximity and tangential relationships to be gained.
- 5:35Qualities of a successful mentor relationship: Active listening Honesty Flexibility Reciprocity
- 6:06Mentees should find more than one mentor
- 6:57Being a responsible mentor
- 7:50It's okay to end a mentor relationship
- 8:40Mentoring, or coaching?
- 9:06Coaching is great when you want help exploring a problem
- 10:14Sponsorship
- 12:43"Mentors give perspective, sponsors give opportunity." - Cate Huston
- 14:58Finding a sponsor
- 19:30Multiple sponsors?
- 19:52Build your Manager Voltron
- 20:56Growing your crew
- 23:00Being a sponsor
- 23:41Marginalized people are over-mentored, and under-sponsored
