thoughtleaders

Sponsored Networking:
Building Vital Professional Relationships

By Scott Conking
Principal and Head of Culture & Diversity, Vanguard

O
n the hit TV show Mad Men, workforce. “A sponsor pro-

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the office is largely white and largely Instead, organizations vides proactive,
male, and those who don’t fit that must make special ef-
profile are largely left out. Though to- forts to help emerging
unsolicited, and
day’s workplace is infinitely more diverse than what diverse talent build rela- candid feed-
we see on Mad Men, it’s still true that homogeneity tionships. One effective back, context
can limit inclusivity. But an approach called spon- way to do that is by and advice.”
sored networking can help emerging diverse talent using sponsors to help
to build the professional relationships that are so emerging leaders bridge otherwise. Sponsored
116 vital to their success. interpersonal gaps and networking means con-
We all know that ca- dominated by white, develop relationships. stant connecting, bro-
reers and leadership Christian, predomi- Sponsorship differs kered interactions, so-
teams are built based on nantly suburban males from mentorship; it cial activities, outreach,
the abilities, engagement with traditional families, means being omnipres- and active involvement
levels, and aspirations of most of the young aspir- ent in the professional in Employee Resource
talent rising through an ing leaders could easily life of an emerging lead- Groups by both senior
organization. However, build rapport with the er, whereas mentorship and emerging leaders.
movement through the leaders in the organiza- tends to be on an as- Sponsorships can help
ranks of an organization tion. In today’s more di- needed basis. A spon- emerging talent to build
can also accelerate on verse, mobile, and tran- sor provides proactive, the relationships they’ll
the strength of personal sient workplace, aspiring unsolicited, and candid need in order to engage
connections forged over leaders do not necessarily feedback, context and and thrive in an organi-
many years. These rela- have the same interests advice. A sponsor also zation. It’s a focused ap-
tionships may be based and experiences as the advocates for the emerg- proach, but I think that
on shared interests such organization’s leaders. ing leader, attesting to it’s very necessary in to-
as sports, educational How should compa- his or her talents and day’s diverse workplace.
institutions, similar fam- nies address this chal- promoting his or her It’s great that we’ve
ily experiences, religious lenge? I believe com- consideration for roles come a long way from
and ethnic communi- panies can no longer and programs. the Mad Men era, but
ties, common hobbies, rely on traditional com- Through sponsored we must do more.
and neighborhoods. monalities to build a networking, the sponsor Building diverse leader-
And what could be more leadership team. If they involves the emerging ship teams will require
natural than to develop a try to, they’ll be relying leaders in events and ex- focused efforts that en-
bond based on a shared on a shrinking, one- periences that can lead gage established leaders
connection? dimensional talent pool, to professional relation- in close sponsor rela-
In a world where the and one that might not ships with senior leaders tionships with emerging
educated workforce was connect with a diverse that might not develop talent. PDJ

116 Pro f iles in D iversi t y J ourna l M A R C H / A P R I L 2 0 11