Carla harris is a hero to many people. Harris is a black woman who has made it to the top of investment bank Morgan Stanley. Whether it’s fun to work there or not: you don’t just get there. What’s her secret? According to Harris himself having a ‘sponsor’ was decisive. All the important decisions about your career are made while you are not there. The question is therefore: who is sitting at the table to stand up for your interests? Who says to the rest: she is indispensable for our company?
Why is this so important? Because meritocracy is a myth, says Harris. At almost all times when you are assessed, subjective considerations play a decisive role. And then you need that sponsor.
To be clear, a sponsor is different from a mentor. A mentor gives you personal advice. That’s nice and convenient. But a sponsor puts his relations in front of you and promotes you when you are not there.
Oresearch by the American consultancy CTI supports Harris’s story. A survey of just over 3,000 knowledge workers showed that people with a sponsor are much more satisfied with their career progress than colleagues without a sponsor. The sponsors themselves also benefit from the relationship. They increase their knowledge and skills, have a better understanding of what is going on in the company and achieve more results on complex projects.
Practically again: how do you get such a sponsor? According to Harris through achievements and relationships.
† Performance: those who structurally deliver just a little more than is requested, increase their chance of a sponsor. ‘Just a little more’ is an understatement in Harris’s own career. She studied economics at Harvard (magna cum laude) and later did an MBA there. In addition, she is a popular gospel singer who has filled Carnegie Hall a few times.
† Relationships: performance alone is not enough. In addition, there is a risk that the bar will be set higher and higher and that you will exhaust yourself. According to Harris, ‘positive moments of contact’ are therefore at least as important. Potential sponsors need to get to know and trust you before they take you under their wing.
Not everyone is suitable as a sponsor. Of course, an effective sponsor knows you and your work and is involved when career decisions are made. But they will really have to speak out. The CTI survey shows that most sponsors give advice to their protégés, but do not actively defend their interests. In the end, they turn out to be more of a mentor than a sponsor.
That may also have to do with how you ask someone to be your sponsor. According to Harris, you should clearly indicate that you want to make progress in your work and that you are looking for someone who can make this known at the places where decisions are made.
Admittedly, this advice has a bit of an 80’s yuppie vibe. On the other hand, many people will recognize in their own work that just ‘doing your best’ is not enough to get ahead. Especially if you fall outside the norm due to gender, color or background. Like Carla Harris on Wall Street.
Ben Tiggelaar writes weekly about personal leadership, work and management.
A version of this article also appeared in NRC Handelsblad on 19 March 2022
A version of this article also appeared in NRC in the morning of March 19, 2022