Self-determination Theory
, 19, 112
Sponsee behaviours
be a trusted advisor
, 38
importance
, 38–39
learning
, 42–43
outcomes
, 43
perform above expectations
, 36
provide organisational insights
, 37
provide sponsorship back in return
, 38
provide training and expert advice
, 37–38
risks
, 84–85
sponsor recognition
, 36–37
support sponsor's success
, 36
Sponsee-driven antecedents
attraction
, 17
character traits
, 17–18
consistent track record of performance
, 16
leadership potential
, 16–17
Sponsor behaviours
access to external networks
, 12
access to senior leader networks
, 12
building confidence
, 76
build political acumen
, 12
develop confidence
, 12
ensure candidacy for roles
, 12
fight for promotion
, 12
give actionable career advice
, 12
give personal advice
, 12
nurture and teach
, 12, 75
political acumen
, 76
provide advocacy
, 12
provide image advice
, 12, 75
provide protection
, 12
provide stretch assignments
, 12, 76
provide visibility and exposure
, 12
Sponsor-driven antecedents
empathy
, 19–20
prior sponsee experience
, 18–19
psychological need satisfaction
, 19
quid pro quo
, 20–21
Sponsor relationship
autoethnography
, 25–26
cultivation phase
, 29–30
implications to practice
, 32–33
initiating process
, 23
initiation phase
, 27–29
outcomes
, 41–47, 59
partnership phase
, 30–31
phase model
, 32
proactiveness
, 30
reciprocal nature
, 35–39
reciprocity and mutuality
, 58
risk management
, 81–88
self-reinforcing cyclical nature
, 65
separation phase
, 31–32
Sponsors
behaviours
, 12, 58
career advice. See also Sponsor behaviours
, 10
defined
, 6
function
, 9–12
hierarchy of roles
, 7
image building
, 12
learning
, 42–43
outcomes
, 43–44
protection
, 11
stretch assignments
, 10
sudden departure
, 84–85
visibility and exposure
, 9
Sponsorship
antecedents (See Antecedents)
application
, 125–131
capital framework
, 63–71
career moves
, 129–130
career progression
, 137
case studies
, 133–137
currency
, 13–14
definition
, 7–8
prescriptive model
, 119–123
skills and experience
, 127–129
women leaders
, 78–79
Sponsorship game plan
ask for sponsorship
, 104–105
aspiring manager
, 99–101
attraction
, 103
being proactive
, 105–106
character traits
, 103–104
earn and find a sponsor
, 101–102
leadership potential
, 103
maximise your sponsor relationship
, 105
network of sponsors
, 108
organisation
, 117–124
senior leader
, 111–116
sponsor’s success
, 106
strong track record of performance
, 102–103
trusted partnership
, 107–108
Sponsorship model
developing
, 55–56
impact of gender
, 58
outcomes
, 59
Part 1
, 56–57, 59, 60
Part 2
, 57–59, 60, 61
proactiveness
, 57
reciprocity and mutuality
, 58
sponsee behaviours
, 58–59
sponsor behaviours
, 58