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Jo Miller, Be Leaderly | Women Transforming Technology

Jo Miller
Women’s Leadership Speaker & CEO at Be Leaderly
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Women Transforming Technology (WT2) 2020
May 5, 2020, Online, USA
Women Transforming Technology (WT2) 2020
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About the talk

Jo Miller, Women's Leadership Speaker & CEO, Be Leaderly sits down with Lisa Martin for VMware's Women Transforming Technology event.

Mentoring good, sponsorship better

There are plenty of talented, experienced, and naturally compassionate women ready to step up as empathy gains importance as a management trait. Yet, the business world has only recently seen an uptick of women in leadership positions, with a recent McKinsey report identifying one’s initial promotion to managerial roles as the biggest obstacle.

The problem is that women believe working hard and being the best at their job will get them a promotion. Unfortunately, the opposite is often true, according to Miller.

“Being indispensable in your current role won’t move your career forward,” Miller said.

In her book “Woman of Influence,” she lays out the steps for women to build their personal brand and be recognized for their contributions to the company. “Reinvent and reimagine how you want to be perceived as a leader,” she said. “What’s that new value proposition that you have to offer in this changed world that’s going to continue changing.”

Many women seek mentors to help them climb the corporate ladder. A better tactic is to attract the attention of a sponsor, according to Miller.

“[Sponsors] go beyond giving the feedback and the advice in order to bring their accumulated political and social and career capital to move your career forward within an organization,” Miller said. “Mentors will certainly talk to you, but a sponsor is someone who will talk about you.”

Women should take a self-inventory and know the unique skills they bring to the table; the problems only they can solve; and what leadership gaps they can fill, Miller explained. “Sponsorship is not something that you would probably go and directly request; it’s something that you earn,” she said.

License Creative Commons Attribution license (reuse allowed)

00:20 Introduction of Jo Miller

00:50 About the book

02:13 The first three steps and others

05:00 The difference between a mentor and a sponsor.

08:30 Can a sponsor be someone that you're currently working for?

09:20 Looking for sponsors

10:30 How do I increase my chances of finding a sponsor?

10:50 Applied for unemployment

11:55 A micro sponsorship

15:30 A culture of sponsorship

17:50 Closing thoughts

About speaker

Jo Miller
Women’s Leadership Speaker & CEO at Be Leaderly

Jo Miller believes everyone has a personal mission, a reason for being on this planet. Mine: to give women, like you, a clear and proven plan for how to step into the leadership pipeline and present yourself as the talented leader you are. Based on her work with hundreds of thousands of women, She developed a pragmatic and powerful roadmap to guide you from where you are in your career to where you aspire to be. She shares this process in her book Woman of Influence: 9 Steps to Build Your Brand, Establish Your Legacy, and Thrive (McGraw-Hill), which made its debut as a #1 bestselling new release on Amazon. She has also spoken to audiences of up to 1,200 women in North America, Latin America, Europe, Asia Pacific, and the Middle East for women’s leadership conferences, professional associations, and corporate women’s networks. She grew up in Australia, lived for a decade in Silicon Valley, and now call Iowa home. She has been celebrating life free from breast cancer since 2016. I believe that when life hands you lemons, you should stuff them in your bra and sing “Ta-dah!”

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From around the globe. It's the cue with digital coverage of women, transforming technology. Brought to you by VMware. Hi, this is Lisa Martin, covering the 5th, annual women transforming technology event. The first time. This event has been completely digital. I'm very pleased to welcome. One of the event speakers, the CEO of be literally. John Mueller, Joe. Welcome to the gym by Lisa. A pleasure speaking with you today likewise. So I was looking up some information on Yu-Gi-Oh, you're quite impressive

that I wanted to share that with our viewers, you have dedicated to nothing to really helping women advance in their careers into positions of influence. You've spoken with a hundred thousand less women in that time and you've developed a roadmap that you published in 2019, a book about tell us about that book. And some of the really interesting things that you've learned along the way. Thanks for asking. What look at the book was really born out of a conversation. I had about 15 years ago with a woman, a software engineer, who told me that I felt like she was the best kept secret in

her organization. And of course, you know, being indispensable in your cart will work with your career for one and she become indispensable for doing this type of, that was downplaying her potential and it started me on this journey of understanding. How is it that we as women can end up being the best kept secrets in the organization that invisible employees, but also speaking to hundreds of very successful, very seasoned, women latest to understand a day advance into the positions of influence that they're in today. As I'm sorry. I put Unity through publisher to

formalize, the more than 10 years of your speaking. And and workshops than all of the interviews that I'd accumulated are the time, all of that sounds extra cheese that I've learned from and put it together into my book at with the nine steps that women can take to release Drive in advancing their careers and leave a leadership Legacy. What are? Give me the first like three dots in the book is woman of influence 9 steps to build your brand, establish your legacy and the first three step that we need to be able to do what you do. I think one of my most important ones is to realize that we

are all already late is where the way that we're in, that high-level executive leadership position or not and start step is just to understand all of the ways in which you're already a Leda and to identify your own leadership strengths, which she can do it any career advice quite frankly from there. It's about understanding. What do you bring to the table? That can be a unique value proposition to your organization and matching your strength to work. That you are passionate about orchids, eat me about but in delivering something that your company or industry or customer base, really

needs and values. Michael that your leadership since that's how I saw from your strengths. Find a niche or superpower and then leveling that. So chicken, your personal brand and everything. You've learned about your strikes in your value and turning that personal brand into the ship ran. So that people around, you start to sit up and pay attention and notice the leader in your but even more. So I think so that you can see the leader in yourself. It's great advice, especially now with the covid-19 crisis that is regardless of what industry you're in. If you were someone that

has work from home before, it's completely different. The uncertainty in everything weather, is job security or can I get Clorox? Wipes, isn't huge challenge. Do you find that those 9 steps are still the same? It's not even more important to in today's climate the same but more important to you. Tell me what the safe say, two months ago and end of how you that people around you seeing you with and I have shifted dramatically now that I will just change them. And frankly, there's never been a time where they seen a bright and need for people to step up and and bring latest

it to the table. And so I really encourage people at right now, if you have the time, See if you can take a step back and think about how has my will changed and what are the really big problems that are emerging? What are the leadership gaps that I could be uniquely built to fill and start to just kind of Reinventing reimagine how you want to be perceived as a leader. Like what's that new value proposition that you have to offer in this changed world? That's going to continue changing. I like that reimagined because even though it's a lot of prices in challenge going on right now.

There are opportunities what it is that you can bring a uniquely positioned to help. However, your company is targeting in this time because we're going to be a lot of change. That is probably permanent as a result of Is talking about the difference between a mentor and a sponsor and you did a session at WT to the other day. 90-minute interactive session, digitally. That's a challenge. I am very impressed. When I'm headed to hear about that. That you're you were talking to

women about attracting the advocacy of influential sponsors to. Describe the difference between a mentor and a sponsor. Cuz I'll be honest with you. I didn't really even know that there was such a thing until a couple of years ago. I, I love this topic to Lisa and an article that really piqued my passion than an interest in sponsorship is one that appeared in The Hobbit business. For a few you again about it a day at the article was titled, why men's to get more promotions than women and, and sorry that truly piqued my interest because I'm

so fascinated by anything that can help women is the article with some study saying that dad found that high potential women were over mentored and under sponsored relative to their male peers. And that that was one of the reasons that I went in Vincennes as much weed in their organizations. And so I think the key distinction between mentors and sponsors can be understood by knowing the response. It is like image of someone that believes in you but they might see that potential that's unformed or or untapped potential. You might not even see in

yourself. And they willing to like to bet on your talent and put their reputation on the line to advocate for you and put your name forward and publicly support you. And so, they're really putting themselves and end their own political and social capital on the line to pitch him until they do. Go beyond giving the feedback and the advice in order to bring they accumulated of political and social, and Korea, Capital to move your career for within an organization. And sorry. Look, where is a mentor? Might help you

still up a sponsor will help you move up and mentors will certainly talk to you but a sponsor is someone who will talk about you. Sorry, if you can imagine, you know, what mental gives you advice on climbing the right. Sort of a mentor will give you advice on. Your advice on finding the ladder, really what I meant and what it once was like is that rocket fuel for your career, but in a good way they can relay it all to your career trajectory and moving forward with me momentum. Can a sponsor be someone that you're currently working for? Absolutely, and of course, not every manager

or later in your management chain will be a sponsor. If you're lucky, you'll have one but it might be later in a completely different area of the organization. But I think one of the other one is it that the Practical suggestions that I gave to the participate in my session was start to notice who the sponsors, any organization around, you like to learn to spot the leaders who have the qualities that that make a good sponsor. And if I'm out there doing that, and I may be going to write down. All right, who have been my mentor is over the last few years. Who do I think maybe

from that category, could become a sponsor looking for sponsors. What is this? What do we need to know about? What a sponsor is going to expect us to know about? Is it when you can go and ask someone to be your Mentor, you really can't ask someone to be a sponsor. In fact that might backfire it might have the opposite effect and side of sponsorship. Not something that you would probably go in directly request it, something that you instead inside some of the things that sponsors will look to in, you would be are you able to be committed and

loyal to their goals in the goals of the organization? And I you delivering outstanding performance that goes beyond what's being asked of you and your job description and roll. For you to bring something truly unique and special to the table and that goes back to our earlier. Comment, that a conversation about understanding, what your strengths are your technical, in, your leadership strengths, and how you can apply them to bring something truly unique to your organization that differentiates you. So that's one of the things that we can do to stop to attract

sponsors, which is to do that. Self inventory of, what can I bring to the table? At? What problems can I solve? What leadership gets can I feel Let's talk about your 90 minutes in, are at the session that you did digitally 4w, teach you the other day, given the gravity of the situation. But covid-19 is still a tell me about some of the comments and the questions that you had only going. All right. In today's climate when we're not sure about even job certainty. How do I up my chances of finding a spot there? Speaks to

the timeliness of the topic, we had more than 300, people join. One of the things that I left today is to make it as interactive as I can buy. Having some panelist join who Sports a batch examples of the sponsorship that they've gained a lot from participants was hitting that comment things. The other chat giving examples of the times when they're being sponsored, how it began what the sponsors were able to do to help them reporting their careers. And then as we went further along in the session, we spoke about the concept of Mike response to

ship and have one of the most important ways to understand how cost to ship, where X is to sponsor someone else and stuff. We still just a wealth of examples and comments coming from Pistons Battle of the ways that they were declaring. They were going to take action by sponsoring someone else in the ocean to a micro sponsorship. That's an interesting concept. Tell me a little bit more about that is that they I'm a sponsor and I'm going to sponsor someone else or is it? I am I have a sponsor and I'm going to get another sponsorship from that.

Question. But so does a couple mess around sponsorship in one is that you do need to be a high-level executive who's able to promote someone or create the perfect role for them and give them that high exposure assignment. And that's certainly one way this wants to. She can take place the big gestures of one of the executives. I interviewed. You don't necessarily need to be an executive to be a sponsor but you do need to have influence and I think we will have influence. We just might not completely leverage it to that, the greatest extent we can so we leaving our influence on the

table. So if you can't sponsor someone in big y's, think about looking for Mike response to ship moments in which you notice the color to use his talent is going unseen or on delivery, ridged and recommend that that person put them forward for an ideal opportunity or it might be something as simple. You know, when you see someone share a great idea and no one notices amplify that idea attach the person's name to it when someone's being finished so we can sponsor in a large and small

wise, that's what I need and use whatever influence you have to be speaking up and advocating for others. I love that. Thank you for the clarification. Were there any concerns we do right now? With all of this uncertainty, the volumes of people that have applied for unemployment. Were there any concerns from the audience in your session about if, if somebody else has a great idea, will it just highlight? And I don't and will I be in bright? Light of value? Is any concern that the woman that brought up when the

session to chat log was going through so fast? And so I was lucky, I was able to pluck a few comment to read back to the audience tonight. I think you're right on target with that decision. I can only assume that a number of people have had that concern for themselves into one of the things that I talked about is the importance of making your value visible. And how you don't want to, Pick up an amplifying promote every single thing that you do really strategic about amplifying the accomplishment that align with your aspirations. Are you, do you speak to an inchoate ice and

reveal and Mike knowing those high-profile result that you're delivering that a line with where you want to go in your career? And of course, that frees you up to the amplifying and promoting and making visible, the achievements of other than the open ization. If I don't think if you don't care about having diverse and Equitable workspaces, we really need to be. I love that focus on the visible. Last question in the last few seconds that we have here is how this company go about building a culture of sponsorship. And how do you see that? That's interesting, you know,

because a lot of companies have a really fully phone culture of mentorship and they have formalized mentorship programs. On the other hand did tends not to How many companies that are having sponsorship initiatives, but those that do typically will attach them to an existing Talent or high potential or diversity initiative and start, if you're in a position of influence and Leadership and one thing of course to do is, is he open and transparent about what it would take for you to sponsor someone. But if you're already doing that, take

it, a step further and champagne, and having an open and devotion Equitable cultures off the ship in the organization. Talk to other ladies about what that looks like and getting balls in those existing talent and diversity and high potential initiatives and championed the idea of adding a sponsorship component where participants of next two leaders. And the leaders have accountability to the help produce results in that participants career assessment. I love that accountability in. This is definitely a topic Joe that I love talking about mentors versus sponsors.

And it sounds like it's one that just means more, and more and more are cover. So, people really understand what that there's tremendous value there. So, I wish we had more time but it's been such a pleasure talking to you. I really appreciate that. We thank you for joining us on the cube. And we appreciate the fact that you have been able to do this remotely from Iowa. I'm in San Jose for Joe has coverage of women transforming technology.

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