How to find a champion at work whose support truly matters
Many of the people I talk to are looking for a change — not to move to a different company, necessarily, but to do and be more.
Getting that great next role requires three things.
You have to be noticed. I’ve written about the importance of getting on your boss’s radar by being high visibility and low maintenance.
You need a good mentor — someone who can be a role model, teach you necessary skills, guide you through the intricacies of the company culture, give you honest feedback, and root for your success. You can find my advice on “building a strong mentor-mentee relationship” here.
You need a champion. I define a champion as “a powerful leader in your company who will speak up on your behalf and recommend you for important projects and promotions.” This can be the same person as your mentor or your boss, but often it is not.
So how do you find a champion? You can’t really ask someone to champion you. You can ask for a recommendation or introduction for a specific opportunity, but true champions go beyond that. They think proactively about opportunities for you that you may not even know about.
The difference between a workplace champion and a fan
You get a champion by impressing someone. Once again, high visibility-low maintenance is the key. Here are two examples of leaders with champions:
Chris was a bright, ambitious leader in her early 30s, a director in a large retail organization, who combined a strong quantitative background with a sensitivity for how to get the best out of people. She caught the eye of the CEO, who noticed her energy, creativity, brains, and positivity. He put her in charge of a large project which was well above her pay grade and she performed superbly. Chris was rapidly promoted and eventually drove one of the most creative and impactful programs in the company.
Anne was a highly trained, enthusiastic consultant. She brought optimism and thoughtfulness to every aspect of her job. She built excellent relationships with her peers and was generous about partnering on projects. The manager and senior consultant of her office thought very highly of her and provided resources and guidance to facilitate her work. But when the consulting firm ran into financial challenges, Anne was let go.
What was the difference between these two scenarios? Chris’ champion was the very powerful CEO of the company. When others in the company resented her rapid rise, he protected and defended her. With his backing, she was able to move into more and more meaningful roles. But Anne’s champion was not in the inner leadership circle of the company. He was well-liked, but he had little clout. When tough decisions had to be made about terminations, his voice didn’t count for much.
Why the definition of a champion at work starts with power
If you look back at my definition of a champion, it says “a powerful leader.” Of course, it’s a good idea to make great relationships with everyone you work with. But relying on a champion who doesn’t have much influence isn’t going to turbocharge your career. Make sure your champion is a champ.
If you want to know more about accelerating your career, contact me at ggolden@gailgoldenconsulting.com.
