We all hear about some people having sponsors who pull the strings to ensure chosen ones get best ranking, best jobs and best benefits. Can you share your experiences with how this actually plays out, how sponsorship works, is there something formal, some kind of work process or customary approach etc or is this done fully behind the scenes. Would like to understand how this could work for someone with sponsor (if this exists) moving sites to where new team has no direct connection to sponsor. Will their new supervisor somehow be notified, how, etc. Can people have a sponsor and not know about it? Would like to understand if this famous sponsorship is just informal support from someone who is actually in supervision chain or if there is potential for broader influence, etc. Please share examples of your experiences with this and how much of an urban legend this is.
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I do not know how the sponsored ones are chosen, but the system is not in writing. Phone calls to Supervisors instructing them to rig the ranking. Manipulation of ranking after ranking sessions if required. HR jumps in and moves sponsored ones to ideal positions that are guaranteed success and Exec facetime. If the sponsored on messes up, phone calls to cover it up and make sure not mentioned at ranking.
Still tuning in for more concrete answers vs. anecdotal or hearsay.
No comments in this post answered original question from op- how does this work
Just plot the career trajectory of the kids of former execs and you can see automatic sponsorship system.
When a recent hire Geo engineer is given the most coveted SU Manager position with less than zero experience or knowledge, the game is rigged.
I'm currently working for one that has absolutely no business in the role. It was essentially handed to them to "check a box" on their career path. Past experiences haven't prepared them at all. So yes, the system exists. It's maddening and sickening.
They're real, and they're spectacular!
Yes, some have sponsors and it is the easiest way to the top regardless of performance
100% real, look at the current maint supt at Cold Lake for just one of many examples
It is real. I remember a decade ago someone told me their manager ranked them at the top - but when everything trickled upwards - the VP had someone slated for the top and this individual was bumped down. I didn’t believe it worked like this and my “one foot ot the door bullet proof about to retire” manager when I questioned him replied - it very well could have happened that way.
Also new hire engineers cal be “early ID’s”. Their potential is set very early on
In career. I have seen these early ID’s catapulted in high positions.
Very few people have sponsors. Those who do have their moves planned out that get them to executive level. You can’t get to executive level without a sponsor.
As a supervisor I once ranked a HiPo as excellent. Assessment group agreed with my justification. A day after the assessment meeting I was told the employee had to be Outstanding and that we were overruled by an unnamed person higher in the org. Worst part was that another employee was dropped from Outstanding to Excellent to make room for her in the top category. All done after the assessment meeting with HR knowing about it. Yes. Sponsors are real.
It is real. If you have a sponsor it is very clear and you will know. High ranking doesn’t mean you are a HiPo. Many people think they are HiPo but will max out at CL29.
I suspect the truth is somewhere in between. If someone senior in the organization thinks highly of you and recommends you behind closed doors…..is that sponsorship? I suspect people say ‘yes.’ However I suspect that also happens in all industries and companies, and may be with or without the employee’s knowledge. I don’t think it is some formal program.
I suspect there have been some executives who have ‘overly sung’ someone’s praise…or gotten too involved in their career. Then if that person falls short, the executive feels like their reputation is compromised. I don’t know if that is a broken system or broken characteristics of the individual…..a large subset of our leadership don’t like admitting that they might be wrong (even though this is a characteristic of a good leader.)
Interesting. So far other than stating it exists, minimal information on actual mechanics provided in responses, only reference to high ultimate potential which is related concept but does not answer op question.
1:0 urban legend.
A real example is the mediocre facilities manager at Permian before Covid and now the manager is Houston working as lead manager for Permian.
Interesting topic indeed 🍿🥤
Are STP sponsored ? How long until one is identified as exec potential?
I have seen sometimes an assumption that this person is sponsored or still sponsored. So people look past the laziness of that person. Never ask questions.
Not an urban legend but the mechanics are only known to leadership. The lowest level that will see some amount of the mechanics are supervisors. For example, if a supervisor wants to move someone that is sponsored they'll have to get VP level approval versus department head approval like normal. In addition, HIPOs (sponsored) individuals are clearly marked during N and N+1 discussions so that the planning team place them in positions that are the most beneficial to their internal resume for higher CL roles and leverage their previous experience and strengths so they are more likely to succeed. I know I've seen the spreadsheets. Understandably, this leads to these individuals being given higher impact/more visible opportunities which leads to better ranking and better CL. Thats all I've learned so far about the sponsorship system. Some will say that VPs get involved with the ranking for sponsored individuals but I haven't seen or heard from a trusted source regarding the truth behind this.
Not an urban legend
If you don’t know this, for sure you are a troll.