Defending comes with a certain amount of risk, and it’s the responsibility of the most powerful sponsors — typically white men — to take on that risk.
Regardless of the precise underlying reason, the outcome is clear: Women and racial minority employees are more likely to be criticized for their interpersonal leadership.
Anyone, regardless of how much power they hold, can sponsor others by confirming a positive impression or creating one by introducing them to an external party. But changing other people’s opinions of a protégé by defending them from criticism is something that is best done by sponsors in positions of power.
Tina’s abilities needed to be put into context again when a senior leader of a biopharmaceutical company sought to hire her into a leadership role. In the new position, Tina would not only be moving from consulting to biopharmaceuticals, but also from a client-facing role to one more focused on managing large internal teams. Insiders at the hiring firm pushed back on her potential appointment, questioning whether she had the leadership abilities necessary to succeed in her new role.
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