Partner Hopefuls Should Consider if They Really Have a Sponsor

At many law firms, partner candidates need at least one or preferably multiple sponsors for partnership. Sponsors speak to a candidate’s partner potential, and may be responsible in part for the candidate’s success as a junior partner by advocating for them and providing work.

Too often, associates presume they have a sponsor when they don’t, or think that sponsorship will just happen simply because they’ve been doing good work and have been at the firm awhile. However, associates must own their careers and ask, “Is my ‘sponsor’ really my sponsor?”

Here are several questions associates may consider in determining who are their sponsors.

Does this partner engage me in conversations around career and my potential for partnership?

A true sponsor is willing to sit down and talk with you about your career. A sponsor will both advise and work with you to develop a strong business development plan. They will speak with you about timing and when you may realistically be considered for partnership. A sponsor is willing to engage in these conversations and initiate this kind of dialogue with protégés.

If the person whom you perceive as your sponsor isn’t engaging this way, particularly as an experienced senior-level associate, it’s possible or even likely they aren’t your sponsor.

Does this partner have the ability to support me as a junior partner?

A partner may like you and enjoy your company, communicate with you regularly, and train and advise you on various matters. Still, that same partner may not be in a position to sponsor you by consistently giving you work, or pointing you to other people who can provide you with a steady stream of work.

There are times when it might be harder to have multiple partners on a matter for a variety of reasons, or they may be developing and supporting other junior partners on their teams. If your firm requires a partner sponsor for promotion, make sure you and your potential sponsor are clear on their ability to sponsor you, the potential timing, and succession planning for their clients.

Is this partner personally invested in my development?

When a partner is invested in your career, that person takes an active role in your professional development. They give you meaningful feedback, have transparent conversations with you about your path, and commit to your success. That partner must consistently and meaningfully support your growth and development at the firm through training, shadowing, providing clear feedback, and seeking opportunities to expand your skills.

Does this person advocate for you when you aren’t in the room?

While it’s flattering when a partner says nice things about you in your presence, it’s just as important for that same partner to speak positively about you when you aren’t in the room. Does this person speak up for you when it counts—whether in performance review discussions, practice group meetings, or offline conversations? Do they share your successes with relevant stakeholders inside and outside of your practice group?

Making partner is a huge accomplishment. However, in some ways it’s just the beginning. Your sponsor must be willing and able to keep you busy, and to teach you how to grow your own practice.

For associates who are unsure of the answers to the above questions, consider speaking with trusted advisers, mentors, and possibly a confidential career coach to help you navigate these sponsorship waters.

This article does not necessarily reflect the opinion of Bloomberg Industry Group, Inc., the publisher of Bloomberg Law and Bloomberg Tax, or its owners.

Author Information

Rachel W. Patterson is a senior talent manager for DEI at Orrick Herrington & Sutcliffe. The opinions expressed are those of the author and do not necessarily reflect the views of their employer or its clients.

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