Sponsorship of projects and programmes is more than just a name on a report that goes to the executive. Sponsorship is not a title. Yet, how much time do we spend prepping for this role? Giving the role and its requirements conscious thought? Not as much as we should. 

Many Chief People and Culture Officers (CPCOs) and Chief HR Officers (CHROs) find themselves with this title of ‘Sponsor’ as a change project is mobilised. So how do you ensure you are set up for success, the next time you are asked or volunteer to take on a Programme (or Project) Sponsor role. Sponsor effectiveness has been shown to have a direct impact on the success of a project – in fact, three times as much (source: Prosci).

Being an effective, active sponsor of change is a skill for any CPCO or CHRO.

The pitfalls

🚫 The sponsor can’t be a distance figure who gets an update once a month nor can they be elbow-deep in the delivery. 

🚫 They can’t be the first to jump ship when it gets tough. Because it will. All change has its challenges and low points. Change isn’t perfect. Sponsors can’t try to save-face and distance themselves from the project when it gets hard or there is criticism. 

🚫 A sponsor can’t be time constrained by other priorities or their day job. If you can’t commit, don’t take it on.

🚫 It’s not a passive role. 

CPCOs who Sponsor change are role modelling leadership

A sponsorship role requires the individual to visibly lead the change needed, in order to achieve the targeted outcome. Demonstrating consistently the behaviours needed from the project team and end-users. Staying focused on the bigger picture and end destination.

Check your sponsorship skills against out pro-tips below:

✅ Sponsorship is active: be active in the project or programme every week and connect with the Project Manager (PM).

Pro-tip:

✅ Communication: deliver the communication to end-users and consumers, to explain the ‘why’, ‘what’ and ‘how’ we will get there. Providing clarity about the change ahead and reassurance about the journey. 

Pro-tip:

  • Videos are a great way to get this message to hybrid team members or those based in another country.
  • Nothing beats walking-the-floor or turning up once a month to a daily stand-up, to show your support and engagement.
  • Over-communicating is nowhere near as bad as under-communicating.

✅ Listen: be engaged and listen to colleagues’ concerns, and help champion the benefits from super-users and pilot groups.

Pro-tip:

✅ FOMO: Stimulate the conversation, create excitement and generate a genuine fear-of-missing-out (FOMO) from other executives and key leaders around the business. Increase the hunger for adopting and embedding the change. 

Pro-tip:

✅ Unblock: When challenges emerge, sponsors actively remove the barriers, dispel the negative doubters, and influence the nay-sayers. Knowing the business case inside-out alongside the tangible end-user benefits it will bring. Keeping a calm outlook when challenges come along. 

Pro-tip:

Additionally, Sponsors should work collaboratively with the Project Manager; should have appropriate oversight and help to mitigate risks; provide resources; manage expectations; and all the usual project-management you can find on a checklist. 

However, to do this and be the active leader of change who is crucial to a project’s success – with little or no coaching or support? That’s not the recipe for success.  

The recipe for success

➡️ If you are new to this, seek coaching and support from an expert in change leadership, such as The HR Fixers.

➡️ Seek advice from those around you, on why project leadership has failed before.

➡️ Listen to colleagues and the project team on what they need from you as a Sponsor – adapt, be resilient and persevere.

➡️ Ensure your leadership style and ways of communicating are tailored to this topic and will enable you to be a success.

➡️ Pause… and celebrate successes with the project team.

➡️ And have some fun along the way. Learn, grow and go again!

Ultimately, if you can’t prioritise the commitment that a project sponsor role requires… don’t take it on. Take it on, if you’re set up for success.

The HR Fixers’ difference

There are lots of resources available to help a CPCO or a CHRO navigate how to be an active sponsor of change.  However, if you want more than just the theory and need practical advice, coaching and tools that really work, reach out and get in touch. We lead with emotional intelligence, experience and put people at the heart of change.

How bespoke consultancies are changing the game for CPCOs and CHROs

While big-name firms dominate the transformation marketplace, with their vast resources and global reach, organisations are increasingly recognising the unique benefits of working with bespoke consultancy firms. These specialist firms offer a level of:

The difference lies not just in the approach but in the outcome — solutions and approaches are tailored to the way the teams work and the pace of the organisation, cultivating stronger relationships for effective teamwork, and an overall transition that puts the people first, using the new technology as an enabler. 

These are challenging times for HR and People & Culture teams. Now more than ever it’s time to take action to modernise, supported by an appropriate bespoke partner. One that really gets HR.

⁉️ Is now the time to choose personalisation, over scale? 

A personalised partnership

One of the primary benefits of working with a bespoke HR consultancy is the personal touch they bring to each project. Unlike large consultancies that often apply a one-size-fits-all approach, bespoke firms take the time to understand the unique needs, culture, and goals of each client.

➡️ They prioritise custom HR solutions over generic methodologies, ensuring that the technology, tool or process aligns seamlessly with the company’s specific HR requirements.

➡️ A smaller consultancy invests in building a deep understanding of a client’s HR function and connections across the organisation. This allows them to provide highly tailored recommendations. They don’t push pre-packaged solutions or rigid frameworks, but instead craft strategies that address the intricacies of the organisation. 

This approach leads to better adoption rates as change is rolled-out, less resistance from employees, and a more effective transformation process that aims for right-first-time.

Conscientious and hands-on

Bespoke consultancy firms are often founded and led by industry experts who are deeply passionate about their work. They have done these roles, used this tech, and been part of the change when working on the other side, in organisations. Bringing that lived-experience into the bespoke consultancy firm. 

➡️ They don’t merely act as advisors from a distance but immerse themselves in the HR project, working closely with teams at every level. 

➡️ Their hands-on involvement ensures that implementation is smoother, challenges are proactively addressed, and any potential roadblocks are quickly mitigated.

➡️ When done right, they feel as though they are part of the organisation, offering constructive challenge from a conscientious perspective. 

In contrast, other consultancies may deploy a revolving door of consultants who are less invested in the long-term success of the client. Simply put, they don’t care as much.

Clients often find themselves explaining their needs repeatedly to different team members, which can lead to frustrations. Bespoke firms, on the other hand, offer consistency and continuity, building strong relationships with their clients based on expertise, and taking full accountability for the outcomes.

Leading with emotional intelligence in change management

Technology transformations are not just about implementing new systems — they also require engaging the people affected by these changes. This is where bespoke consultancies truly shine. 

➡️ They lead with emotional intelligence, understanding that employees often feel apprehensive about new ways of working.  

➡️ They proactively focus on engaging communications, feeling the heart beat and rhythm of the organisation. With the counsel of open communication, active listening, and a supportive approach, they help organisations navigate resistance and foster a positive attitude toward change.

➡️ They avoid rigid processes that neglect the human element. Recognising that a successful implementation depends on user buy-in. They take the time to engage with employees, provide hands-on training, and ensure that the change and the reasons for the change, are embraced rather than resisted.

Tailored for success: the growth of bespoke

Choosing a consultancy firm is about more than which one is already on your commercial framework: 

✅ It’s about finding a partner who understands your business. 

✅ Cares about your success.

✅ Leads with emotional intelligence. 

The HR Fixers’ difference 

At The HR Fixers, we offer an unmatched level of personal attention, conscientious service, and emotionally intelligent leadership. For organisations seeking a bespoke, more human-centered approach to HR transformation, partnering with us is the smart choice.

Ready to build a stronger HR function? 

If you’re looking for a partner who can help you navigate the change and transformation needed to modernise your HR function, The HR Fixers is here for you. Let’s build the future of HR together.

Contact us today to get started! 

#SmallButMighty #BespokeIsBest #EmotionalIntelligence #HRChange