You’re the Chief Marketing Officer of a large multinational, or a Group Marketing Manager. Whatever your title, you’re a senior executive looking at millions of dollars being invested in corporate sponsorship across your company, and you know there are problems.
Some of the decisions appear to lack rigour. Some brands sponsor strategically, while others appear to be picking partners out of a hat. Some investments are barely leveraged, while others aren’t leveraged at all.
You may have noticed that the degree of sophistication applied to sponsorship is dependent on the individual managing the brand, and can change dramatically when that person moves on. You may even be seeing some bright spots, and wondering how you can implement that kind of thinking, company-wide.
And measurement? It’s all over the map. God only knows what some of these brands are achieving.
In other words, sponsorship sophistication, creativity, and accountability may be happening here and there, but it isn’t part of your organisational culture, and you know that has to change. But your company is big and diverse, and it’s all just too hard, so inertia takes over and the mediocrity continues.
The thing is, there’s no reason for that. Organisational change around sponsorship is complex for big companies, and does require a commitment to actually do it, but it is doable. More than that, it is absolutely worth doing.
I’ve done this a lot, and if you’re looking at embarking on organisational change around sponsorship, I have some recommendations.
If the goal is a consistent, sophisticated approach to sponsorship – one which maximises results across your portfolio – you need to accept that this consistent approach will look different from one area of your company to another. And the larger and more diverse the company, the more tempting it will be to generalise with any capacity-building training or materials, but that won’t do any of your brands any favours. Providing generic advice, like, “Leverage your sponsorship investments through all of your channels”, or, “Select sponsorships that achieve multiple marketing objectives”, falls into the category of being accurate, but not useful.
Channels, objectives, target markets, trends, and more will vary vastly from one brand and/or geographic region to another. If you actually want to increase your organisational capacity to do sponsorship well, and reap strong, measurable results from all of your investments, you have to be prepared to get specific, providing advice, examples, tools, and templates that suit each market and every major brand.
I could hand you a stack of tools and templates, but without context, you’re not going to know how they work or why they’re relevant. Likewise, I could provide huge document, covering all of the theory and rationale around best practice sponsorship, but without specific how-to and supporting tools, applying that thinking is going to be patchy.
If you want to maximise uptake of a more sophisticated approach, you need to ensure that you balance vision with how-to, theory with case studies, and recommendations with the tools to back them up.
I love to provide shortcuts – brainstorm options, idea springboards, etc – to give clients a good, running start on the creative process. But it’s very easy to go too far with this, and cross into the territory of telling stakeholders what to do, or giving them so little input in the creative process that they don’t take any ownership, and uptake is half-hearted, at best.
In providing a platform to elevate your sophistication, the whole idea is to make great sponsorship – the theory, creativity, and implementation – achievable and doable. Your job is to provide the framework and tools and inspiration so they get excited about it and can confidently make it their own. It’s a fine line to walk, but if you don’t do this, this whole exercise will fail.
What best practice sponsorship will look like will vary from one brand, target market, or region to another. By the same token, the way your teams across those brands and regions digest and implement best practice will be different. Some people will want to print something out and write notes and stick post-its all over it, and use it as a desk reference, while others respond better to video or live workshops, so don’t think you can create a handbook, get it to everyone, and that’s the end of it. Some people will love it, but others won’t even open it.
Depending on the client, I use some combination of the following platforms:
Depending on your geographic footprint, you may need to provide these in multiple languages.
Even if you do everything else perfectly, a big component of elevating sponsorship across a big organisation is creating confidence in the approach. For that reason, you should endeavour to have a resource who can provide support, particularly in the first year or so.
There’s no reason you can’t use a sponsorship consultant, but I usually try to position a person or small team, internally, who can fill the role of expert safety net. The role is about providing as-needed advice, coaching, and even some facilitation, until your various stakeholders are comfortable carrying on independently.
The beauty of sponsorship, and why it’s so powerful for brands, is that people care about it.
The same is true for your employees, and this can be a challenge to manage, because everyone thinks they’re an expert, when it comes to sponsorship. Everyone. From the senior executive to the branch manager to the forklift driver, they all think they know how sponsorship works, and what your company should be sponsoring. The vast majority of the time, they’re wrong. Yes, even the senior execs.
A big part of this job is managing those politics, and that is equal parts creating an organisational vision, and ensuring there are ways for staff to be heard around sponsorship. How this works can be very different from one company to another, but if you don’t take those politics into account, the kick-back from staff could adversely affect your results.
Some companies have a culture of putting a lot of trust in external advisors. Whether this is about objectivity or capacity or accessing very specific, granular expertise, it’s a fact of life in much of the corporate world. If this is the case for your company, I very strongly suggest that you hire a credible sponsorship consultant to spearhead this job for you. You don’t want an initiative that can have such a huge impact on your brands being seen as unimportant, because it didn’t come from an external, subject expert. Using someone external can also mitigate a lot of the issues with politics, outlined above.
If, on the other hand, your corporate culture has a stronger focus on internal answers and in-house expertise, then there’s no reason that a manager or team with a strong understanding of best practice sponsorship can’t develop these resources. That said, because of the politics around sponsorship, this approach won’t work if it comes out as just a recommendation from corporate communications (or similar). You’re going to need heavy senior executive backing, for people to take it seriously – ideally, getting sign off by the Executive Committee.
If you’re going to do this, make the commitment to do it properly. Don’t be like most companies, who create some kind of generic guidebook, refer people to their sponsorship policy and an agreement template, leave them to their own devices, and then wonder why nothing changes. Nothing changes because they skimped.
The issue isn’t about skimping on money, but skimping on the scope of the project. The project relies on understanding how sponsorship works, why that looks different across brands, target markets, and regions, and developing something that is relevant – both immediately and over time – to all of them. If you’ve got a big company, this is a big job. Don’t pretend it’s not.
Sponsorship is amazing, and what it can do for your brands and company is amazing. Don’t let inertia stop you from making the most of this uniquely powerful media. The meaning, the stories, the connections, and the passion it can bring to your brands is unmatched across marketing channels, but harnessing it does require sophistication.
(For more on how shifting to best practice sponsorship will drive change in the DNA of your customer relationships, read my new white paper, “Disruptive Sponsorship”.)
If you’re ready to commit to organisational change, brief your team. Alternatively, brief a sponsorship consultant or agency with specific expertise in increasing organisational sponsorship capacity. But whatever you do, get the process started, and before you know it, things will start changing.
Your relationships with customers will deepen. Preference, intent, and loyalty will increase. Staff morale will rise. And advocacy will become part of your brands’ lifeblood.
You may be interested in my latest white paper, “Disruptive Sponsorship: Like Disruptive Marketing, Only Better“.
If you need additional assistance with your sponsorship portfolio, I offer sponsorship consulting and strategy sessions, sponsorship training, and sponsorship coaching. I also offer a comprehensive sponsorship capacity-building service for large and/or diverse organisations.
Please feel free to drop me a line to discuss.
© Kim Skildum-Reid. All rights reserved. To enquire about republishing or distribution, please see the blog and white paper reprints page.