Sponsees signal readiness to sponsors by demonstrating their unique value and impact. But formal sponsorship programs often target members of groups that are frequently penalized for explicit self-promotion: for example, women who were raised with gender norms that prioritize humility, or people who hail from cultures that place a strong emphasis on modesty. Although there’s nothing wrong with humility and modesty, sponsees who possess these traits can project a lack of drive and initiative. That, in turn, can make it harder for sponsors to know how to help — and to do it with confidence. To get around this challenge, companies can encourage sponsees to prepare a concise “impact statement”: a short document or deck in which sponsees outline their role, highlight their superpowers, quantify their accomplishments, note distinctive character traits, and describe their purpose and proudest moments. Because self-promotion does not come naturally to many people, managers can coach sponsees in preparing their impact statements. Where managers are not available, sponsees can use a set of written prompts, then work in peer groups with fellow sponsees to iterate together on their final statements. These kinds of “pull strategies” create the psychological safety many sponsees need to present the fullest profile of their talent and potential, a necessary foundation for effective sponsorship. They also help capture the valuable information sponsors and sponsees will refer to as they begin exploring sponsorship opportunities.