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Companies that have what the authors call two-dimensional (2-D) diversity--their leaders exhibit both inherent and learned diversity traits--are much more likely to understand their clients and unlock innovation among their workers.

Effective sponsors can help catapult junior talent into top management tiers, and good proteges can greatly expand the reach and impact of senior leaders-but the relationship works only when both parties recognize that it's a mutually beneficial alliance, a truly two-way street. Seeking to better understand this crucial dynamic, the authors, from the Center for Work-Life Policy, surveyed and spoke with thousands of professionals. Their findings constitute an invaluable guide. Sponsors should, among other things, advocate for their proteges' promotions, coach them, call in favors for them, and help them make connections. Proteges must be loyal, contribute 110%, and bring complementary skills and networks to the table. No matter what your career level, such relationships are lifelong projects to be carefully cultivated, consistently nurtured, and periodically refreshed.