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The Critical Difference Between Mentorship and Sponsorship
Early in my career, I watched brilliant women stall…not because they lacked skill, ambition or drive, but because no one with power was actively championing their next move. They had mentors who offered excellent advice, but when opportunities arose behind closed doors, their names weren’t in the room.
Sound familiar?
That’s the quiet but critical difference between mentorship and sponsorship. Mentorship advises. Sponsorship advances.
Let’s talk about the sponsorship gap. Mentorship has become a well-worn leadership concept. Almost everyone understands its value. But sponsorship… that’s where the gap lives.
Understanding the Sponsorship Gap for Women Leaders
Recent leadership research shows that only around 45% of women report ever having a sponsor, compared to a much higher rate of men. Sponsorship is rarer, more powerful and often misunderstood.
A mentor can help you think strategically. A sponsor uses their influence and credibility to recommend you for stretch assignments, promotions and roles you might not even know are available.
Sponsorship is what turns leadership pipelines into actual promotions.
It’s not enough to be great at your job. Visibility in senior rooms is what propels talented leaders to the summit. And sponsors are the ones who make sure your work, impact and readiness are know to the people who make decisions.
For women in leadership, especially those in male-dominated industries, sponsorship isn’t a “nice to have.” It’s the difference between being considered and being chosen.
The next question is…where do we find a sponsor? For aspiring leaders, let’s reframe that and ask how to earn sponsorship.
How to Earn Sponsorship as an Aspiring Leader
You can’t assign yourself a sponsor, but you can create the conditions for sponsorship to happen.
- Deliver Excellence Consistently
Sponsors stake their reputation on you. They must trust that you’ll deliver.
- Seek High-Visibility Work
Stretch projects, cross-functional teams, or crisis assignments get your work see by decision-makers.
- Build Strategic Relationships
Sponsors aren’t always your direct manager. They might be senior leaders in other divisions who observe your performance over time.
- Articulate Your Ambition Clearly
Sponsors can’t advocate for goals they don’t know you have. Be clear about your aspirations…and be ready when opportunity knocks.
How Executives Can Become Effective Sponsors
On the flip side of the coin, there are Executives that want to know how to be a sponsor. If you’re in the C-suite, part of your legacy is who you lift with you.
- Name Your Talent
Identify two to three people you’d advocate for without hesitation.
- Give Them “Summit Reps”
Rotate them into strategic, P&L or cross-divisional roles that build readiness.
- Use Your Voice Where They Aren’t
When roles open or opportunities arise, bring their names into the conversation.
- Measure Your Impact
Why Sponsorship Changes Career Trajectories
Track whether the leaders you sponsor are advancing…not just getting advice.
Great mentors help you grow. Great sponsors change the trajectory of your career.
For women at every stage of leadership, it’s time to stop relying solely on advice and start building access.
And for those already at the summit: your power isn’t just in the seat you hold. It’s in the doors you open for others.
#WomenLeadership #Sponsorship #ExecutiveWomen #LeadershipDevelopment #TrailblazerLeadership #MentorshipMatters
