Understanding the Differences Between Sponsorship and Mentorship

My recent conversation with economist and leadership expert Sylvia Ann Hewlett reinforced one of my core beliefs: On the road to the top, sponsorship is a non-negotiable. And if you’re a woman, that is twice as true. Hewlett, who has authored a whopping 18 books (and counting) and leads the think tank Coqual, has been doing groundbreaking work on executive presence for decades. Her research continues to shape how we think about career advancement. Based on her data, Hewlett recommends that women secure at least two sponsors—ideally three—who actively support their career progression. As she has said for more than a decade now, that’s how women avoid “‘the marzipan layer’,  that sticky middle slice of management where so many driven and talented women languish.” [https://lnkd.in/gcCa3TzM] For the uninitiated, I want to clarify mentor vs. sponsor. A mentor is someone you admire and want to emulate—a guide who shares wisdom and offers perspective. A sponsor is a senior leader who not only believes in you but is invested in you—and will go out on a limb (including when you’re not in the room) on your behalf to make sure you have the opportunities you need to grow your career. As Hewlett described it in Harvard Business Review: "Where a mentor might help you envision your next position, a sponsor will lever open that position for you. Sponsorship doesn’t ‘rig the game’; on the contrary, it ensures you get what you deserve — and will propel your career far more than mentors can.” [https://lnkd.in/guQc4jW8] In my work placing executives and board members, I've consistently seen how sponsored talent—especially women—advance more quickly and successfully than those with mentors alone. And as I've said many times, most of the successful women I know have benefitted from a male sponsor who has been pivotal to their climb to the top, so for the men out there - please don't think this topic is only for women - you have a job to do as well to help get our world to 50-50! #tothetop

We talk a lot about mentorship and don’t get me wrong, it’s important. But too many of us are over-mentored and under-sponsored. Mentors give advice. Sponsors create access. Sponsorship looks like: 🗣️ Saying your name in the rooms you’re not in 🧾 Recommending you for the role & backing it up with your receipts 🚫 Shutting down narratives that don’t align with your values or impact 🤝🏽 Advocating as if your career depends on it because it does We don’t just need guidance. We need people who are willing to vouch for us, uplift us, and protect our reputations when we’re not in the room. Because no matter how brilliant, driven, or prepared you are, access still often depends on who’s willing to bet on you when you’re not around to defend yourself. So yes, get a mentor. But also ask: 📌 Who's putting your name in the room when opportunities come up? 📌 Who’s shutting down the whisper networks? 📌 Who’s protecting your legacy behind closed doors? That’s the kind of table I want to sit at and the kind of advocate I strive to be.

When I first started in school leadership, I thought mentorship was the key to success. Find a smart, experienced person, learn from them, and grow. Simple, right? But here’s what no one told me. Mentorship alone isn’t enough to move up. You need sponsorship. So what’s the difference? Mentors give advice. They share what they’ve learned, help you think through decisions, and guide you when things get tricky. Sponsors do something else entirely. They don’t just give advice. They open doors. They say your name in rooms you’re not in. They make sure you get a shot at that next big opportunity. And here’s the thing. Sponsorship usually grows out of great mentorship. A mentor might grab coffee with you and talk through a tough challenge. But a sponsor? They’re putting their reputation on the line for you. They’re the ones sending an email to the hiring team saying, "You need to meet this person. They're a rockstar." This is why leaders in schools need to do more than mentor up-and-coming educators, especially across lines of difference. Are we actually sponsoring people? Are we making sure the right names get in the mix for leadership roles? If you want to grow, don’t just look for mentors. Find sponsors. And if you’re already in a leadership role, ask yourself, who are you mentoring? And more importantly, who are you sponsoring? That’s how we build strong schools and stronger leadership pipelines.

What's the difference between mentorship and sponsorship? My thoughts... Mentorship is about a trusted person you can learn from, complain to, go to for advice. The best mentors in my career have been people I've worked with in the past that know me well and that I trust. Many have been my manager or my peers. These are people I trust to call to get advice / cry / tell them I am looking for a new job / brainstorm / etc. etc. Sponsorship is someone who is in the room where decisions are made advocating on your behalf. This person knows your work and trusts you with new opportunities and to solve problems. You get sponsorship by building trust with the people in your org who have power to make these kinds of decisions and by executing really well with the opportunities you have so you can be given more.

Why Sales & Growth Leaders Hit a Ceiling—And How to Break Through! Too many high-performing sales and growth professionals get stuck in their careers because they don’t understand THIS critical distinction: Mentorship vs. Sponsorship Mentors provide guidance, share strategies, and help refine your leadership skills. Sponsors advocate for you, push your name forward for executive roles, and create real career-changing opportunities. This is something we talk about a lot in the IES Women in Sales Leadership (WISL) Forum. If you’re only seeking mentors and not sponsors, you’re limiting your path to the C-Suite. Sales and growth leadership isn’t just about numbers—it’s about visibility. You can crush quotas, scale revenue, and build powerhouse teams, but if no one at the top is championing your career, you’ll struggle to move beyond the VP level. Look at Tiffani Bova. She started as a sales leader and built a powerhouse reputation in growth strategy, eventually becoming Chief Growth Evangelist at Salesforce. Why? Because she had both the right mentors to sharpen her skills and the right sponsors to create opportunities. Tamara Greenspan shares her powerful insights on this in the WISL Forum, breaking down how mentorship and sponsorship can be game changers for women in sales leadership. If you don’t have both, you’re leaving your career to chance. Not every promotion is the right move. Just because you’re offered a leadership role doesn’t mean you should take it. Timing and fit matter. The best sales and growth leaders know when to decline an opportunity strategically because they’re focused on the long game. Are you positioning yourself for real executive growth? Are you networking with decision-makers who can sponsor your rise to the C-suite? Share your thoughts and experiences with mentors and sponsors in the comments! Or DM me if you want to discuss this important topic offline. #SalesLeadership #RevenueGrowth #C-SuiteJourney #Mentorship #Sponsorship #WISLForum #CareerGrowth

I’ve been fortunate to have both mentors and sponsors throughout my career. They’ve opened doors and helped me navigate tough moments. But I’ve learned they’re not the same - and understanding the difference has been key to knowing what kind of support to look for. And how to make the most of it. Here’s how I’d define the difference: Sponsors are advocates. They don’t just see your potential - they help you realize it. They: - Champion you for leadership roles. - Assign high-impact projects that stretch your skills. - Open doors, like giving you opportunities to present to key stakeholders. Mentors are guides. They provide perspective and advice as you navigate your path. They: - Share insights to help you make better decisions. - Help you avoid pitfalls and missteps. - Offer support during pivotal or complex moments. Both are invaluable, but they don’t just appear. You need to seek them out and build trust. If you’re early in your career, here’s how to start: Look for people whose values and work inspire you. Ask thoughtful questions and share your goals. And be proactive - relationships like this often begin with small conversations. Finding the right mentor or sponsor isn’t always easy, but it’s worth it. Their guidance can help you see your own potential - and take steps you might not take alone.

There’s a difference between advocates and mentors. Mentors teach you. They take you down the continuum of how to understand principles, evolve and utilize your strengths. They share secrets to their own success. One of my earliest mentors in marketing was a CFO, for example, who helped me to understand a P&L because it wasn't something I was doing all the time (it’s since become integral to my work). Advocates are people who see your talent, understand the value, and champion your abilities to others. Those are the people who help you get promoted, open up new opportunities, and advance your career. But you have to take a different approach to secure each relationship. When you’re aiming for a mentorship, it’s about figuring out who can teach about areas you may not have had experience in, providing context and best practices. Identify a couple of possible mentors and reach out to them if they are up for it. On the other hand, advocates need to discover you - it’s more organic. It’s about differentiating yourself from the pack. Going above and beyond. Networking outside your department. Lending a hand when it has nothing to do with you. You need to create visibility for your work by demonstrating advanced thinking, dedication and a collaborative mindset. A mentor shows you the way, an advocate helps create a path.

Mentorship and Sponsorship: Know the Difference, Build the Bridge 🔨🧱🌉 I’ve had incredible mentors throughout my career - people who offered their time, their wisdom, and their honest feedback when I needed it most. But I’ve also had sponsors. Those rare individuals who not only coached me but spoke my name in rooms I wasn’t in yet. Here’s the key difference: 👉 Mentorship is about development. A mentor helps you sharpen your skills, navigate challenges, and grow with confidence. It’s guidance, encouragement, and insight. 👉 Sponsorship is about opportunity. A sponsor actively advocates for you, recommends you for stretch roles, and puts their reputation on the line to help accelerate your path. Here’s the truth we don’t talk about enough: 🙌 Sponsorship often starts with mentorship but it doesn’t start as sponsorship. Why? Because sponsorship requires deep trust. Before someone will stake their name on your potential, they need to know your work, your values, and how you show up consistently. 🫱🏼🫲🏾If you’re a mentor, ask yourself: Have I seen enough of this person in action to open a door for them? 🫱🏼🫲🏾If you’re being mentored, remember: The goal isn’t to “get” a sponsor. It’s to build real relationships where sponsorship can naturally grow. Let’s stop treating sponsorship like a transactional ask. Let’s treat it like the outcome of trust, credibility, and shared belief in someone’s future. 🚀 When that kind of trust is earned and given, careers can change in an instant. Like this post. ♻️Share with others. #QuickBitesofInsight #MentorshipMatters #SponsorshipAtWork #CareerGrowth #ProfessionalGrowth #TrustedRelationships #PeopleDevelopment #WorkplaceCulture #LeadershipJourney

🌟 The Power of Mentorship: Unlocking Potential 🌟 As I reflect on my career journey, I'm continually inspired by the transformative impact mentors have on careers and personal growth. Mentors, sponsors, and coaches each fill a different niche. Here's one way to think about them. 🚀 Mentor: A mentor is like a seasoned navigator, guiding you through the complex seas of your career. They share wisdom, provide advice, and help you see the bigger picture. It's a journey of mutual growth and learning. 🔦 Sponsor: Think of a sponsor as your career's spotlight operator. They not only believe in your potential but also actively advocate for you in spaces where you're not present, opening doors to new opportunities. 📈 Coach: A coach is akin to a personal trainer for your career. They focus on enhancing your skills, setting goals, and developing strategies to overcome specific challenges and achieve peak performance. Now, for a bit of a humblebrag 🙌: One of my mentees recently got promoted! Our sessions revolved around sharing their educational successes and building out networks that lead to career growth. Witnessing their growth and seeing them apply our discussions to real-world challenges was incredibly rewarding. Their promotion is a testament to their hard work and the power of mentorship. Mentorship isn't just about imparting knowledge; it's about fostering confidence and unlocking potential. It's a reminder that sometimes, a little guidance can pave the way for great achievements. 🌐 Are you a mentor, a mentee, or both? I'd love to hear your experiences and insights on how mentorship has shaped your journey. #MentorshipMatters #LeadershipDevelopment #CareerGrowth #PersonalDevelopment #MentorMenteeJourney

It's always best to be an advocate for yourself, and to do so with sponsors who will advocate for you in rooms where you are not. If you do not have sponsors in those rooms - you better believe other people do. This #HispanicHeritageMonth, I'm encouraging you to be your best advocate and invest time in getting sponsors in those rooms.   I recently was asked to lead a Q&A panel alongside the talented Adrienne Valencia Garcia for our Cengage Mosaic ERG. Mosaic serves as an open dialogue space for POC, and this discussion was highly requested by our Latinx members. In this unscripted forum, we discussed everything from our career journeys to leadership tips. But the conversation around sponsorship seemed to spark a lot of interest from the group and I would love to elaborate on this topic.   But let’s take a second to level-set. What is a work sponsor?   Gallup states that both mentors and sponsors serve to propel talent. But where a mentor shares their knowledge and provides guidance to a less-experienced individual, sponsors are in a position of power and actively promote growth, provide access to opportunities and advocate for the career advancement of a less-experienced individual. Mentors guide mentees to find opportunities themselves while sponsors can actively find these opportunities for you.       It’s always important to pay attention to who’s in the room with you. Do you have a sponsor in the room? Are you building healthy work relationships? Can you identify an internal network of supporters who will advocate for you when there’s a promotion on the horizon? The first candidate for being your sponsor is your manager. And then it might be your manager’s manager, or a colleague you trust and have achieved success with. Sometimes that person can also be a senior or executive leader in an organization. Be an advocate for yourself and, if necessary, ask your manager to make introductions to other leaders in the organizations. And don't be shy about making introductions yourself and establishing a regular cadence for connecting.   The relationship with your sponsors works best when there's a strong alignment around your goals and how you work together. I always say, you are interviewing for your next job every day you show up for work. My advice is to make each day count.     If you attended the call, you know how important mentors and sponsors have been in my college/career journey. As a first-generation Latino student, the advice I received from these folks was invaluable and I still reflect on it time and time again.     Don’t be shy – reach out to your sponsors and start advocating for yourself right now. It’s what your leaders are here for. And a big thank you to Mosaic for inviting me to speak on Monday!  #lessonsinleadership #firstgeneration #inclusionanddiversity