Forget a Mentor, Find a Sponsor

1. Sponsorship is the key to career advancement, not mentorship

Mentors give, whereas sponsors invest.

Sponsorship vs. mentorship. Mentors provide advice and guidance, but sponsors actively advocate for your career advancement. Sponsors are senior leaders who use their influence to help you get promoted, land key assignments, and increase your visibility within the organization. Unlike mentors, sponsors take a stake in your success because it reflects on their own reputation and legacy.

Impact of sponsorship. Research shows that employees with sponsors are:

• 23% more likely to advance in their careers than those without
• 19% more likely to be satisfied with their rate of advancement
• 27% more likely to stay in their jobs if they're working mothers

2. Sponsors provide advocacy, opportunity, and air cover

Sponsors do three things that mentors do not.

Key sponsor actions. Effective sponsors:

1. Advocate for your next promotion
2. Provide stretch opportunities
3. Give "air cover" so you can take risks

Beyond mentorship. Sponsors go further by:

• Connecting you to senior leaders and key clients
• Boosting your visibility in the company
• Giving honest, critical feedback on skill gaps
• Advising on your "presentation of self"

Sponsors invest in your success because you're an extension of their brand and vision. They see furthering your career as an important investment in their own legacy and organization.

3. Attract sponsors by delivering exceptional performance and loyalty

Protégés attract sponsors by delivering in exceptional ways and secure sponsorship by remaining utterly devoted, even as they distinguish themselves as stars in their own right.

Performance. To attract sponsors:

• Consistently exceed expectations
• Hit targets and deadlines
• Display an impressive work ethic

Loyalty. To keep sponsors:

• Demonstrate trustworthiness and discretion
• Have your sponsor's back
• Promote their legacy
• Burnish their brand across the organization

Reciprocity. Sponsorship is a two-way street. Protégés must deliver value to their sponsors, not just receive benefits. This might involve providing unique insights, complementary skills, or access to new markets or networks that the sponsor lacks.

4. Develop and deploy your unique currency to stand out

You absolutely have an important piece of value to leverage. You just may not be projecting it.

Identify your currency. Reflect on:

• How you're innately different from peers
• Unique aspects of your background or experience
• Distinctive skill sets or approaches to problem-solving
• Cultural insights or connections you bring

Deploy strategically. Use your currency to:

• Solve problems or innovate in ways others can't
• Access untapped markets or customer bases
• Provide valuable perspectives in team discussions
• Reverse-mentor leaders in areas where you have expertise

Stand out authentically. Your "outsider" status or what brands you as different might actually be your most valuable asset. Don't hide it – learn to leverage it strategically to differentiate yourself and provide unique value to your organization and sponsors.

5. Lead with a "yes" and negotiate details later

Just say yes. Hold back on sharing your reservations until you're in a position to negotiate.

Lean in. When offered opportunities:

• Show enthusiasm and gratitude first
• Convey confidence in your ability to deliver
• Save caveats and conditions for later discussions

Attitude matters. Research shows:

• 57% of sponsors value a can-do attitude in protégés
• Only 32% of protégés say they "lead with a yes"

Strategic acceptance. If you must qualify your "yes":

1. Reiterate your enthusiasm for the opportunity
2. Explain your confidence in getting the job done
3. Propose solutions to potential obstacles, don't just present problems
4. Negotiate for the support you'll need to succeed

By leading with positivity and problem-solving, you demonstrate your commitment and readiness for greater responsibility.

6. Navigate the pitfalls of sex, distrust, and executive presence

Sex—the fact of it, the illusion of it—is the third rail for professional men and women.

Sexual dynamics. To avoid misperceptions:

• Relentlessly telegraph professionalism
• Meet sponsors in public settings
• Be upfront about personal commitments
• Introduce your spouse/partner to sponsors

Racial distrust. For professionals of color:

• Master social banter to build connections
• Draw on your background to drive business value
• Propose projects that position you as a problem-solver
• Dare to ask for help when needed

Executive presence. Focus on three key areas:

1. Gravitas: Exude confidence, integrity, and grace under pressure
2. Communication: Speak with clarity, concision, and appropriate tone
3. Appearance: Look polished and appropriate for your environment

Navigating these pitfalls requires awareness, strategic action, and continuous self-improvement.

7. Cultivate multiple sponsors to distribute career risk

The ideal life raft in larger organizations, CTI research shows, consists of three sponsors: two within your organization—one in your line of sight and one in a different department or division—and one outside your firm.

The 2+1 Rule. Aim for:

• 2 sponsors within your organization
• 1 sponsor outside your firm

Diversify your portfolio. Ensure sponsors are:

• Independent of each other
• From different areas of the organization
• Able to provide varied perspectives and opportunities

Build your network. To increase visibility:

• Lead employee resource groups or affinity networks
• Spearhead philanthropic projects or company events
• Join nonprofit boards relevant to your industry
• Speak at conferences or professional associations

By cultivating multiple sponsors, you create a safety net for your career, protecting against leadership changes, restructurings, or industry shifts.

8. Embrace your dream and do a career diagnostic

Without a clear sense of your destination, there's no point in getting yourself a sponsor. Sponsors are the dream enablers.

Dream big. Reflect on:

• What place would feel magical to work in?
• Whom do you want to meet and work with?
• What transformation do you want to drive?

Self-assessment. Take stock of:

• Your exceptional skills and experiences
• Your unique "currency" or differentiators
• Accomplishments that have given you joy and recognition
• How your goals align with your organization's mission

Organizational landscape. Understand:

• Your firm's structure (flat or hierarchical)
• What deliverables lead to promotion
• Potential career plateaus or pitfalls to navigate

This clarity of vision and self-awareness will help you attract and leverage sponsors effectively.

9. Seek sponsors with influence, not just affinity

Put efficacy over affinity. Role models are great to have, but they may not make effective sponsors.

Target power players. Look for sponsors who:

• Have a voice at decision-making tables
• Are two levels above you in large organizations
• Have the ear of founders/leaders in smaller firms

Broaden your search. Don't limit yourself to:

• Only those with similar backgrounds or styles
• Mentors or role models without real influence
• Friends or close colleagues

Get noticed. To attract potential sponsors:

• Ask for stretch assignments in their line of sight
• Attend events where you can introduce yourself
• Propose collaborating on projects of interest to them
• Articulate your unique value proposition clearly

Remember, you need respect and trust with a sponsor, not necessarily personal affinity or friendship.

10. Overcome distrust and bias through proactive relationship-building

Distrust is a self-fulfilling prophecy: minority professionals who distrust those in power effectively deny themselves the support they need to realize their leadership potential, further reinforcing their conviction that leadership at their company isn't interested in people of color.

Build connections. Strategies for professionals of color:

• Master social banter on topics like sports or current events
• Join company sports teams or social activities
• Share aspects of your culture that add value to the business
• Propose innovative projects that showcase your skills

Address bias head-on. When passed over:

• Ask for specific feedback on areas for improvement
• Don't assume race is the issue without evidence
• Demonstrate your value through measurable results

Leverage your difference. Use your unique perspective to:

• Access untapped markets or customer insights
• Bring fresh approaches to problem-solving
• Enhance team diversity and creativity

By actively building relationships and demonstrating your value, you can overcome barriers of distrust and create powerful alliances.

11. Master the elements of executive presence: gravitas, communication, and appearance

No man or woman attains power or exerts influence without it—executive presence (EP), that aura of confidence and competence that convinces others that you deserve to be in charge.

Gravitas (67% of EP). Key aspects:

• Grace under fire
• Decisiveness and confidence
• Integrity and authenticity

Communication (28% of EP). Focus on:

• Speaking with an appropriate tone and pace
• Concise, impactful messaging
• Mastering small talk and building rapport

Appearance (5% of EP). Ensure you:

• Look polished and appropriate for your environment
• Align your style with successful leaders in your industry
• Express authenticity within professional boundaries

Continuous improvement. To enhance your EP:

• Seek honest feedback from sponsors and colleagues
• Observe and emulate effective leaders in your organization
• Practice communicating with clarity and confidence
• Invest in your personal presentation and grooming

Developing strong executive presence is crucial for being perceived as leadership material and accessing opportunities for advancement.

Last updated: April 22, 2025