Understanding the Differences Between Mentors and Sponsors: Which Do You Need?

In recent discussions, the concept of sponsorship has gained increasing attention, particularly in comparison to mentoring. While mentoring has long been a well-established practice, with formalised programmes in many organisations, sponsorship is emerging as a vital tool for career advancement.

This article aims to clarify the key differences between mentors and sponsors and addresses the question of whether professionals need one, or both, to accelerate their careers.

Key Definitions

To distinguish between these two roles, it’s helpful to start with clear definitions:

Mentor: A mentor provides guidance, offering advice on professional development, career progression, and navigating workplace challenges.

Sponsor: A sponsor is an active advocate who uses their influence to help advance your career by securing opportunities and supporting you in taking on new challenges.

A helpful distinction is this: “Mentors advise, and sponsors act” – as defined by Sylvia Ann Hewlett, President and CEO of the Center for Talent Innovation. Let’s examine each role more closely.

The Role of a Mentor

A mentor is a trusted adviser who helps individuals understand their strengths and areas for improvement. By offering feedback and career insights, mentors enable professionals to develop the skills needed to excel in their organisation. Mentors also provide perspective on navigating organisational structures and internal politics, which is crucial for those aiming for senior leadership roles.

Mentors can be either internal or external to the organisation. Internal mentors have the advantage of understanding the company’s culture and political dynamics, while external mentors offer broader industry knowledge and a fresh perspective. External mentors can also facilitate networking opportunities by introducing mentees to influential contacts.

The Role of a Sponsor

In contrast to mentoring, sponsorship involves active advocacy. Sponsors leverage their influence to create opportunities for their protégés, whether by facilitating high-visibility projects, recommending them for promotions, or supporting them during salary negotiations. A sponsor’s reputation is linked to the individual they are sponsoring, so they are heavily invested in the success of their protégé.

Sponsors are often in positions of authority, typically several levels higher in the organisational hierarchy. They have the power to open doors and provide access to opportunities that may otherwise be out of reach. Importantly, sponsors do not just offer advice – they actively promote their protégé's career progression.

Research on the Impact of Sponsorship

According to a study by the Center for Talent Innovation, sponsorship has a direct impact on career progression, particularly for women and multicultural professionals. Key findings from the research include:

• Project or Highly Visible Team Assignment: Employees with sponsors were more likely to request – and receive – high-visibility projects, with 56% of men and 44% of women making such requests when backed by a sponsor.

• Asking for a Pay Rise: Nearly 50% of men and 38% of women felt confident asking for a salary increase when they had a sponsor, compared to those without a sponsor.

• Navigational Support: Many professionals, particularly women and multicultural employees, need support navigating corporate environments. Mentors help prepare individuals for sponsorship by offering guidance on the unwritten rules of the organisation.

Do You Need Both a Mentor and a Sponsor?

Both mentors and sponsors play essential roles in career development, but they offer distinct benefits. Mentors provide valuable advice and support for personal and professional growth, while sponsors actively work to advance your career. Ideally, individuals should seek both. While a mentor may not expect anything in return for their guidance, a sponsor will expect results, as their own credibility is at stake.

Finding a Sponsor

For those interested in securing a sponsor, it’s important to identify someone with:

• A strong network of valuable contacts
• A willingness to advocate on your behalf
• The influence to provide high-impact opportunities, such as key project assignments or promotions
• A leadership style that may differ from your own, allowing you to learn from their approach
• A senior position, typically two or more levels above your current role

Building a relationship with a sponsor requires demonstrating your potential and reliability. Professionals should seek opportunities to work with individuals who are in positions to sponsor them, either through high-visibility projects or by demonstrating their capabilities in areas critical to the business.

Many thanks,

Alex & The Excel Team

P.S. If you would like to discuss any of your other learning & development challenges, book in your discovery call.

About Excel Communications

Excel Communications is a learning and development consultancy based near London in the U.K. For more than 30 years; we have been collaborating with clients across the globe.  

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