Sponsorship vs. Mentorship: The Secret to Unleashing Women’s Career Potential

Here’s on Sponsorship vs. Mentorship: The Secret to Unleashing Women’s Career Potential

Since decades ago, mentorship has been praised as the golden key to women’s career success. Although still an early force, an increasing body of evidence and everyday practice now points to something even more effective: sponsorship.

In the corporate rung climb, mentorship gives guidance. But it is sponsorship that lifts women up.

Mentorship: A Safe Space to Learn

Mentors are trusted advisors. They listen, offer advice, are willing to share their stories, and assist women in overcoming obstacles. They can provide confidence, give feedback, and serve as sounding boards in times of self-doubt.

For women entering their careers, mentorship is a must. It creates growth, encourages learning, and builds a sense of belonging in male-oriented professions.

But mentorship by itself doesn’t necessarily result in visible career momentum.

Sponsorship: A Catalyst for Action

Unlike mentors, sponsors don’t merely advise-they act. A sponsor is often a senior executive with clout who applies his or her leverage to champion a woman’s promotion. They sponsor her for high-profile tasks, promotions, and executive positions.

Sponsorship carries risk. A sponsor puts his or her reputation on the line based on the woman’s potential. That’s why it’s more than mere support-it’s advocacy.

Why Women Need Both

Research indicates that men have sponsors more often than women, explaining their quicker ascent up the company ladder. Women, however, are over-mentored but under-sponsored.

Lacking an advocate in the room when important decisions are being made, most high-potential women are invisible to leadership despite mentoring and strong performance.

Creating a Culture of Sponsorship

Organizations dedicated to gender equity need more than mentorship initiatives. They require formal and informal systems that will support sponsorship-particularly for women of colour, LGBTQ+ women, and women in nontraditional positions.

Senior leaders will need to be trained not only to mentor but to actively sponsor up-and-coming female talent. Similarly, women need to be encouraged to look for sponsors, rather than mentors.

Conclusion: Unlocking Real Advancement

Mentorship keeps women alive in the workplace. Sponsorship propels them forward. To fully develop women’s career capabilities, the corporate sector needs to move away from advice and towards door-opening.

If we want more women in the C-suite, on boards, and driving innovation, sponsorship isn’t a nice-to-have-it’s a must-have.