Role models, mentors and sponsors: May we have them, may we be them

Mentorship: Guiding the path forward

Mentorship involves providing guidance, advice, and support, and goes beyond role modelling. Role modelling is important – for example, a woman I lived near to in the UK, Polly Vacher, who obtained her Private Pilot’s License at fifty and undertook solo flights for charity. Polly’s achievements significantly influenced my career (and inspired me to get my own pilot’s license!). She has achieved many other things. Now, in her 80s, she has gone on to inspire our whole village in Oxfordshire to provide housing for refugees, and she continues to inspire others.

Mentors are typically more experienced individuals who proactively share their knowledge and experiences to help mentees navigate their career paths. They offer insights, inspire, and help mentees develop skills and confidence. Personally, I have had many mentors; Polly Vacher, as mentioned above, is one of them.

Role models and other senior leaders become mentors when they are prepared to give their time to you; mentorship is often the foundation of personal and professional growth for women. A mentor provides a safe space to ask questions and share concerns, offering a crucial sounding board for navigating complex career challenges, such as work-life balance, leadership style, or handling gender biases in the workplace. Mentorship provides access to knowledge and experience, emotional support, and confidence building. Mentees benefit from their mentors’ insights into navigating office politics, negotiating promotions, and mastering leadership skills.

Sponsorship: Elevating women to new heights

On the other hand, sponsorship goes beyond mentorship by actively advocating for someone’s career advancement. My most frequent observation of women building their careers is that they seek out mentors, but do not convert them into sponsors. Sponsors use their influence and networks to create opportunities for their protégés. They are often in positions of power (this might not be budget-holding power, it could simply be that they have access to people who do) and can open doors that might otherwise remain closed.

I cannot stress enough the importance of having sponsors who can advocate for career progression within influential circles. This active promotion is essential for women to overcome barriers and achieve higher levels of success. In the corporate world, sponsorship can mean the difference between being “stuck” in middle management and breaking through to the C-suite. Sponsors champion their protégés’ accomplishments, advocate for promotions and high-profile assignments, and expand their networks.

The complementary roles of role models, mentorship and sponsorship

Women looking for advancement in their career need role models, mentors and sponsors. Role models show you what is possible and inspire you to aim high.  Mentors help you to develop the skills and competencies needed for leadership roles. A mentor can guide a woman in improving her communication skills, strategic thinking, and decision-making abilities. You can convert a mentor to a sponsor, but it doesn’t matter if you don’t – however, understanding the difference between mentorship and sponsorship is crucial for professional growth. Sponsorship opens doors to opportunities that might otherwise remain closed. The intersection of mentorship and sponsorship is where women in leadership can truly thrive.  

Mentorship helps women develop the skills and competencies needed for leadership roles. A mentor can guide a woman in improving her communication skills, strategic thinking, and decision-making abilities. Additionally, mentors encourage and help women build confidence in their abilities, which is crucial for taking on leadership responsibilities. While mentorship builds the foundation, sponsorship is what propels women forward in their careers. Sponsors actively advocate for their protégés, positioning them for leadership roles and ensuring they are considered for critical assignments. Sponsors use their influence to break down barriers and create opportunities, which can be particularly important in environments where gender bias still exists.

How do you move a mentor to a sponsor?

To convert a mentor into a sponsor, start by demonstrating your value through consistent performance and reliability. Build a strong, trust-based relationship by seeking their advice and showing appreciation for their guidance, and feed back to them where it has made a specific difference to your progress. Never be afraid to clearly communicate your career goals and aspirations and make specific asks (e.g. ‘if the opportunity arises, please will you recommend me for a project?’).

Engage in open conversations about your achievements and challenges, highlighting what you see as your potential, and asking for their views. Finally, ask for their sponsorship directly, explaining how their advocacy could make a significant difference in your career progression. Remember, the key is to make them see the mutual benefits of supporting your growth.

Conclusion

In conclusion, both mentorship and sponsorship are essential for advancing women’s careers. Mentorship provides the guidance, support, and confidence-building necessary for personal and professional growth, while sponsorship actively promotes and advocates for career advancement. Understanding the distinction between the two and leveraging both can create a powerful support system that helps women overcome barriers, achieve higher levels of success, and thrive in leadership roles. By investing in mentorship and sponsorship, companies can lay the groundwork for a more equitable and innovative future, ensuring that women have the same opportunities for advancement as their male counterparts.