The Impact of Sponsorships on Career Success
This blog is adapted from episode 22 and episode 23 of Making Sense of Work episode.
Do you have the sponsors you need to help advance your career? What are the influences sponsors bring versus mentors that impact our career success?
In earlier episodes of Making Sense of Work, Jean shares her perspectives and personal experiences on how each support system has played a pivotal role in her career journey.
In Jean’s early days, she was known for being proactive in seeking support for her career and personal growth. She recalled when a colleague asked how many people she consulted regularly. This question made her pause and reflect.
At the time, she was working with a career coach, a therapist, a spiritual teacher, a mentor at work, and a senior leader actively sponsoring her.
Even today, her support network remains robust, including a supervisor, a therapist, a peer coaching group, and trusted guides. Each of these individuals has contributed uniquely to her personal and professional journey offering diverse perspectives and support.
Through the collective support of these mentors, coaches, and sponsors, Jean feels she has become a more effective friend, partner, manager, and coach, experiencing growth in all aspects of her life and career.
In sharing her vulnerabilities, Jean urges us to seek out mentors, coaches, and sponsors in our careers and to be that support for others as well.
The Distinctions: Mentoring, Coaching, and Sponsorship of Connections at Work
So, let’s recap the differences. Mentoring, coaching, and sponsorship are often grouped together, yet each offers unique benefits and serves distinct roles.
1. The Role of Coaching
A coach typically doesn’t need specific expertise in the field you’re working in. Instead, they provide an objective perspective, using techniques to help you unlock your own insights.
Ultimately, coaching is about empowering you to create actionable plans and make changes, with the belief that you have the wisdom and resources within to achieve your goals.
2. The Role of Mentoring
Mentors use listening and questioning skills, much like coaches, but they also share personal experiences and offer insights that are valuable to someone navigating similar paths.
While mentors are often more senior, there’s also value in having peer or junior mentors to gain diverse perspectives.
For example, a junior mentor can help you navigate organisational politics, or connections on the ground that you might not be aware of. Mentorship is a blend of introspection and actionable advice, allowing you to learn from someone else’s career journey.
3. The Role of Sponsorship
Sponsorship is the most active and interventionist of the three. Unlike mentors or coaches, sponsors put their reputation on the line to advocate for you.
They create opportunities by recommending you for roles or projects and publicly endorses your potential.
Sponsors are usually senior figures within an organisation who recognize your capabilities and are willing to champion your growth.
As Sylvia Ann Hewlett’s research highlights, sponsorship is about using power to elevate someone’s career making it particularly valuable for individuals from underrepresented groups who may otherwise miss out on these opportunities.
Sponsors shape someone of potential into an employee with the “right” values, skills, and vision for the organisation.
If you want a sponsor, it’s also something you need to show you truly deserve. After all, a sponsor is putting their credibility at stake for you, so it’s important to prove their choice was the right one.
The first step? Preparing ourselves to be “sponsor-ready.”
A Perfect Example of Leveraging Sponsors for Career Success
To highlight how sponsors can support your career, we’d like to share the experience of one of our alumni.
Joanna Miller’s corporate journey at Deloitte and as HR Director at American Express across New York, London, and Singapore, demonstrates how a strong network of sponsors and supporters who advocate for your growth can have a powerful impact on career success.
These were her insights:
1. Sponsorship in Leadership Roles: In a senior leadership role, the difference between mentorship and sponsorship becomes more clear.
A sponsor actively lends their influence to you, opening doors and creating opportunities that help you rise in your career. Joanna had the privilege of having a sponsor at American Express who helped open doors to an international role as Head of Market HR in Singapore, Indonesia, and Thailand driving business strategy through human capital.
You can hear more about her story in episode 22 of our Podcast.
2. Sponsoring Women in Corporate Settings: Joanna’s experience at American Express gave her insight into the broader impact of sponsorship, particularly for women and underrepresented groups in corporate settings. She observed that while many of her male colleagues often had multiple sponsors, many women, including herself, typically had only one. Recognising the risk this posed to career stability, she became a strong advocate for women to cultivate multiple sponsors to provide a more secure foundation for advancement.
3. Networking and Relationships: Early in her career, she realised success isn’t just about skills; it’s about building meaningful connections. Effective sponsors prioritise relationship building. A big break can often come through a connection, reinforcing the importance of relationships in career advancement. The deep connections she formed at Deloitte would later become important support systems and sources of opportunity for her future.
4. Paying It Forward: Having experienced the power of sponsorship, Joanna now actively sponsors others and encourages colleagues to seek out mentors and sponsors to support their own career success. Her commitment to fostering a culture of sponsorship helped create a supportive environment where others could thrive and reach their potential.
What It Means to Be “Sponsor-Ready”
Given the proactive nature of sponsorship, it’s essential to be prepared to make the most of this relationship. Here’s a model that Jean Balfour has developed to illustrate what it means to be “sponsor-ready.” By sponsor-ready, we mean going into senior roles.
1. Be high-performing and show potential
Sponsors seek individuals who consistently perform well and show potential for growth. This requires honest self-reflection. Evaluate past feedback, identify areas of strength, and be realistic about where you need development. Being sponsor-ready means you’re prepared to take on more significant challenges.
2. Have Emotional Intelligence (EQ)
Emotional intelligence (EQ) is critical for building relationships, navigating complex situations, and handling constructive feedback. Sponsors want to feel confident that you’ll manage yourself well under pressure and build positive relationships with others. This includes self-awareness, empathy, and political savviness within the organisation.
3. Be trustworthy
Trust is foundational for sponsorship. A sponsor risks their own reputation for you, so they need to know you’re committed to the organisation, will deliver on promises, and will uphold their legacy. Being consistent, reliable, and genuine is key to gaining and maintaining trust.
4. Be proactive
Demonstrate that you’re actively seeking growth by taking initiative, saying “yes” to challenges, and showing you’re ready for more responsibility. Keep your sponsor updated on your progress and successes, and be proactive in communicating how they can support you.
To sum up…
While mentorship, coaching, and sponsorship each serve unique purposes, they collectively support a holistic approach to your journey.
As you think about your own career, consider which types of support you might need right now. Do you have mentors or sponsors who can help you move forward? Are you prepared to seek guidance and feedback to build these relationships?
Take time to assess your readiness for sponsorship, and reach out to those who can help you develop the necessary skills and visibility.
With the right support, you can unlock new possibilities and make meaningful strides in your career journey.
Here are more resources you can use to help you on your journey:
- How to become a mentor
- How to become an accredited coach
- Difference between mentor and coach
- Listen to Joanna’s career journey on Spotify and Apple
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About the Author
Jean Balfour is Managing Director of Bailey Balfour and Programme Director of our ICF Accredited Coach Training Programmes. Jean is passionate about helping people to have good conversations both at work and at home. She believes that coaching is a life skill and that you never regret learning to coach.