Page 7 - Module 5 - Downloadable Workbook

Mentoring vs Sponsorship
Developing a balanced talent pipeline depends on managers sponsoring balanced talent. Women tend to have less access to sponsorship than men, meaning they are often disadvantaged in career progression. Consider your interactions with your high potentials. Do you mentor a balance of high potential individuals (mentees) or sponsor them (sponsees)?
Mentoring
• Anyone with more experience, who can offer the mentee advice and support.
• Supporting mentees to build skills and confidence for career advancement.
• Helping mentees to craft their career visions, plans and objectives.
• Giving mentees suggestions on how to expand their networks.
• Providing feedback to aid your mentees’ professional development.
• Passively sharing the ‘unwritten rules’ for advancement in your organisation.
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Sponsorship
• A senior level colleague invested in and accountable for a more junior sponsee’s success.
• Using your influence and platform to connect sponsees with senior people and assignments.
• Helping sponsees to craft and drive their career visions, plans and achieve their objectives.
• Giving sponsees access to networks and making connections for them.
• Being personally invested in the success of sponsees.
• Involving sponsees in experiences that enable advancement.