The difference between a sponsor and a mentor is that while a mentor might have regular catch ups, a sponsor will take charge of the professional experiences of the talent they sponsor and advocate for any and all opportunities.

Why is sponsorship important for Warwick?

Developing diverse future leaders is critical to the success of Warwick where through greater diversity of thought and an inclusive culture we achieve excellence with purpose in education and research. Research has shown that the impact of sponsorship is important for supporting diversity and inclusion efforts within an organisation (Catalyst and Audrey Murrell, University of Pittsburgh).

According to a recent Deloitte report, individuals who have the active support of sponsors within their organisation are more likely to advance their careers. Sponsorship can improve the chances of stretch assignments, more promotions and pay raises by up to 30 per cent.

What are the roles of the sponsor/sponsoree?

It is the role of the sponsor to:

• Believe in and go out on a limb for their sponsoree.
• Use their organisational capital, both publicly and behind closed doors to support their sponsoree's promotion.
• Support their sponsoree with out of the box/risk taking ideas.
• Provide feedback and advice.
• Introduce their sponsoree to their networks.
• Seek to understand the diversity of their sponsoree and not seek to create a ‘mini-me’. You can still be a great sponsor even if your sponsoree's style of leadership is different to yours

It is the role of the sponsoree to:

• Share with your sponsors your achievements and ambitions.
• Make sure they understand your skill set and experience.
• Deliver what you promise.
• Take responsibility for managing the relationship.

What should sponsor/sponsorees talk about?

Sponsors can talk to their sponsoree about:

• What is the sponsoree looking for – more challenging tasks? More visibility? More connections?
• What is their experience and background?
• What benefits could they bring if they have bigger role?
• What are their career interests and long-term aspirations?
• The experiences the sponsoree will need to be a credible candidate for a more senior position.
• What sideways moves might help achieve long term goals.
• Their experience of the organisation – you will gain a different insight!

Sponsorees might want to ask their sponsor:

• Do you think I’m ready for more responsibility?
• Would you recommend me for this role that has opened up?
• Is there an assignment you can give me that is a step toward my goal?
• If you hear of an opportunity for me to do X, will you put my name forward?
• Could you please mention my name to X?
• When you meet with X, would you let them know that I was responsible for Y?

What opportunities can sponsors provide for their sponsoree?

• Let them shadow you.
• Give them opportunities on your team.
• Recommend them to others for a taskforce, committee, event, interim position, project team, or job opening.
• Invite them to events/meetings to extend their network.
• Introduce them in a way that supports their brand.
• Mention a key skill or recent success.
• Provide them with exposure to the senior leadership team (presenting or involvement in a high priority project).
• Expand their networks beyond their department.
• Help them to learn about who they should get to know or how their work overlaps or connects with others.
• Be challenging but don’t make them prove over and over that they have the skills before putting them in a new role.
• Trust them to own complex projects and roles.
• Don’t be over-protective or swoop in and pull rank at the last minute.
• Help them identify and strengthen the skills needed for promotion readiness.
• Give clear feedback about they need to improve or experience.
• Fill them in on opportunities across the organisation that they wouldn’t know about.
• Help them to see a clear career path to take on bigger roles.
• Recommend them for training or development opportunities that are available for high-potential leaders.
• Make them aware of priorities, challenges, and processes in other areas and different functions to get a better understanding of how different parts of the university operate.
• Be direct in supporting them in talent reviews, succession planning, and other performance processes.
• Encourage others to see their potential and take the risk of putting them in roles, even if they do not fit the traditional image of a leader or is not viewed as ‘ready now’.

What are the benefits of sponsorship for the sponsoree?

Sponsorship is designed to offer a sponsoree many career benefits, including:

• Opportunities to expand their network.
• Exposure to senior executives.
• Insight into the organisations culture.
• A clear understanding of the expectations associated with the pathway to leadership.
• The backing of a senior leader or key influencer for an elevated and critically important role in the organisation.