What is mentorship?

Mentorship in the workplace is a professional relationship where the mentor shares their knowledge and learning experiences with the mentee. Generally, the mentor has considerably more experience in the given role or industry than the person they’re mentoring. However, many mentorships are dual-sided, with the mentee providing some type of learning experience for the mentor in exchange for their knowledge. For example, a mentee could provide insight into using technology or understanding a new marketing segment.

Benefits of mentorship

Although you may immediately think of the mentee as receiving all the benefits of mentorship, this relationship is mutually beneficial.

Benefits of mentorship for the mentee include:

• Learning new skills, processes or techniques
• Building a professional network
• Being exposed to someone new
• Being encouraged and empowered in their career development
• Helping them identify gaps in their current skill set
• Increasing their confidence
• Providing an opportunity to ask questions they might not otherwise feel comfortable asking

Benefits of mentorship for the mentor include:

• Finding a sense of purpose
• Honing their soft skills
• Potentially expanding their skill set by learning something new from their mentee
• Improving leadership skills
• Learning how to look within to make changes

Finding a mentor

A mentorship program can be useful for all people, including business owners, managers, hiring managers and HR professionals.If your company doesn’t have a mentorship program, consider reaching out to professionals with solid reputations in your field to see if you can source a mentor.

Being a mentor

Being a mentor can be a rewarding experience if you have a few years of professional experience under your belt. If you’re interested in being a mentor, contact your manager or HR professional to see if a mentorship program exists in your company.

What is sponsorship?

Sponsorship often evolves from mentorship, but it doesn’t have to. A person who sponsors another will actively help to further their career. For example, a sponsor may put their protege’s name in for a promotion or provide an excellent referral for a job. A sponsor will often be in a position of power in their industry, company or role, allowing them to help advance another’s career or goals.

Benefits of sponsorship

Like mentorship, sponsorship can be a mutually beneficial professional relationship. However, it’s important to note that sponsorship could negatively impact the sponsor’s career or reputation if the person they’re actively promoting fails to uphold the praise being given.

The benefits of sponsorship for the protege include the following:

• Expanding their professional networks
• Improving their chances at career advancement
• Developing a lasting professional relationship with their sponsor, which often continues to be mutually beneficial
• Receiving ongoing support and encouragement in their careers

The benefits of sponsorship for the sponsor include:

• A sense of purpose and accomplishment
• Adding new talent to their professional network (which may help them tap into a broader network in the future)
• Greater job satisfaction
• Opportunity to support underrepresented groups in the workplace

Finding a sponsor

Due to the higher risks involved for the sponsor, sponsorships often develop naturally versus through a structured program. However, mentors often become sponsors because they have a solid understanding of a protege’s potential and growth.

Being a sponsor

When choosing a protege, ensure you truly know their skills and potential. Since you’ll be placing your reputation on the line to vouch for this person, consider starting your search by becoming a mentor. During the mentorship program, you’ll get to know your mentee’s skills, work ethic and goals in-depth, helping you feel more confident and secure in sponsoring them a few months or years later.

Mentorship vs. sponsorship in the workplace: key differences

Mentorships and sponsorships are mutually beneficial professional relationships involving a more experienced individual supporting the growth of someone in the earlier stages of their career. The primary difference between these two is the role taken by the more seasoned professional. A mentor will speak to their mentee, offering guidance and support along their career path. A sponsor does the same, but will also typically talk about their protege, promoting their skills and work to others.

When is having a mentor better?

Having a mentor is often better for those new to their careers. For example, new grads and new hires can benefit from the guidance necessary to build on-the-job skills. In this situation, a mentor can make them feel more confident in their role and help them expand their professional network.

When is having a sponsor better?

A sponsor may be a better choice for someone who is more advanced in their career but could use a boost up the company ladder. Sponsorship may also be a better option if they’ve already completed a mentorship and want to take the next step.

Why is having both key to career growth?

Having both a mentor and sponsor is key to career growth because they work hand-in-hand. The mentorship can help employees learn critical skills and gain valuable experience.. Sponsorship helps employees actively work their way toward their ultimate career goals.

Mentors and sponsors are slightly different, but both present opportunities for career growth and learning. The professional relationships of mentorship and sponsorship can be mutually beneficial for both parties, and the ability to participate in both programs is key to career growth.

FAQs about mentorship vs sponsorship

What are the three types of mentoring?

The three types of mentoring include traditional one-on-one, distance and group. One-on-one mentorship is the most common type you’ll run into in the workplace, although group mentoring might also be beneficial. Distance mentorship is an excellent option for freelancers or remote workers who may not otherwise have access to a mentor.

How do you structure a mentorship program at work?

Structured mentorship programs are highly beneficial to your company as a whole and to the individuals who participate. To create a structured mentorship program in your workplace, you must first establish the program’s goals and the type of mentorship that will be taking place. Then, you can invite employees to be mentors or mentees. Once you have a selection of candidates, you can match mentors and mentees based on predetermined factors. It’s also important to regularly evaluate your program’s success and track any recurring issues so they can be corrected.

Can anyone be a mentor or sponsor in the workplace?

Technically, anyone can be a mentor in the workplace. The only qualification is that the mentor must be more adept in their career or at a specific set of skills than their protege. Sponsors need to have power within their company or industry, or else they need an extensive professional network that they can tap into to help the person being sponsored move up the ladder.