{"id":48822,"date":"2025-03-30T15:31:18","date_gmt":"2025-03-30T19:31:18","guid":{"rendered":"https:\/\/www.ccl.org\/?post_type=articles&p=48822"},"modified":"2025-06-25T15:31:12","modified_gmt":"2025-06-25T19:31:12","slug":"why-women-need-a-network-of-champions","status":"publish","type":"articles","link":"https:\/\/www.ccl.org\/articles\/leading-effectively-articles\/why-women-need-a-network-of-champions\/","title":{"rendered":"Women Need a Network of Champions"},"content":{"rendered":"

Drive Sponsorship & Mentorship for Women in Your Organization<\/h2>\n

All leaders must advocate for themselves if they want to move their careers forward. But women leaders in particular face leadership challenges that are embedded within larger systems. As a historically marginalized group, women often face additional barriers based on their intersecting social identities, including gender, race, class, age, religion, sexual orientation, caregiver status, etc.<\/p>\n

To succeed, women can\u2019t go it alone. They need to build a network of champions \u2014 including mentors and sponsors.<\/p>\n

And organizations must help. To offset the pandemic\u2019s recent hit to women\u2019s progress in the workforce \u2014 when the gains made over 3 decades were erased virtually overnight \u2014 organizations must provide women leaders with the resources they need and address the systemic imbalances they face.<\/p>\n

A key step organizations can take towards supporting women leaders is to prioritize sponsorship and mentorship for women <\/em><\/strong>\u2014 particularly by influential leaders, who are often men.<\/p>\n

As noted in our book,\u00a0Kick Some Glass: 10 Ways Women Succeed at Work on Their Own Terms<\/a><\/em>, the people around an individual have the ability to either support or hinder their growth toward becoming the best leader they can be. Access to influential leaders and supportive work relationships is critical to career advancement \u2014 especially for women.<\/p>\n

Both mentors and sponsors are important for gaining the perspective and connections required to take on larger roles.<\/p>\n

What\u2019s the Difference Between a Mentor & a Sponsor?<\/h2>\n

By the time they reach mid-career, most leaders can name a handful of advisers \u2014 bosses, coaches, colleagues, and friends \u2014 who\u2019ve helped them build confidence and develop needed skills.<\/p>\n

These advisers may be mentors or sponsors. Leaders need both for professional development. They just need them for different things at different times.<\/p>\n

Mentorship vs. Sponsorship in the Workplace<\/h3>\n

Mentors<\/em> provide guidance and support, whether around a specific need or for ongoing development, while sponsors<\/em> are advocates who actively work to advance the career of their \u201csponsoree.\u201d<\/strong><\/p>\n

Here\u2019s a summary of the differences between the roles of mentor and sponsor:<\/p>\n\n\n\n\n\n\n\n\n
<\/th>\nMentor<\/th>\nSponsor<\/th>\n<\/tr>\n<\/thead>\n
Role<\/strong><\/td>\nExperienced person at any level<\/td>\nSenior leader in the organization<\/td>\n<\/tr>\n
Goal<\/strong><\/td>\nProvide guidance for career choices and decisions<\/td>\nUse influence to help employee obtain high-visibility assignments<\/td>\n<\/tr>\n
Who drives the relationship?<\/strong><\/td>\nBoth mentee and mentor; requires mentor to be responsive to the needs of the \u201cmentee\u201d<\/td>\nThe sponsor, who chooses to advocate for \u201csponsoree,\u201d including behind closed doors with other leaders<\/td>\n<\/tr>\n
Actions<\/strong><\/td>\nHelps mentee determine paths to meet specific career goals<\/td>\nAdvocates for sponsoree\u2019s advancement; champions her potential<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Mentors<\/em> listen and give constructive, direct, and honest feedback,<\/strong> and their \u201cmentee\u201d benefits from this guidance and support in several ways. Our research<\/a> has found that people who are mentored:<\/p>\n