Mentorship vs. sponsorship: Lifting others and leading with influence
For multicultural women, mentorship is powerful, but it’s not enough.
I’ve been having a lot of conversations lately about mentorship, how we give it, how we receive it, and how it shapes our leadership journeys. One thing that’s come out of those conversations is something I want to shine a light on: sponsorship.
Mentorship is familiar, we’ve probably all been mentored or done some mentoring at some point. But sponsorship is next-level. Especially for women of color, for early-career professionals, and for those who are often the “only” in the room, sponsorship helps you rise.
Why mentorship vs sponsorship is such an important distinction
When we talk about mentorship vs sponsorship, we are really talking about two very different kinds of leadership support. Mentorship often focuses on guidance, reflection, and learning. Sponsorship, on the other hand, is tied to career sponsorship, workplace advocacy, and real access to advancement opportunities. Understanding the mentor vs sponsor difference helps you see who is offering insight and who is actively moving you closer to decision-maker access.
For multicultural women, early-career professionals, and emerging leaders, the way these roles show up can directly shape career mobility and career progression. Mentorship can help you navigate career barriers and build confidence. Sponsorship connects you to internal visibility, professional networks, and the rooms where organizational leadership and power dynamics live. Both are part of healthy leadership pathways, but they do not have the same impact on women’s career growth or on how quickly you move through a leadership pipeline.
“Wait, what’s the difference?”
When you’re mentoring someone, the conversation often stays at the surface: you talk, you share advice, you go home. It’s meaningful, but it usually stops there.
Sponsorship goes further. It’s not just talking about development, it’s taking action for someone’s development. It’s one thing to have lunch with someone. It’s totally another to say their name in a room where decisions are made.
Mentorship says: “You’re doing great.”
Sponsorship says: “She’s ready for that next opportunity, here’s why.”
Why this matters for multicultural women
Multicultural women are often over-mentored and under-sponsored. (I said it!) They’re encouraged, advised, and coached… but not always championed. And without sponsors, potential can stay invisible.
So as we head toward 2026, I want to challenge all of us to think differently about the roles we play:
“Who’s mentoring me? → Who am I mentoring? Who am I mentoring? → Who am I sponsoring?”
How mentorship and sponsorship shape your career development
When mentorship is strong, it supports steady career development, professional growth, and the confidence to take up space in rooms where you may have been quiet before. Great mentors ask about your goals, help you name your strengths, and invite you to imagine new leadership pathways you may not have seen for yourself.
Over time, these mentoring relationships also influence workplace culture by normalizing reflection, learning, and role modeling.
Sponsorship builds on that foundation but operates at the level of organizational dynamics and employee advancement. Sponsors use their leadership influence to unlock advancement opportunities, push for workplace equity, and advocate for your talent in spaces you cannot access alone.
For multicultural women, this kind of professional empowerment is often the bridge between “ready” and “chosen.” If you want a deeper roadmap for how this plays into long-term planning, you might explore how it fits into your broader career development.
Five ways to do mentorship really well
Be intentional, not informal
Instead of “Can we grab coffee sometime?” try “Let’s discuss how to gain you visibility on the team.”
2. Keep it consistent
A short, regular check-in keeps momentum alive.
3. Get below the surface
Ask real questions (“What’s holding you back from speaking up in meetings?” vs. “How’s work going?”)
4. Focus on empowerment, not fixing
A good mentor helps someone find their answers, not give yours.
5. Reflect and celebrate
Name the growth you’ve seen, it reminds both of you that progress is happening and you’re intentionally moving forward.
5 ways to do sponsorship really well
Spot potential early
Notice emerging leaders, especially early-career women and people of color who might not yet have visibility.
2. Use your voice
Say their name in rooms they’re not in. Nominate them for stretch projects, committees, or speaking roles.
3. Connect them to opportunity
Make introductions. Write recommendations. Help them get in front of decision-makers.
4. Advocate publicly, not quietly
Endorse them in meetings, not just DMs. Your public backing builds their credibility.
5. Follow through
Check in on how that opportunity went. Circle back. A quick check-in shows you care about more than outcomes.
So… 3 leadership behaviors for you to try before the end of the year:
Lift someone up who doesn’t look like you.
Be intentional about sponsoring across difference.Make invisible work visible.
When you see great work that’s being overlooked, call it out.Turn mentoring moments into action.
Don’t just talk about goals make one introduction, one nomination, one referral.
The legacy of sponsorship
I truly believe leadership is about how many people you bring with you. So as you’re beginning to reflect on 2025 and put together your growth plans for the coming year, ask yourself one more question: Who am I opening doors for?
That’s where your real influence begins.
I’m cheering you on!
