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Who’s pulling for you? Who’s got your back? Who’s putting your hat in the ring? Odds are this person is not a mentor but a sponsor. Mentors can build your self-esteem and provide a sounding board—but they’re not your ticket to the top.
If you’re interested in fast-tracking your career, what you need is a sponsor—a senior-level champion who believes in your potential and is willing to advocate for you as you pursue that next raise or promotion.
In this powerful yet practical book, economist and thought leader Sylvia Ann Hewlett—author of ten critically acclaimed books, including the groundbreaking Off-Ramps and On-Ramps—shows why sponsors are your proven link to success. Mixing solid data with vivid real-life narratives, Hewlett reveals the “two-way street” that makes sponsorship such a strong and mutually beneficial alliance. The seven-step map at the heart of this book allows you to chart your course toward your greatest goals.
Whether you’re looking to lead a company or drive a community campaign, Forget a Mentor, Find a Sponsor will help you forge the relationships that truly have the power to deliver you to your destination.
- Sales Rank: #393327 in eBooks
- Published on: 2013-08-20
- Released on: 2013-08-20
- Format: Kindle eBook
Review
“Hewlett’s book is full of smart advice, backed up by data, about the impact that a senior-level leader who acts as an advocate can have on others.” — Washington Post
“Over the years, I’ve certainly had mentors who were generous with their time and kept plentiful boxes of tissues in their offices. I’ve had supporters and cheerleaders. And I’m grateful for all those who’ve given me opportunities. But it wasn’t until I read about Sylvia Ann Hewlett’s new research in her book, Forget a Mentor, Find a Sponsor, that I understood what I had been yearning for all those years was an advocate.” — Washington Post
“This is an easy-to-read, powerfully written book. It has lots of potent examples, and clear advice on the steps to developing sponsorship.” — Globe & Mail
“This is a must-read book for anyone looking for substantive…advice on career advancement.” — Forbes
“Her research, presented, compellingly in her latest book, Forget a Mentor; Find a Sponsor (2013: Harvard Business Review Press)… is not only enlightening, but also practical.” — The Huffington Post
“Hewett, an economist...shows why sponsors, not mentors, are the proven ticket to the top and why women and minorities need them most.” — Irish Times
“an eye-opener for ambitious professionals” — Chicago Tribune
ADVANCE PRAISE for Forget a Mentor, Find a Sponsor:
Anne-Marie Slaughter, author, “Why Women Still Can’t Have It All”—
“High-potential women need sponsors who will not only provide advice but also actively create opportunities to shine and advance. Hard work and merit are simply not enough.”
Cornel West, Professor of Philosophy and Christian Practice, Union Theological Seminary—
“A powerful and urgent book. Sylvia Ann Hewlett shows how women and people of color can win sponsors and take their place at decision-making tables.”
About the Author
Sylvia Ann Hewlett is the founding president of the Center for Talent Innovation, a nonprofit think tank where she chairs a task force of 75 global companies focused on fully realizing the new streams of high echelon labor in the global marketplace. She is currently ranked #11 on the Thinkers50 list of the world’s most influential business thinkers.
Most helpful customer reviews
18 of 18 people found the following review helpful.
lack of explanation on how to find one
By E. Tan
The entire book is explaining the importance of finding a sponsor..and forget a mentor (as per book title)
It lacks of explanation/ practical steps on how to find one!
20 of 21 people found the following review helpful.
Smart, Hardworking, Loyal And Career-Stalled?
By Kare Anderson
Feeling a strong "blood tie" to his sponsor, an African American banking executive told Sylvia Ann Hewlett, the founding president of the Center for Talent Innovation, "A sponsor will smack you harder to shape up but will protect you as you move to the next level." "Sponsors, not mentors, put you on the path to power and influence by affecting three things: pay increases, high-profile assignments, and promotions," Hewlett points out in her groundbreaking new book, Find a Sponsor. "While more women than men have been mentored, 15 percent more men have won promotions according to research by Catalyst, cited in Hewlett's book. "70 percent of sponsored men and 68 percent of sponsored women feel they are progressing through their ranks" at a satisfactory rate "as compared to"57 percent of their unsponsored peers," discovered Hewlett.
The beneficial "sponsor effect" is even greater for women and for people of color. "Sponsorship has long been the inside track for Caucasian men," Hewlett points out. "Mentors give. Sponsors invest." Sponsors are effective champions for you, as I suggested in my Forbes column about her book. One of the biggest mistakes women make is in seeking a close relationship with an admired role model higher in the organization, often a woman who exudes an inclusive leadership style, according to Hewlett. Yet, such individuals often don't have what Hewlett calls "juice" - the clout to protect and advance them up to the top. From Hewlett's research, people at U.S. companies believe that most top executives are "the classic, command-and-control leader who values deference from his lieutenants about all," and that most are "competitive types - hard-edged, hard-driving guys who value quarterly bottom results." As Hewlett candidly admits, "They may not even be leaders you hugely admire."
Yet, I would add, you don't have to act unethically or lose your soul. Aligning with a powerful sponsor means you have more opportunity to use your best, often complementary talents, taking risks along the way, knowing that your alpha sponsor has your back because you leverage their success as they accelerate yours.
Sheryl Sandberg is a famous example. While she was oblique, in Lean In, about the extent of their help, she attracted several alpha male sponsors. One of them, Lawrence H. Summers took her under his wing as a research assistant at Harvard. When he was tapped to run the World Bank she came with him. In his next move to the U.S. Treasury, she became his chief of staff.
12 of 13 people found the following review helpful.
How and why mentors help prepare for opportunities but sponsors create privileged access to them; both are invaluable.
By Robert Morris
The title of this book is somewhat misleading because it could be interpreted to suggest that success in life is all about having one or more sponsors and that mentors and/or coaches have little (if any) value. That is clearly NOT what Sylvia Ann Hewlett had in mind when writing this book. On the contrary. So ignore the title and focus instead on how specifically a mutually beneficial relationship with an appropriate sponsor can help fast-track one's career. Moreover, for those who have not as yet read this book, it is important to understand that the information, insights, and counsel that Hewlett provides can be valuable to both men and women, and, to both those preparing for a career and to those only recently embarked on one. I think the material in this book can also be of incalculable value to those who now mentor protégés or will one day do so.
As I read this book, I was reminded of several others in which their authors discuss leader/follower relationships that must also be mutually beneficial. Great leaders and great followers have significant differences in terms of their respective obligations and responsibilities. The same is true of great mentors and great protégés. Hewlett carefully explains how differences between mentors and protégés nourish their symbiotic relationship while specifying the responsibilities and obligations of each. One point is so important I feel obliged to repeat it: as with healthy leader/follower relationships, healthy mentor/protégé relationships are MUTUALLY-BENEFICIAL.
Several passages caught my eye. Here is a cluster of mini-profiles of exemplary relationships:
o Unnamed sponsor and Brady Dougan, then at Bankers Trust (27-30)
o Jane Shaw and Rosalind Hudnell, Intel (Pages 43-46)
o Cathie Black and Joanna Coles, Cosmopolitan magazine (56-61)
o Cherie Booth QC, Cherie Blair Foundation for Women (65-69)
o John W. Rogers, Jr. and Mellody Hobson, Ariel Investments (110-111)
o Katherine Phillips, Columbia University Business School (160-163)
o Sallie Krawcheck, formerly Sanford C. Bernstein, Citigroup, and then BOA/Merrill Lynch (173-178)
However different these six mentors and their protégés may be in most respects, their relations were based on mutual respect and trust as well as pride and principle. Yes, egos are inevitably involved, as are career ambitions. However, the best mentor/protégé relationships are actually win-win-win, with the third "win" gained by the given enterprise.
These are among other subjects that Hewlett explores:
o "The Sponsor Imperative" (Pages 11-12)
o "Sponsor versus mentor," Figure 1-1 (Page 31)
o "What is a sponsor?" Table 2-1 (30)
o "What is a protégé?" Table 2-2 (39)
o "Road Map for Protégés" (49)
o "The Eight-Hundred Pound Gorilla" (139-141)
o "How to Make Yourself a Safe Bet" (144-149)
o "Distrust of Each Other as Risky Bets" (157-160)
o "What Is Executive Presence?" (170-172 and 178-179)
o "A Stricter Code for People of Color" (182-185)
o "Putting It All Together" (193-195)
o All of the Epilogue (197-212)
I also appreciate Hewlett's skillful use of a "Nail the Tactics" section (in Chapters 4-9) that helps her reader to apply whatever material is most appropriate to the given enterprise. These calls to action also encourage reader interaction with the material throughout the lively and rigorous as well as eloquent narrative.
No brief commentary such as mine can possibly do full justice to the quality and value of the material that Sylvia Ann Hewlett provides in this volume. However, I hope I have at least suggested the scope and depth of her coverage, encouraging those who read my review to allow her to help them fast-track their careers, meanwhile achieving personal growth and professional development.
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