The document discusses the differences between mentoring and sponsorship. It tells the story of Penelope, who seeks to improve her skills through mentoring. She finds a mentor who provides feedback and involves her in projects. Later, her trusted friend Adam decides to sponsor her by talking to the CEO about promoting Penelope. The document explains that sponsors assume more risk by advocating for others and opening doors to new networks. An effective way to attract mentors and sponsors is to perform well, set clear goals and measure outcomes, and demonstrate emotional intelligence.

1. The Future of Engagement
Bridging Divides, Building Capacity
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Ph.D.
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2. Re-imagining Relationships
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Ph.D.
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3. RE-
CALIBRATE
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Ph.D.
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4. Meet Penelope
• Considering a mentor
• Wants to improve on a specific skill
• Seeks out persons in her network who are
experts
• Invited to work on projects by mentor
• Provided with feedback constantly
• Outcome- Improved skills
• Mentoring can be an organizationally led
program but is not limited to that
environment.
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Ph.D.
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5. Friend
Teacher
Adviser
Sage
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Ph.D.
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6. Mentoring is
good; being
sponsored even
better…
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Ph.D.
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7. Penelope’s
Story
Continues…
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Ph.D.
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8. Her trusted friend, Adam decides to talk to
the CEO about promoting Penelope to a
senior role in the company.
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Ph.D.
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9. Why does he
do this?
Sponsors assume a certain level of risk when
advocating for others
Sponsors extend their reputation capital
(professional, political and social)
Sponsors are invested in one’s career development
Sponsors open doors to networks that would
otherwise be closed
Sponsors role is elevated within the organization as
a talent advocate
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Ph.D.
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10. Recap – what’s the difference?
Mentor : Trusted confidant who will help
to untangle significant moments in your
life; define strengths and weaknesses
Sponsor: Use their brand to get you
noticed in spaces you would otherwise
not have access to; they are a brand and
as such expect that those who they
invest in will not disappoint
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Ph.D.
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11. Attracting a
mentor/sponsor?
Be present/curious
Offer to take on challenging roles
Perform (your value must become visible)
Set goals/clarify goals/measure outcomes/articulate
results
Emotionally intelligent (an awareness of self, others
within given spaces.
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Ph.D.
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12. Conclusion
Suzette Henry-Campbell, Ph.D.
“In our very social world, the challenge is not to simply be aligned to a
network, but to be seen as a value adding member whose interest is
to support the growth and development of future change makers.”

13. Resources
https://hbr.org/2017/02/what-the-best-
mentors-do
01
https://www.fastcompany.com/3050430/why-
women-need-career-sponsors-more-than-
mentors
02
https://www.bentley.edu/files/2017/09/29/Be
ntley%20CWB%20Mentorship%20Sponsorship
%20Research%20Report%20Fall%202017.pdf
03
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Ph.D.
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14. Photo Credit – Google Images
NOTICE:
This presentation has been created by the Principals of HR Evolution
Consultants Limited.
The slide deck may be used in part for training/educational purposes.
There is no requirement to seek special permission for use. We do
require however that the following statement appear on ALL
reproductions to provide due credit for intellectual property.
Reproduced from
HR Evolution Consultants Limited – created March 29, 2019 by Dr.
Suzette Henry-Campbell, Co-founder and Chief Diversity Officer for
use in training and educational programs.
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