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How to Find a Career Sponsor and Accelerate Your Leadership Journey

Jun 21, 2022 | Leadership Mindset, Online Resources, Personal Sustainability

Sponsorship is when a person of influence promotes the achievements, capabilities, and potential of another. Mentorship, such as leadership coaching, is private, but sponsorship is public. Sponsorship transcends advice and involves making connections, nurturing visibility, and advocating for promotions. Or, as Heather Foust-Cummings, a senior vice president at Catalyst shared with The Muse: “A mentor will talk with you, but a sponsor will talk about you.” Now, let’s walk through how to ask for a career sponsor.

I recently led a powerful executive coaching workshop for some of the top women CEOs in biotech who are building up the next generation of leaders. There’s one unmistakable method to advocate for women in the workplace and support their leadership development: sponsorship.

If you’re ready to take the next step in your leadership journey, explore how your Enneagram type influences your leadership style with our Enneagram Applied self-assessment.

After I shared my podcast episode on the importance of sponsoring women in the workplace, I received an overwhelming response from women and men. Today, let’s continue the conversation.

Sponsorship is when a person of influence promotes the achievements, capabilities, and potential of another.   

Mentorship, such as leadership coaching, is private, but sponsorship is public. Sponsorship transcends advice and involves making connections, nurturing visibility, and advocating for promotions. Or, as Heather Foust-Cummings, a senior vice president at Catalyst shared with The Muse: “A mentor will talk with you, but a sponsor will talk about you.”

Heather Foust-Cummings, a senior vice president at Catalyst shared with The Muse: “A mentor will talk with you, but a sponsor will talk about you.”

Want to learn how to use this distinction to delegate more effectively and lead with clarity? Check out our Delegate with Confidence resource tailored for emerging and seasoned leaders alike.

Now, let’s walk through how to ask for a career sponsor.

Step 1: How to Identify the Right Career Sponsor for You

1. Understand your purpose

Before you choose your sponsor, you need to understand why you want to work with one. What are your career goals?  What assistance are you hoping a sponsor will provide?  Reflect on how you want your career to progress–whether it’s toward transformational leadership, team expansion, or broader visibility.

 

2. Evaluate your options

Look both within and outside your company. Who do you admire and who do you know well?

Be willing to look beyond your comfort zone. An AWIP Future of Women study found that most women and marginalized communities feel drawn to those who resemble themselves. But, as Nancy Wang shared with Forbes, “the right sponsor should also have the necessary clout to make something happen for you; therefore, selecting the right sponsor becomes less of an emotional connection but a professional identification.”

So, why do you want to work with this specific person? How can they benefit you? Who are they connected to? Do you have shared values? How does their career inspire you?

 

3. Assess your relationship

Has the sponsor seen you in action? Brainstorm with a colleague how you might give the sponsor an opportunity to see your work if the connection is limited. You might consider ideas to build the relationship by joining their committee or a special project they lead. Is there a Lunch-and-Learn you can lead for the sponsor’s team?  You may need to strengthen the relationship by considering the person as a mentor and then grow them into a sponsor later after they have an opportunity to see your gifts in action.

If you first need to build a relationship with someone you have in mind and you work at a larger company that has a mentorship program, ask your HR department to facilitate an introduction or a meeting as a mentor. Alternatively, ask someone in your network or your direct supervisor to make an introduction.

 

Step 2: How to Make the Career Sponsorship Ask with Confidence

Open by expressing your admiration and gratitude. Tell them you respect their work, achievements, and career. Let them know how grateful you are for the relationship.

 

1. Introduce the idea.

Introduce the idea of mentorship vs. sponsorship. You could mention this article about the difference between the two and even send them a link to this episode.

 

2. Share your purpose in looking for a sponsor.

How will a sponsor support your career? What do you want from the relationship? Remember, a sponsor can both advance your career and expand your network by providing visibility and connections.

 

3. Explain what the sponsorship might look like.

Put a time limit on the commitment. People accept responsibilities with end dates; ask if they will sponsor you over the next six months or year.

Then, for example, you might suggest a monthly meeting. You could take an hour for the first meeting to go over your goals and brainstorm how they might help you and who they might introduce you to that would support your goals. From there, you could check in each month for twenty minutes and discuss progress updates.

You want to avoid being (and feeling) like a burden, so keep your meetings short.

The reality is, sponsorship work mostly happens outside of your one-on-ones, as your sponsor has to meet with others on your behalf.

 

4. Provide simple action items.

Be clear. You want to make this arrangement easy. Your sponsor can start by:

  • Introducing you to other key executives
  • Recommending you to the head of an important committee
  • Inquiring about you showcasing your team’s work at the next company town hall

 

5. Offer your support in exchange.

Ask if there is anything you can do for your sponsor. Even if they decline at the moment, they will appreciate the gesture of support.

Start your relationship on a positive note. If a sponsor agrees to support you, show your appreciation with a letter of thanks. Also, to stay top-of-mind for your busy sponsor, schedule your first meeting promptly.

How to Make the Career Sponsorship Ask with Confidence

Why Advocating for Yourself Is Key to Career Advancement

Your work may impress, but you have to advocate for yourself first, with intention, planning, and patience. Who will be in your corner to support your journey?

It starts with you.

Remember, most people want to help but need to learn what that entails. So come prepared with ideas. You’ll be surprised to find how you can spur your sponsor’s thinking and discover innovative ways to boost your career.

Follow the steps above to find the right sponsor for you.

When you accelerate your career by advocating for yourself, you’ll be surprised to find how many doors will open along the way.

Not sure where to start? Reach out to us to explore custom support for your leadership development or team at Meritage Leadership.

Or register for the Leadership Masterclass with Susan Drumm to gain executive-level insights you won’t find anywhere else.

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I recently led a powerful executive coaching workshop for some of the top women CEOs in biotech who are building up the next generation of leaders. There’s one unmistakable method to advocate for women in the workplace and support their leadership development: sponsorship.

If you’re ready to take the next step in your leadership journey, explore how your Enneagram type influences your leadership style with our Enneagram Applied self-assessment.

After I shared my podcast episode on the importance of sponsoring women in the workplace, I received an overwhelming response from women and men. Today, let’s continue the conversation.

Sponsorship is when a person of influence promotes the achievements, capabilities, and potential of another.   

Mentorship, such as leadership coaching, is private, but sponsorship is public. Sponsorship transcends advice and involves making connections, nurturing visibility, and advocating for promotions. Or, as Heather Foust-Cummings, a senior vice president at Catalyst shared with The Muse: “A mentor will talk with you, but a sponsor will talk about you.”

Heather Foust-Cummings, a senior vice president at Catalyst shared with The Muse: “A mentor will talk with you, but a sponsor will talk about you.”

Want to learn how to use this distinction to delegate more effectively and lead with clarity? Check out our Delegate with Confidence resource tailored for emerging and seasoned leaders alike.

Now, let’s walk through how to ask for a career sponsor.

Step 1: How to Identify the Right Career Sponsor for You

1. Understand your purpose

Before you choose your sponsor, you need to understand why you want to work with one. What are your career goals?  What assistance are you hoping a sponsor will provide?  Reflect on how you want your career to progress–whether it’s toward transformational leadership, team expansion, or broader visibility.

 

2. Evaluate your options

Look both within and outside your company. Who do you admire and who do you know well?

Be willing to look beyond your comfort zone. An AWIP Future of Women study found that most women and marginalized communities feel drawn to those who resemble themselves. But, as Nancy Wang shared with Forbes, “the right sponsor should also have the necessary clout to make something happen for you; therefore, selecting the right sponsor becomes less of an emotional connection but a professional identification.”

So, why do you want to work with this specific person? How can they benefit you? Who are they connected to? Do you have shared values? How does their career inspire you?

 

3. Assess your relationship

Has the sponsor seen you in action? Brainstorm with a colleague how you might give the sponsor an opportunity to see your work if the connection is limited. You might consider ideas to build the relationship by joining their committee or a special project they lead. Is there a Lunch-and-Learn you can lead for the sponsor’s team?  You may need to strengthen the relationship by considering the person as a mentor and then grow them into a sponsor later after they have an opportunity to see your gifts in action.

If you first need to build a relationship with someone you have in mind and you work at a larger company that has a mentorship program, ask your HR department to facilitate an introduction or a meeting as a mentor. Alternatively, ask someone in your network or your direct supervisor to make an introduction.

 

Step 2: How to Make the Career Sponsorship Ask with Confidence

Open by expressing your admiration and gratitude. Tell them you respect their work, achievements, and career. Let them know how grateful you are for the relationship.

 

1. Introduce the idea.

Introduce the idea of mentorship vs. sponsorship. You could mention this article about the difference between the two and even send them a link to this episode.

 

2. Share your purpose in looking for a sponsor.

How will a sponsor support your career? What do you want from the relationship? Remember, a sponsor can both advance your career and expand your network by providing visibility and connections.

 

3. Explain what the sponsorship might look like.

Put a time limit on the commitment. People accept responsibilities with end dates; ask if they will sponsor you over the next six months or year.

Then, for example, you might suggest a monthly meeting. You could take an hour for the first meeting to go over your goals and brainstorm how they might help you and who they might introduce you to that would support your goals. From there, you could check in each month for twenty minutes and discuss progress updates.

You want to avoid being (and feeling) like a burden, so keep your meetings short.

The reality is, sponsorship work mostly happens outside of your one-on-ones, as your sponsor has to meet with others on your behalf.

 

4. Provide simple action items.

Be clear. You want to make this arrangement easy. Your sponsor can start by:

  • Introducing you to other key executives
  • Recommending you to the head of an important committee
  • Inquiring about you showcasing your team’s work at the next company town hall

 

5. Offer your support in exchange.

Ask if there is anything you can do for your sponsor. Even if they decline at the moment, they will appreciate the gesture of support.

Start your relationship on a positive note. If a sponsor agrees to support you, show your appreciation with a letter of thanks. Also, to stay top-of-mind for your busy sponsor, schedule your first meeting promptly.

How to Make the Career Sponsorship Ask with Confidence

Why Advocating for Yourself Is Key to Career Advancement

Your work may impress, but you have to advocate for yourself first, with intention, planning, and patience. Who will be in your corner to support your journey?

It starts with you.

Remember, most people want to help but need to learn what that entails. So come prepared with ideas. You’ll be surprised to find how you can spur your sponsor’s thinking and discover innovative ways to boost your career.

Follow the steps above to find the right sponsor for you.

When you accelerate your career by advocating for yourself, you’ll be surprised to find how many doors will open along the way.

Not sure where to start? Reach out to us to explore custom support for your leadership development or team at Meritage Leadership.

Or register for the Leadership Masterclass with Susan Drumm to gain executive-level insights you won’t find anywhere else.

Let’s be honest: if you’re waiting for things to “settle down,” you’re going to be waiting a long time. 

Disruption isn’t a phase—it’s the backdrop of modern business. Market volatility, supply chain issues, AI-driven competition… The only thing certain about the future is that it’s uncertain. 

So why do some leaders thrive in this chaos while others struggle to keep up? 

It’s not luck. It’s resilience. 

Resilient leaders don’t just react to disruption. They anticipate, adapt, and make bold moves—even when they don’t have all the answers. They don’t get stuck in hesitation or overwhelmed by uncertainty. 

If you want to be the kind of leader who guides your team through disruption with confidence—not the one scrambling to keep up—start strengthening these five traits today. 

75% of employees with highly empathetic managers report being committed to their jobs, compared to just 33% of those with less empathetic managers

1. Adaptability: Pivot Without Losing Focus

Here’s the truth: rigid leaders get left behind. 

A McKinsey study found that companies that adjusted their business models quickly during the COVID-19 crisis saw 30% higher revenue growth than those that hesitated. That’s because adaptability isn’t just about surviving change—it’s about staying ahead of it. 

The best leaders make adaptability part of their strategy, not just a last-minute scramble. 

organizations promoting collaboration are 20% more likely to outperform their peers.

Try this: 

  • Create a “Rapid Response” Team. Who’s your go-to group when unexpected challenges hit? In private equity, this might be specialists who stabilize newly acquired firms. In tech, it could be a cross-functional team monitoring AI-driven market shifts. 
  • Run “Pre-Mortems.” Before launching a new initiative, ask: “If this fails, why will it fail?” This helps you identify blind spots before they become real problems. 
  • Use Scenario Planning. Instead of betting on one outcome, map out multiple possibilities. How will you pivot if market conditions shift faster than expected? 

Great leaders don’t get stuck in outdated models. They stay flexible and keep their teams moving forward.

 

2. Clear Workplace Communication: Bring Order to Uncertainty

 

Uncertainty breeds fear. And when people are scared, silence from leadership is the fastest way to lose trust. 

But too many leaders either communicate too little (leaving their teams confused) or too much (burying them in irrelevant details). 

Gallup research shows that employees who trust their leaders are 61% more likely to stay with their company. That trust is built through consistent, clear, and confident communication. 

 

Try this: 

  • Use the 3-Point Messaging Model every time you update your team:  
  • What we know – Provide facts, not speculation. 
  • What we don’t know – Acknowledge uncertainty rather than making empty promises. 
  • What we’re doing next – Outline the next steps, even if they evolve. 
  • Follow the “5-15” Rule. Five-minute high-level updates keep teams informed, while 15-minute deep dives should be reserved for when they’re actually needed. 
  • Master Radical Candor. Be direct and empathetic. Teams don’t need sugarcoating, but they also don’t need unnecessary panic. The best leaders strike that balance. 

Resilient leaders bring clarity when everything else feels chaotic.

 

3. Emotional Intelligence in the Workplace: Stay Steady Under Pressure

 

Ever walked into a room and immediately felt the tension? 

That’s leadership energy at work. Whether they mean to or not, leaders set the emotional tone for their teams. 

If you’re panicked, your team will be too. If you’re distracted, they’ll feel unmoored.  

A Workforce Institute study found that 1 in 3 employees feel their manager doesn’t recognize the emotional impact they have on their team. 

Accountability isn’t about micromanagement—it’s about trust.

Try this: 

 

  • Know your triggers. When do you get defensive? When does frustration creep in? Self-awareness is step one to self-regulation. 
  • Read the room. Pay attention to signs of burnout or disengagement. If energy is low, it’s time to reset expectations and reinforce support. 
  • Listen first. Instead of jumping straight to solutions, ask, “What do you need most from me right now?” 

Resilient leaders don’t just manage operations—they create stability in uncertain environments. Developing emotional intelligence is a core pillar of modern executive coaching and high-performing team dynamics.

 

4. Decisive Leadership: Make Bold Calls Without All the Data

 

Ever heard someone say, “I just need more information before I decide”—and then… they never actually make the call? 

Waiting for perfect data is a great way to miss an opportunity. 

In fast-moving industries like technology—where AI and cybersecurity risks shift overnight—executive leaders must decide fast or get left behind. 

 

Try this: 

 

  • Use the 70% Rule. Make decisions when you have 70% of the information you wish you had. If you wait for certainty, you’ll be too late. 
  • Apply the OODA Loop (Observe, Orient, Decide, Act). This military framework helps leaders move quickly in uncertain environments: 
    • Observe – Gather what intelligence you can.
    • Orient – Analyze the situation with your best available information.
    • Decide – Make the best call with what you know.
    • Act – Move forward, adjusting as new data emerges. 
  • Trust your expertise. The best leaders recognize when a decision is “good enough” to move forward—and refine later. 

Case in point: Microsoft’s Satya Nadella bet on cloud computing before the market fully shifted. His bold decision doubled Microsoft’s valuation. That’s the power of decisiveness over hesitation.

 

5. Forward Thinking: Anticipate Disruption Before It Happens

 

The best leaders don’t just react to disruption—they see it coming. 

PwC’s CEO Survey consistently finds that leaders who prioritize strategic foresight outperform competitors during downturns. 

They invest in resilience before they need it. 

 

Try this: 

 

  • Build a Leadership Pipeline. Private equity firms restructuring companies often develop future leaders early—so they’re not scrambling when a key executive leaves. 
  • Use Predictive Analytics. AI-driven forecasting helps healthcare and tech executives spot market shifts before competitors react. 
  • Foster a Culture of Proactive Problem-Solving. Encourage employees to anticipate challenges instead of reacting in real time. 

Companies led by forward-thinking executives are 2.8 times more likely to be industry leaders in five years. Those who prepare today win tomorrow. 

 

Resilience Isn’t a Trait—It’s a Leadership Skill 

 

The best executives don’t just get through disruption—they use it as a competitive advantage. 

Strengthening these five traits requires deliberate effort: 

  • Adaptability – Build flexibility into your strategy before you need it.
  • Communication – Bring clarity and confidence to uncertainty. 
  • Emotional Intelligence – Regulate stress and keep teams engaged. 
  • Decisiveness – Move fast with limited information. 
  • Forward Thinking – Prepare for the next disruption before it hits. 

Resilience in the workplace isn’t about survival—it’s about positioning yourself for long-term success. 

Accountability isn’t about micromanagement—it’s about trust.

Ready to Lead With More Resilience? 

At Meritage Leadership, we offer executive leadership development programs that help executives build resilience in the workplace, foster accountability, and lead high-performing teams with clarity, confidence, and impact.

If you’re ready to build resilience into your leadership strategy, let’s talk. 

➡ Learn More at www.meritageleadership.com 

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