Sponsorship mentoring

Figure 1.1 illustrates the four main goals of mentoring. In this respect it is important to note that developmental mentoring emphasizes self-reliance, learning and support more than sponsorship, whilst it is the other way round in sponsorship mentoring. 

To complete the discussion regarding the American and European approaches to mentoring, we would like to introduce the terminology that shall from hereon be used to describe these North American mentoring will from now on be referred to as sponsorship mentoring, whilst European mentoring will be called developmental mentoring. 

In Figure 1.3, the behaviours associated with sponsorship mentoring are mainly located in the upper right-hand quarter. The behaviours associated with developmental mentoring are more evenly spread across all four quarters of the axes. 

Business mentoring is regarded and practised somewhat differently in Europe and North America whilst sponsorship mentoring is embraced in many American companies, European firms tend to embrace developmental mentoring, the latter also being the concept endorsed by the authors of this... 

Although rapport-building somewhat precedes directionsetting, it is by no means as lengthy and intense as in sponsorship mentoring deep friendship is not required mutual respect, goodwill and relevance of experience are important. 

Since the primary purpose of developmental mentoring is to foster self-reliance, dissolving the association tends to be less painful than in sponsorship mentoring. 

The transitions are similar to those occurring in sponsorship mentoring. However, they tend to be somewhat gentler. 

In the last part of this chapter, we reviewed the phases through which mentoring relationships typically pass. We suggested that there are four distinct phases, the nature of which appear to vary depending on whether it is a developmental or a sponsorship mentoring association. 

It is probably fair to say that the academic studies conducted on the differences between formal and informal mentoring have an American bias. You might not perceive this as a big deal, but when you think back to the section in Chapter 1 regarding the different concepts of mentoring in America and Europe, you will appreciate the significance. Just to remind you, the American view of mentoring emphasizes protection and sponsorship, whilst the European view favours the mentee s insight and... 

Stages of mentoring relationships within sponsorship and developmental mentoring... 

When new employees have progressed satisfactorily through their first year or two and are now respected as professionals by their employers, they need appropriate resources for development in their new career stage.6 Employees need mentors all the way through. They must recognize that professional life is a process based on sponsorship and that mentors are their sponsors. Having a mentor is a visible sign of inclusion. 

Studies have shown that sponsorship is an even more powerful concept than mentoring to create a climate in which more... 

To date, sponsorship has not been institutionalized in the same way that mentoring has been in many organizations. Sponsorship is often more informal and even secretive. Formalizing sponsorship as an inclusive practice can boost engagement and retention. According to the Center for Talent Innovation study (Hewlett et al., 2012), 53 percent of African Americans with a sponsor are satisfied with their rate of advancement, compared with 35 percent of those without sponsors. Similarly, 55 percent of Asians with a sponsor are content with their rate of advancement, compared with 30 percent of Asians vtithout such support. In addition, people of color with sponsors are less likely than those without sponsors to leave the organization. 

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