Overlooked? The sponsorship secret everyone's using

Have you ever looked around the office and thought, “I work just as hard—maybe even harder—yet I’m not moving up like everyone else?”

If so, you’re not alone. When I started my career in a manufacturing graduate program, there were just as many women as men in my cohort. But within a few years, men were stepping into leadership roles at a rapid pace, while many capable women stayed stuck in the same spots.

That experience pushed me to ask one big question:

Why do men get fast-tracked into higher positions, while women—who are equally talented—are overlooked?

It took years of observing workplace dynamics (and countless cups of coffee with mentors) to finally see what was missing: sponsorship. Mentors give you advice. Sponsors actively promote you behind the scenes. If you’re a mid-level manager who feels you’re spinning your wheels, I want to show you how the right sponsor can help you leap forward.
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“Why Do Men Move Up Faster?”

When I looked back at my graduate program, everything became clear. We all started at the same level—men and women alike—but the men quickly moved up the ranks. Only a small fraction (about 10%) of the women found similar success. The main difference I noticed?

Men often had someone in power putting their names on important projects. Women, on the other hand, got plenty of well-meaning advice, but not the kind of backroom support that leads to promotions.

Mentorship vs. Sponsorship: Why It Matters

• A Mentor gives you guidance, feedback, and general career wisdom. They might tell you how to handle certain challenges or help you think about your long-term goals.
• A Sponsor does all of the above—but they also actively advocate for you. They’ll speak up in meetings to say, “She’s the perfect person for that project,” or “She deserves the next promotion.”

If you’re feeling invisible despite your hard work, you might be missing a sponsor.
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Why Women Often Miss Out on Sponsorship

Over the years, I’ve seen four main reasons why women go without the sponsorship they need:

1. Fear of Blame

Men in leadership sometimes worry, “If she struggles, people will say I chose the wrong candidate.”

2. Unconscious Protection

Some sponsors hold back because they think they’re shielding women from tough or even “toxic” environments. Unfortunately, this protective instinct actually prevents career growth.

3. Competence Bias

Even when women perform just as well (or better), there’s a lingering bias that questions their competence. This pushes some sponsors to choose male protégés instead.

4. Scarcity of Female Sponsors

Senior women often had to battle hard for their roles. They might think, “I had to earn my place with no help—so should you.” This belief can limit how often they step forward to sponsor others.

A Quick Chat With Vince, A Male Ally

I recently spoke with Vince, a seasoned leader in engineering who mentors hundreds of women every year:

Me: “Vince, why do so many women struggle to find sponsors, even in companies that claim to be forward-thinking?”

Vince: “It’s not a simple answer. Many men in power still feel they’ll be blamed if a female protégé fails. It’s a risk they’re not always willing to take.”

Me: “So what can women do about it?”

Vince: “They need to show they can handle challenges. If a sponsor believes they’ll do well under pressure, he’ll see it as a smart investment—not a gamble.”

Three Steps to Attract the Right Sponsors

If you’re tired of having only mentors and want real advocacy, try these steps:

1. Build Visibility

• Speak Up: Volunteer for presentations and team updates. Don’t hide your achievements.
• Track Your Wins: Write down your successes—like projects delivered on time or cost savings you’ve achieved. This proof helps sponsors feel confident in you.

2. Foster Genuine Relationships

• Be Proactive: Look for leaders who care about growing new talent. Ask them thoughtful questions, share your progress, and show genuine appreciation.
• Offer Value: Sponsorship is two-way. You can offer fresh ideas, team support, or a new perspective on existing challenges.
  
  

3. Show You’re Adaptable

• Resilience: Be honest about your challenges and highlight how you handle them. Sponsors like seeing you thrive under pressure.
• Continuous Learning: Attend workshops, sign up for online courses, or read industry news. Adaptable leaders stand out when opportunities arise.
  
  

Take One Bold Step Today

1. Map Your Network: Write down all your mentors, then identify who actually has power to move you forward.
2. Gather Your Achievements: Make a short, simple list of your top wins. Think in terms of numbers and results if possible (“Increased sales by 15%” or “led a team of five to a successful product launch”).
3. Start One Conversation: Reach out to a decision-maker, share your accomplishments, and ask about upcoming stretch opportunities.
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You Deserve Real Advocacy

You’ve worked hard to get where you are, and you shouldn’t have to climb alone. Real sponsorship is about people who won’t just offer advice—they’ll actively champion your career. With a clear track record, authentic connections, and a willingness to adapt, you can unlock the kind of support that puts your name at the top of the promotion list.

Keep showing up for yourself. Each small step puts you closer to the leadership role you’ve been aiming for. You have what it takes, and you have every right to have someone in your corner making sure your talent gets recognized.