Book SummaryForget a Mentor, Find a Sponsor, by Sylvia Ann Hewlett

1-Page Summary1-Page Book Summary of Forget a Mentor, Find a Sponsor

In Forget a Mentor, Find a Sponsor, Sylvia Ann Hewlett argues that sponsorship is the key to career advancement. She explains that while mentorship is valuable, it’s not enough to help you reach the top. Instead, you need a sponsor—a senior leader who will advocate for you, provide opportunities, and help you navigate the complexities of the corporate world. Hewlett provides a roadmap for finding and cultivating a sponsor, and she explains how to leverage this relationship to achieve your career goals.

Hewlett is an economist and the...

Forget a Mentor, Find a Sponsor Summary Defining Sponsorship: Core Components

In the following sections, we will examine the building blocks that comprise sponsorship and the dynamics of the relationship.

The Building Blocks of Sponsorship: Power & Value

According to Hewlett, sponsorship represents a mutually beneficial relationship where both parties invest in each other. Sponsors expect a return on their investment, looking for exceptional performance, loyalty, and reliability. They want to know that you'll go above and beyond, produce excellent outcomes, and protect their reputation.

To be a good protégé, you should inform your sponsor about your career, ask for help when needed, and show that you’re a contributor. This means contributing beyond your role, assisting the person sponsoring you with their work, and making small gestures of thoughtfulness.

(Shortform note: While going above and beyond and contributing beyond your role can help you stand out to a sponsor, it can also backfire. In Give and Take, Adam Grant explains that selfless givers often give to the point that they exhaust themselves: They let others walk all over them, they burn out, and they end up at the bottom of the...

Forget a Mentor, Find a Sponsor Summary Acquiring and Using Sponsorship: Strategies and Outcomes

To gain sponsorship, Hewlett advises identifying and targeting those who can sponsor you. The best sponsors are individuals with the influence to help you get where you want to go. They may not be people you like, admire, or want to imitate; however, they possess the influence to open doors for you. These sponsors can be within or outside your organization and hold sway in the community you wish to enter.

(Shortform note: While Hewlett suggests targeting influential people you don’t like or admire, this approach may not be effective in all work environments. In Give and Take, Adam Grant explains that in highly interdependent workplaces, people are adept at identifying “takers”—those who use relationships for personal gain. If you’re perceived as a taker, colleagues may withhold support and block your advancement.)

Hewlett also emphasizes how crucial it is to understand what you can offer in return for sponsorship. A sponsorship arrangement is mutual. You need to offer something in return for the support you receive, such as a unique skill, a valuable connection, or a fresh perspective that benefits the person sponsoring you....

Shortform Exercise: Understanding Sponsorship Dynamics

Reflect on the concept of sponsorship as described by Sylvia Ann Hewlett. Focus on the dynamic between a sponsor and protégé.

What does it mean to have a mutually beneficial relationship in sponsorship? How might this influence your approach to your career?