HBR IdeaCast What We Still Misunderstand About Mentorship and Sponsorship
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Nov 15, 2022 Herminia Ibarra, a Professor at London Business School and expert in mentorship and sponsorship, discusses the pitfalls of traditional mentorship programs. She argues that without authenticity, these initiatives often fall short. Ibarra emphasizes the vital difference between mentorship and sponsorship. Companies must prioritize public advocacy and relational authenticity to better support diverse talent. She also highlights the importance of personal chemistry in mentorship and the need for organizations to shift towards active sponsorship, ensuring inclusivity and growth.
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Mentorship Program Failures
- Companies created mentorship programs to help diverse talent advance, particularly in promotions and key assignments.
- However, these programs often fail due to a lack of genuine connection and misaligned incentives.
Organic vs. Assigned Mentorship
- Formalized mentorship programs often lack the organic chemistry found in naturally formed relationships.
- Assigned relationships require time and effort to build the trust and belief necessary for growth.
"Like Me" Bias
- The "like me" bias hinders effective mentorship and sponsorship, especially at scale.
- People tend to recognize potential in those who resemble themselves or their past experiences.