Champions and Mentors: Choosing Your Solid Rock
In the journey toward professional success, champions and mentors are indispensable allies, helping individuals navigate challenges, seize opportunities, and build fulfilling careers. However, the process of selecting a champion is anything but passive. A champion is not just a “rock star” in their field but a steadfast “solid rock” who prioritizes your growth and genuinely supports your best interests.
Understanding the Champion’s Role
A champion is more than a mentor. While mentors provide guidance and wisdom, champions actively advocate for you, leveraging their influence to open doors and highlight your potential. As Sylvia Ann Hewlett explains in Forget a Mentor, Find a Sponsor, champions go beyond advice—they endorse your abilities in high-stakes settings, such as during promotions or when new opportunities arise (Hewlett, 2013).
You Choose Your Champion
Contrary to popular belief, finding a champion is not about waiting to be discovered. You have the agency to identify and engage potential advocates. A champion should align with your values, understand your goals, and invest in your development. Research from the Center for Talent Innovation underscores the role of champions in fostering long-term success, particularly when they share a vision for their protégé’s future (Hewlett & Rashid, 2010).
Qualities of an Effective Champion
When identifying potential champions, consider these key qualities:
Commitment: Champions should demonstrate a vested interest in your growth by dedicating time to building your skills and confidence.
Alignment: Look for someone who shares your values and aspirations, ensuring their guidance resonates with your goals.
Influence: While they don’t need to be high-profile, champions should have the clout necessary to advocate effectively on your behalf.
Trustworthiness: Champions must offer honest, constructive feedback and maintain confidentiality.
Case Study: Rachel’s Career Breakthrough
Rachel, an ambitious project manager, initially sought mentorship from a high-profile executive at her company. However, the relationship lacked personal investment. Recognizing the misalignment, Rachel connected with a department manager who, while less visible, was deeply committed to coaching her. This manager helped Rachel refine her leadership skills and sponsored her for a promotion. Rachel’s experience illustrates the value of prioritizing commitment and alignment over status (Kram, 1985).
The “Rock Star” Trap
Many professionals believe that having a high-profile champion guarantees success. Yet, “rock star” champions often lack the time or personal investment needed to support your growth effectively. Leadership expert John Maxwell reminds us, “Leadership is influence,” meaning a champion must have the intent to positively shape your future, not just a résumé of accolades (Maxwell, 2007).
Instead of focusing on their prestige, assess whether the champion is genuinely invested in you. A lesser-known champion with a deep commitment to your success can make a far greater impact than a high-profile name with limited bandwidth.
Building a Reciprocal Relationship
Champion-protégé relationships thrive on reciprocity. To foster a strong dynamic:
Demonstrate Your Value: Take initiative in your own development by seeking feedback, learning continuously, and showcasing your dedication to growth.
Communicate Regularly: Keep your champion informed about your progress and goals to maintain alignment.
Express Gratitude: Acknowledge their contributions to your success and offer assistance where appropriate.
Addressing Systemic Barriers
For historically marginalized groups, systemic barriers can make accessing champions more challenging. Implicit biases, lack of representation, and unequal access to networks often hinder progress. Overcoming these challenges requires intentional strategies, such as:
Leveraging affinity groups and professional organizations.
Using social media platforms like LinkedIn to broaden your reach.
Building relationships with allies who share your commitment to equity and inclusion.
Actionable Steps: How to Identify and Approach a Champion
To make this process more intentional, follow these steps:
Define Your Goals: Understand what you want to achieve and the skills you need to get there.
Research Potential Champions: Identify individuals whose values and expertise align with your aspirations.
Engage Thoughtfully: Reach out with a clear purpose, showing appreciation for their work and interest in learning from them.
Foster Trust: Demonstrate reliability, keep them informed of your progress, and actively seek their feedback.
Give Back: Be willing to contribute to the relationship, whether by sharing insights or assisting with projects.
Reflect and Take Action
Choosing a champion is a critical decision that can shape your career trajectory. Reflect on your professional goals and the qualities you seek in a champion. Who in your network—or beyond—could serve as a steadfast advocate for your growth? Take the time to identify these individuals, build relationships, and engage them with intention.
Conclusion
The right champion doesn’t need to be a high-profile “rock star” but rather a “solid rock” who stands by you, advocates for you, and invests in your development. By seeking alignment of values, fostering a reciprocal relationship, and addressing systemic challenges with intentionality, you can build a foundation for sustained success.
As Sylvia Ann Hewlett reminds us, “Good sponsorship is about trust and faith. It is about sharing risks and rewards. And it is about a deep commitment to each other’s success” (Hewlett, 2013). Choose wisely—because a solid rock is the cornerstone of a fulfilling and successful career.
Citation List
Hewlett, S. A. (2013). Forget a Mentor, Find a Sponsor: The New Way to Fast-Track Your Career. Harvard Business Review Press.
Hewlett, S. A., & Rashid, R. (2010). The Sponsor Effect: Breaking Through the Last Glass Ceiling. Center for Talent Innovation.
Kram, K. E. (1985). Mentoring at Work: Developmental Relationships in Organizational Life. University Press of America.
Maxwell, J. C. (2007). The 21 Irrefutable Laws of Leadership: Follow Them and People Will Follow You. Thomas Nelson.
Ibarra, H., & Lane, N. (1999). The Case for Sponsors: Relationships that Accelerate Career Growth. Harvard Business Review.