Shalom Lamm on Mentorship vs. Sponsorship: Why Both Matter for Career Growth
In the modern workplace, success is rarely a solo journey. Behind every rising professional, there’s often someone offering guidance—and someone else opening doors.
Those two roles are often confused, but they serve very different purposes. One is your mentor, the other is your sponsor—and according to entrepreneur Shalom Lamm, understanding the difference between the two is a career game-changer.
“A mentor will help you grow. A sponsor will help you move,” says Lamm. “You need both—especially if you want to climb, lead, or break through a ceiling.”
In this article, we’ll explore what sets mentorship apart from sponsorship, why each is essential, and how you can strategically find both—just like Shalom Lamm did in his own career.
Mentorship and Sponsorship Defined
Let’s start by getting clear on the difference.
Mentorship: Guidance and Growth
A mentor is someone who offers you:
- Advice
- Feedback
- Support
- Perspective
Mentors help you develop skills, build confidence, and navigate challenges. They ask good questions, help you reflect, and give insight based on their experience.
Sponsorship: Advocacy and Opportunity
A sponsor, on the other hand, is someone who uses their influence and power to actively support your career.
Sponsors don’t just give advice—they give you:
- Visibility
- Access to high-level projects
- Public endorsement
- Promotions or raises (by advocating on your behalf)
Think of it this way: Mentors talk with you. Sponsors talk about you—to people who make decisions.
Shalom Lamm’s Career Lessons: Why You Need Both
Throughout his journey in business and leadership, Shalom Lamm has experienced firsthand the power of both mentorship and sponsorship.
“Early in my career, I had great mentors—people who challenged my thinking and helped me mature as a leader,” Lamm explains. “But I didn’t get my big breaks until someone with real influence decided to put my name forward.”
That’s when everything changed.
His mentor helped him sharpen his strategy and leadership skills. His sponsor introduced him to executive circles, brought him into pivotal projects, and vouched for him when it was time to lead.
“Mentorship helped me get ready. Sponsorship helped me get in the room,” Lamm says.
Why Mentorship Alone Is Not Enough
Many professionals believe that mentorship is the key to advancement—and it certainly helps. But mentorship alone won’t guarantee opportunity.
A mentor might help you polish your resume. A sponsor helps ensure your resume lands on the right desk.
Shalom Lamm cautions against mistaking personal development for visibility.
“You can be the most talented person in the company, but if no one with influence knows your name, you’re stuck.”
That’s where sponsorship bridges the gap.
The Sponsorship Gap—Especially for Women and Minorities
It’s important to note that not everyone has equal access to sponsorship.
Studies have shown that women and underrepresented minorities are often over-mentored and under-sponsored. They receive guidance, but not the same level of active advocacy in promotions or high-impact roles.
Shalom Lamm recognizes this gap and encourages leaders to proactively sponsor diverse talent.
“If you’re in a position of power, it’s your responsibility to bring others up—not just coach them, but champion them,” he says.
For organizations committed to equity, developing structured sponsorship programs is a key step forward.
How to Find and Cultivate Mentors
Let’s talk strategy.
If you’re seeking mentorship, start by identifying people who:
- Have the experience you aspire to
- Are known for developing others
- Are open and available for consistent conversations
Where to find them:
- Within your organization
- At industry events or conferences
- Through alumni networks or professional associations
How to approach:
Be clear and respectful. Ask for a coffee chat or virtual meeting, and frame your request around learning.
Example:
“I admire your career path and how you’ve led strategic teams. I’m working on developing those same skills—would you be open to a short conversation about your journey and insights?”
Once a relationship is established, treat it with respect. Be prepared, take notes, and always follow up with gratitude.
How to Attract and Maintain a Sponsor
Sponsorship is earned, not requested. You don’t typically ask someone to be your sponsor—you become someone worth sponsoring.
Shalom Lamm shares three key ways to attract a sponsor:
- Deliver results consistently
Be reliable, exceed expectations, and take ownership of your work. - Build relationships with influence
Network up, not just across. Volunteer for high-impact projects or cross-functional initiatives where leaders are watching. - Make your ambitions known
Quiet excellence isn’t always enough. Speak with your manager or senior leaders about your goals, and ask what it would take to get there.
“Sponsors won’t invest in potential they don’t see,” Lamm explains. “You have to perform and then position yourself for the next level.”
Once you’ve identified a potential sponsor, stay visible. Keep them informed of your progress. Ask for stretch assignments. Demonstrate leadership qualities—even before the title.
The Ideal Scenario: Mentorship and Sponsorship Working Together
When you have both a mentor and a sponsor, your growth accelerates exponentially.
- Your mentor helps you build the skills and self-awareness you need.
- Your sponsor uses their platform to open doors you couldn’t reach on your own.
Shalom Lamm encourages professionals to think of this as building a personal board of advisors—some who help you grow internally, and some who help you rise externally.
“No one climbs alone,” Lamm reminds us. “And no one stays at the top without continuing to invest in those relationships.”
Final Thoughts: Own Your Growth, Find Your Advocates
Understanding the difference between mentorship and sponsorship is a powerful step in managing your career with intention.
It’s not enough to work hard. You have to build the right relationships—and activate the right support.
Shalom Lamm’s own career has been shaped by people who guided him and people who vouched for him. His advice to rising professionals is clear:
“Find people who will challenge your thinking. And find people who will say your name in rooms you haven’t entered yet. That’s how you grow—and how you rise.”
