Remotely Sponsoring A Protege

Remotely Sponsoring A Protege

February 17, 2021

In a world where face-to-face meetings have become less of the norm, learning to do things remotely has become more important. Executives have had to learn ways to lead and guide their teams from a distance. Ensuring that their junior team members don’t stop learning or growing their careers is important.

Sponsoring protégés from a distance can be challenging, but is totally doable with today’s technology. A sponsor’s job is to provide a long-term relationship with the protégé and to provide support in order to help advance their career opportunities. It has been said that a mentor talks to you and a sponsor is someone who talks about you.

Develop A Relationship

One of the biggest problems with sponsoring a protégé remotely is the cliche “out of sight, out of mind”.

With all of the technology that is available today keeping in touch is easier and more convenient than ever. Staying top of mind can be accomplished with weekly video meetings.

It can also be advantageous to ask our protégé to write a one page biography of themselves. A sponsor may not be totally aware of all of the capabilities they possess. It is much easier to promote someone you know and someone you have a relationship with.


It is important that your protégé knows you are committed to seeing him or her become all that they can be. Knowing you are committed will encourage them to give 110%. A good way to show this is to introduce them to an executive or important client while bragging about their skills.

Another way to show your commitment is to find a project that they have not been a part of and invite them to join the team. This allows greater exposure within the company while demonstrating how committed to them you are.

Give and Take

As you are remotely sponsoring your protégé there is a certain amount of work, time, and energy you must put into them, but keep in mind it is a potential win-win situation. A junior manager or executive with a sponsor is 21% more likely to advance in their career than a junior manager without a sponsor. It goes both ways as an executive that sponsors a protégé is 53% more likely to advance in their own careers than an executive without a protégé.

~ Written for us by our associate Gary Sorrell, Sorrell Associates, LLC. Copyright protected. All rights reserved.

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