Making Sponsorship Work - Strengthening Executive Progressions
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Making Sponsorship Work: Strengthening Executive Progression
This research report examines one of the most influential – yet often least understood – drivers of executive career progression: sponsorship. Drawing on research into senior leadership promotions, the brief shows that access to a sponsor alone is not enough; sponsorship quality matters. It identifies four sponsorship archetypes and explores how trust, advocacy, candid feedback and political support shape progression to senior leadership.
The report also highlights important inclusion challenges. While women and ethnic minority professionals often face barriers in accessing high-quality sponsorship, the research offers practical insights into how organisations can build more inclusive executive leadership pipelines.
Who should read this brief?
Designed for CEOs, executive committee members, HR and talent professionals, leadership development specialists, diversity and inclusion practitioners, and board members, this brief provides evidence-based insights into how sponsorship shapes executive progression and leadership pipelines.
Sponsors, protégés, aspiring senior leaders, and policymakers will also find practical guidance on strengthening sponsorship quality, improving transparency around progression, and creating more inclusive pathways into executive leadership.
At a time when many organisations are rethinking how they identify, develop and retain leadership talent, this brief provides an important resource for those seeking to build stronger and more inclusive executive leadership pipelines.
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Our research shows that many talented leaders are measured against rules they've never been taught. Sponsors help you navigate these unwritten rules, provide advocacy and stretch opportunities. But sponsorship shouldn’t be an act of goodwill, it should be an organisational capability – done transparently and inclusively.— Dr Elena Doldor
About the researcher
Elena Doldor is a recognised expert in leadership progression, diversity and inclusion, with 20 years of research, thought leadership and advisory experience. She specialises in inclusive leadership progression, sponsorship, organisational politics and corporate boards, with particular expertise in advancing gender and ethnic diversity in leadership.
This research has been co-authored with:
- Dr Madeleine Wyatt, Associate Professor in Diversity and Inclusion, King's Business School