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This crucial difference makes sponsorship a advantageous tool for actively promoting employees as of underrepresented groups into senior positions, area assignments, and mission- critical roles. How you approach a sponsorship initiative be able to make all the difference between individual that fails and one that achieves results, so take the time en route for get it right. Although most HR leaders understand the distinction between mentorship and sponsorship, when they enlist sponsors for employees from underrepresented groups, they often make choices that are add in line with enlisting mentors. All the rage one organization we worked with, designed for example, leaders aimed to increase aid for their employees of color. A different organization we worked with wanted en route for provide sponsorship for women working by the two levels below the acme leadership team. Three women who served as non-executive directors of the ballet company wanted to help with the attempt, and the CEO was eager en route for bring them in as sponsors. Accordingly we recommended to the CEO so as to they instead be enlisted as mentors, reserving the sponsor role for insiders — in this case, members of the executive committee. Thoughtful matchmaking arrange this front is important, and two key questions often arise here.