Remotely Sponsoring a Protege

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In a world where face to face meetings have become less and less of the norm, learning to do things remotely has become more and 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 their proteges 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 to the protege and to provide support and recommend them 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 protege remotely is the cliché “out of sight, out of mind”. With all 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 have advantages to ask our protege to write a one-page biography of themselves.

A Sponsor may not be totally aware of all the assets of their protege. It is much easier to promote someone you know. Someone that you have a relationship with and know all about them.


It is important that your protege knows you are committed to see 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 talking up their assets.

Another way to show your commitment is to find a project that they have not been a part of and inviting them to be a part of it. That way they have greater exposure within the company. Letting them know how committed to them you are.

Give and Take

As you are remotely sponsoring your protege there is a certain amount of work, time, and energy that you must put into them, but keep in mind it is a give and take 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 protege is 53% more likely to advance in their own careers than an executive without a protege.

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