In this blog post Ben Sullivan, one of our select network of likeminded and successful leadership coaches and CEO Co-Founder of The Reverse Mentoring Practice, discusses how as leaders, we have the power, and responsibility, to transform our organisations and create lasting change. Ben’s journey from mentor to sponsor has been one of learning, reflection, and action, particularly in promoting gender equality and diversity in leadership teams.
Here’s how one conversation changed his perspective and led to meaningful change in his organisation.
“At the time I was senior leader at a Swedish tech company, based in the UK with responsibility across teams in 4 international regions.
The Wake-Up Call
It all started with a simple but powerful question.
During a dinner in Stockholm after a quarterly board meeting, Eva turned to me and asked, “Why don’t you have any women in your management team?”
Her words struck a chord. Until that moment, I had accepted the lack of women in leadership as just another challenge of the tech industry. But Eva’s challenge made me realise something crucial: doing nothing was not an option otherwise I was the problem.
Taking Action
Determined to understand the barriers, I spent the next three months traveling across four international regions, meeting all staff members. I asked three simple yet powerful questions:
- How can I do better?
- What are your aspirations and goals.
- What’s holding you back?
(I didn’t ask specific questions about the gender imbalance but in hindsight a good additional question would be: How can I do better when supporting women?)
Key Insights
Two major themes emerged from these conversations:
Flexibility Matters – Regional managers needed more autonomy to address local challenges.
Overlooked Talent – Many highly capable women were excelling behind the scenes, without recognition or leadership opportunities.
Implementing Change: Moving from Mentor to Sponsor
With these insights, I took decisive action and created a rough plan for changes. Within six months, there was a woman leading two of the regional teams and a pathway for future women leaders in the other two regions. With help and support from HR and the existing exec team, we:
- Redefined roles and accountability for greater clarity
- Addressed some of the gender pay gaps, particularly for those returning from maternity leave.
- Created pathways for women to step into senior leadership (I later realised this was sponsorship, not just mentorship!)
The power of Sponsorship
I had always considered myself a mentor, but through this process, I became something more – a sponsor. The difference is key:
| Mentor | Sponsor |
| Gives advice | Opens doors |
| Makes suggestions | Shares hard feedback |
| Discusses problems | Pushes for growth |
| Offers encouragement | Creates opportunities |
| Suggests paths forward | Advocates actively |
The Results: The Power of Inclusive Leadership
The impact of these changes was undeniable:
Higher employee satisfaction – as reflected in staff surveys and 360-degree reviews
Stronger customer engagement – demonstrated by improved Net Promoter Scores (NPS)
Exceeding revenue and profit targets – all within 12 months
None of this would have been possible without a diverse leadership team that better reflected our workforce and our customers.
A Call to Action for Male Leaders
This month, as we celebrate International Women’s Day, I want to challenge other men in leadership:
- Give less advice. Open more doors – listen differently and seek to understand rather than jumping to solutions.
- Speak about women and people underrepresented in spaces where influential people are.
- Move beyond mentorship. Become a sponsor.
Sponsorship means actively using your influence to create opportunities for women and underrepresented talent – not just guiding them from the sidelines.
Want to Drive Change in Your Organisation?
At The Reverse Mentoring Practice, we offer a Sponsorship for Inclusion program, blending workshops, action learning, and strategic sessions with senior and junior staff to foster real change.
Because change doesn’t happen by accident, it happens when leaders choose to take action.
References:
https://hbr.org/podcast/2010/08/women-are-over-mentored-but-un
Ask Gap
https://academic.oup.com/qje/article-abstract/139/3/1557/7608508?redirectedFrom=fulltext
A special thank you to Adriana Salazar Mendez who often helps me with comms like this and continues to guide me on being a better leader.
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