This article provides a more in depth evaluation of the role of the sponsor and the sponsored, including a short checklist, and a development of characteristics not offered in the other articles on this topic.

A must-read primer for any person attempting to create a mentorship program at their respective institution, with myriad references to other key articles on this subject. A comprehensive, albeit relatively brief, academic "review" of mentorship definitions, methods, and programs in academic medicine. Delineates the optimal qualities to look for within individuals who are being recruited for mentorship/sponsorship and advising positions within an academic program, useful for recruitment. *Not open-access.*

Describes mentorship vs advising in an academic program and provides readers a curriculum outlines and scaffold of questions the authors used to develop and evaluate their faculty advisors. Categorizes advisors into various groups based on the objective that best suits the advisors, and would enable the cultivation of a group of mentors for each advisee.

This article is a qualitative sponsorship study that elucidates many key differences between sponsorship and mentorship, and gives an excellent overview of the importance of sponsorship in the advancement of the careers of protégés. The authors include numerous memorable quotes, making this piece an excellent journal club choice for familiarizing participants with the concept of sponsorship. *Not open access*

Women have twice as many mentors as men, and only half the sponsors, and yet sponsorship is key to getting developmental assignments and promotion, This is a brief podcast and transcript of Harvard Business Review discussing how to obtain and promote sponsorship. It is not specific to medicine, but is an overview on how sponsorship needs to be more deliberate and focused than mentorship, and thus how it can result in more opportunities.

A short read on the difference between men mentoring men and men mentoring women. It offers constructive insight into how men, both new docs and more seasoned ones, can support women as mentees, and how women can avoid some of the traps that predispose the pitfalls of male-female mentorship.

This brief article provides direct and practical tips women can implement in order to maximize opportunities for leadership and seek out sponsorships in medicine. It also talks briefly about the implications of the #metoo movement in this. A worthwhile link in this article is to the Annals of Internal medicine article that discusses how women do not share their accomplishments nearly as loudly or as frequently as men, and this results in their voices not getting heard.

This article is a brief report of a model mentorship program developed for female EM residents in a way that benefits their careers in academic EM while allowing for maximal participation from EM residents given their demanding schedules. The overview details the main themes covered over the course of the program, and efforts made by the planners to facilitate residents' participation both in groups and individually.

Many, if not most women, have men as mentors in their career endeavors at some point. Men are critical as allies, sponsors and mentors. This book, a compelling look at this topic, a primer on why and how men should mentor women. Written by a sociologist and psychologist from the US Naval Academy. While it might be seen as "manual for men", it gives women perspective on how to cultivate a cross-gender mentoring relationship. No time for the book? Listen to this podcast When men mentor women https://hbr.org/ideacast/2018/10/when-men-mentor-women.html

From Academic Medicine about academic medicine, this is a charge to those in key roles to think about academia as the business world has done around this topic. It also discussed coaching v. sponsorship.

Brief article discussing the potential for mentee abuse in mentorship relationships. Advises the mentee to watch for mentor abuse, specifically a prolonged mentor-mentee relationship and failure of separation, feeling inappropriately obligated to include mentor as an author on a paper, and asking for performance of work beyond what should be expected. The article advises that it is up to the mentor to ultimately end the relationship in a timely manner and cautions against unmerited authorship. *Not open access*