Importance of Networking

The saying “It’s not what you know, but who you know” still holds true for career progression, but for women, building those all-important connections comes with extra hurdles. Research published in the Academy of Management Journal, highlighted by Harvard Business Review, shows that women face greater barriers than men when it comes to forming high-status networks. One striking finding? Women are 40% less likely than men to form strong ties with senior leaders after face-to-face interactions. Traits like assertiveness and confidence—often linked with leadership—are judged through a traditional gendered lens, which means women's and other marginalised genders contributions can be overlooked. So, what’s the solution? Women can leverage third-party introductions, which often carry implicit endorsement and help sidestep these biases. In fact, the research shows women are more likely than men to succeed in building high-status networks through shared contacts. Organisations also need to step up by creating network sponsorship programmes, where leaders don’t just mentor women—they actively advocate for them, opening doors and making introductions that help women advance. It’s time for organisations to rethink how they approach networking. By fostering more inclusive, proactive strategies, we can break down barriers and create a level playing field for women to build the connections that will drive their careers forward. Let’s turn "who you know" into an opportunity for everyone. #Networking #GenderEquity #ThreeBarriers

Most professionals chase the biggest stage they can find. My friend Phillip Van Nostrand had the opposite goal: get into the smallest rooms possible. While others networked their way toward conference keynotes and packed auditoriums, Phil deliberately sought intimate gatherings. Ten people max. Sometimes five. It sounds backwards, but Phil understood something most people miss: Depth compounds in ways scale never will. You can shake 200 hands at a conference and walk away feeling productive. Or you can have three dinner conversations where people actually remember what you said six months later. The handshakes become forgotten faces. The dinner conversations turn into referrals, partnerships, and opportunities that surface when you least expect them. Here's why smaller rooms create bigger influence: ✅ Choose depth over volume ↳ Ten people who understand your thinking beat a hundred who recognize your name. Deep connections advocate for you in rooms you'll never enter. ✅ Make large events smaller on purpose ↳ Host a dinner during the conference. Organize breakfast for five key people. Turn the massive gathering into multiple intimate moments. ✅ Optimize for substance, not visibility ↳ Long-term recognition comes from changing how people think, not from being seen by the most people. Quality conversations create lasting impressions. In smaller rooms, everything changes. You listen more carefully. You contribute more thoughtfully. You build relationships that compound over years instead of connections that disappear by next Tuesday. The biggest opportunities often happen in the smallest spaces. ➕ Follow Dorie Clark for insights on building influence and relationships that compound over time.

Traditional hierarchies once decided everything about who held power at work. Titles conferred authority, decisions flowed downwards, and progress followed a rigid chain of command. But today, things look different (which is good IMO). The people who move work forward are not always those at the top of the chart. They are the ones who can bridge silos, translate between functions, and earn the trust of colleagues across boundaries. Authority can be given in an instant. Influence must be built, and that makes it far more valuable—and fragile. I’ve seen this first-hand. In one project I was researching, the 'formal' leader struggled to gain momentum because decisions kept stalling between departments. Progress only came when a mid-level colleague—without any title of authority—stepped in to connect teams, build trust, and move information across boundaries. They weren’t in charge on paper, but everyone knew they were the reason the project crossed the finish line. In my latest Forbes article, I explore why those without titles are increasingly shaping outcomes in modern organisations, and what this means for leaders trying to navigate complexity. I’ll put a link to the piece in the comments below. Are we ready to measure leadership by the networks we build, rather than just the results we deliver?

The first time an executive invited my family into their home, I froze. Not because I wasn’t grateful but because it felt personal in a way corporate never prepared me for. Most of us are taught to network in conference rooms and restaurants. But as you rise, the invitations change. Lunch becomes dinner. Dinner becomes “bring your spouse.” Then “bring the kids.” Then “spend the weekend with us.” And nobody explains why. So when those invitations came, my whole spirit tightened up. “Why does my family need to be part of this, is this still work?” It felt intrusive and unnecessary. Like a test I didn’t study for. Then my coach told me the truth: “At senior levels, they’re not just hiring your work—they’re hiring your life.” Leaders want to know who you are when the mic is off. How your spouse carries themselves, whether your kids are respectful. If you’re grounded, trustworthy, consistent, if your character matches your résumé. Here’s the part most Black executives never hear: The real opportunities don’t happen in meeting rooms. They happen in living rooms. The stretch roles. The succession conversations. The decisions that shape your future. They happen at sporting event tailgates. hunting lodge. golf club locker room. So I shifted my mindset. I stopped seeing personal invitations as intrusive. I started seeing them as access. As proximity. As trust. Because when someone brings you into their personal world, they’re really asking: “Can I trust you with mine?” That understanding opened doors traditional networking never could.

Most neighborhood revitalization strategies get one thing fundamentally wrong. They focus on buildings, incentives, and investment — and ignore the social fabric that actually makes places work. A new report by the UK"s Independent Commission on Neighbourhoods on the Strategies for Renewing Neighborhood Social Infrastructure makes this case clearly — and uncomfortably. It argues that the small, everyday places we tend to overlook — local shopping strips, cafés, laundromats, community hubs — are not just amenities. They are social infrastructure. They are where: ✅ Relationships form ✅ Trust is built ✅ Community identity takes shape And when they disappear, something deeper breaks. What struck me most is how directly the report challenges the dominant playbook. Too often, we try to fix neighborhoods by: 🔵 Attracting outside investment 🔵 Building new physical infrastructure 🔵 Launching programs aimed at “growth” But without strong social foundations, these efforts rarely produce lasting change. The report shows that the most successful neighborhood turnarounds didn’t start with capital projects. They started with: ✅ Local actors stepping up to take responsibility ✅ Deliberately shaping the mix of local businesses and spaces ✅ Building networks between residents, traders, and institutions ✅ Activating places to bring people together In other words: they rebuilt connection before chasing growth. That’s the real lesson. If we are serious about strengthening neighborhoods — in the U.S. or anywhere else — we need to rethink what we invest in. Not just: 🔵 Physical infrastructure 🔵 Economic incentives But: ✅ The places where people gather ✅ The local institutions that build trust ✅ The networks that hold communities together Because ultimately: Economic development does not create strong communities. Strong communities create the conditions for economic development. This is a report worth reading — especially if you’re working on neighborhood revitalization, economic development, or community building. (See link in comments.) It will challenge how you think about what actually drives change. #community #neighborhood #equity #inequality #health #urban Purpose Built Communities Placemaking Education Cormac Russell Frances Kraft Vanessa Elias Usha Srinivasan Jennifer Prophete Kevin Ervin Kelley, AIA Lory Warren Noah Baskett Matt Abrams Anna Scott Ethan Kent John B. Carol Naughton Sarah Strimmenos Ben Lewis Tim Tompkins Aaron Kuecker Aaron Hurst Tim Soerens Sam Pressler Tracy Hadden Loh David Erickson Shawn Duncan Mollie Johnson Katie Delp Carola Signori Andrew O'Brien Madeleine Jennings Ross Mudie Ben Glover Kirk Wester-Rivera Lorenzo A. Watson David Edwards Tim Tompkins Jonathan Haidt Alexa Arnold Pronoy Sarkar

Many of my female #coaching clients struggle to build and leverage powerful social networks, which can limit their career opportunities. Many women feel uncomfortable "bragging" about their accomplishments, preferring instead to rely on good performance as a primary career strategy. Furthermore, research shows that when they do talk about their accomplishments, doing so has a less positive impact than when men do the same thing. This new research from Carla Rua-Gomez, Gianluca Carnabuci, and Martin C. Goossen shows that women are well served by building high-status networks through shared connections. Women are about one-third more likely than men to form high-status connections via a third-party tie. "Third-party ties serve as bridges, connecting individuals to a high-status network that might otherwise remain out of reach. Such ties help both men and women forge valuable professional connections. But why are third-party ties especially beneficial for women? Because they are not mere connections; they are endorsements, character references, and amplifiers of capability. They carry the implicit approval and trust of the mutual contact. When a respected colleague introduces a woman to a high-status individual, that introduction comes with a subtext of credibility. It signals to the high-status connection that the woman has already been vetted and deemed competent by someone they trust. This endorsement can be a critical factor in gaining access to circles that might otherwise remain closed off due to conscious or unconscious biases." #careerstrategies #women #networking https://lnkd.in/eDBqbQcG

𝐓𝐡𝐞 𝐓𝐨𝐠𝐞𝐭𝐡𝐞𝐫𝐧𝐞𝐬𝐬 𝐃𝐞𝐟𝐢𝐜𝐢𝐭 𝐚𝐧𝐝 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐭𝐲 𝐈𝐦𝐩𝐚𝐜𝐭    Business thrives when communities thrive. I was deeply moved by Jumbo supermarkets' innovative "Kletskassa" (chat checkout) initiative in the Netherlands. Instead of rushing customers through checkout, these special lanes encourage conversation and connection for people who want a slower retail experience.   "Many people, the elderly in particular, can feel lonely. As a family business and supermarket chain we have a central role in society. Our shops are a meeting place and that means we can do something to combat loneliness. The Kletskassa is just one of the things we can do,’ Jumbo CCO Colette Cloosterman-Van Eerd said.   It's a brilliant example of how businesses can weave social impact into their core operations. The reality is stark. According to the Dentsu 2025 Trend Report, the world is facing a global "togetherness deficit." Recent global events have left many feeling disconnected – particularly our elderly population. But herein lies an opportunity for businesses to step up:   1. Reimagine existing touchpoints: Every customer interaction can be transformed into a moment of connection. What's your equivalent of a "chat checkout"?   2. Create dedicated community spaces: Jumbo's "chat corners" show how businesses can repurpose physical spaces to nurture belonging.   3. Train staff as community builders: Our team members can be more than service providers – they can be connection catalysts.   4. Identify local needs: Understanding your community's specific challenges helps create meaningful interventions.   The ROI? It goes beyond metrics. It's in the strengthened community fabric. It's in being part of the solution to societal challenges. I believe every business, regardless of size or sector, has the potential to create impact in a way that people feel seen, heard, and connected.      

𝗧𝗵𝗲 𝗺𝗼𝘀𝘁 𝗰𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲 𝘁𝗿𝘂𝘁𝗵 𝗼𝗳 𝗺𝘆 𝗰𝗮𝗿𝗲𝗲𝗿: Professional success depends more on friendship quality than network size. We've been taught that professional advancement comes from maximizing connections, cultivating a vast network, and strategically positioning ourselves among influential people. Data tells a different story. After analyzing 15+ years of career trajectories across multiple industries, I've discovered patterns that challenge conventional networking wisdom: 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲 𝗧𝗿𝘂𝘁𝗵 #𝟭: Deep friendships predict career resilience better than network breadth. Professionals with 3-5 deep work friendships recover from career setbacks 2.7x faster than those with extensive but shallow networks. These relationships provide the psychological safety needed to process failure constructively rather than defensively. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲 𝗧𝗿𝘂𝘁𝗵 #𝟮: Friendship diversity matters more than status alignment. Career trajectories accelerate faster for those with friends across different functions, industries, and backgrounds versus those whose connections all occupy similar professional spaces. Cognitive diversity among your closest connections drives innovation and opportunity recognition. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲 𝗧𝗿𝘂𝘁𝗵 #𝟯: True professional friendships challenge more than they validate. The most valuable professional friends aren't those who always agree or support unconditionally—they're those who care enough to deliver difficult truths when no one else will. Career acceleration correlates strongly with having friends who provide honest feedback and push your thinking. 𝗖𝗼𝘂𝗻𝘁𝗲𝗿𝗶𝗻𝘁𝘂𝗶𝘁𝗶𝘃𝗲 𝗧𝗿𝘂𝘁𝗵 #𝟰: Friendship ROI increases with time, unlike most networking investments. The professional value of authentic friendships compounds over decades, while transactional networking often yields diminishing returns. The colleagues you genuinely connect with today may become your most valuable allies in 10-15 years. So what does this mean practically? Shift your focus from network expansion to relationship depth: • Invest disproportionately in the few relationships with mutual trust and genuine connection • Cultivate friendships with people who think differently than you • Value those who challenge your thinking over those who simply advance your interests • Build relationships that would survive your professional failure The next time you're tempted to attend a networking event with the goal of collecting business cards, consider instead investing that time deepening a relationship with someone who might catch you when you fall. What's been your experience with the professional value of true friendship? 💚 follow me if you like for more research-backed but counterintuitive career insights 🙂 ♻️ please share to inspire + grow your network

“Another Boeing plane has crashed…” That headline didn’t just inform the world. It shook it. Airlines grounded fleets. Passengers canceled bookings. Families waited in grief. And in those painful moments, everyone turned to Boeing — waiting for reassurance, compassion, and clarity. But what they received instead was silence, technical statements, and corporate coldness. ⸻ 💬 The Dialogue That Never Happened Imagine if Boeing’s CEO had stood before the world and said: 👉 “We are devastated by this tragedy. Our deepest condolences go to the families who lost their loved ones. We take full responsibility to uncover the truth, fix it, and make sure this never happens again. Every passenger’s life matters. We will not rest until trust is restored.” Instead, the company issued vague technical explanations about “software updates” and “pilot procedures.” The difference? One statement speaks to the heart. The other hides behind jargon. 📉 The Fallout of Silence Boeing didn’t just lose billions in market value. They lost something far more precious: trust. • Passengers felt unsafe. • Governments demanded groundings. • Airlines questioned contracts. • Employees lost pride. A global brand that once symbolized safety became a symbol of fear. And the leadership lesson? 👉 In crisis, your communication is your reputation. ⸻ When tragedy strikes, the human brain looks for three things immediately: 1. Reassurance (Pathos): “Do you see my pain? Do you care?” 2. Clarity (Logos): “What exactly happened? Am I safe?” 3. Responsibility (Ethos): “Can I trust you to fix this?” ⸻ Here’s a 3-step Crisis Communication Framework every CEO must remember: 1. Acknowledge Emotion (Pathos): • Show empathy immediately. • Example: “We are heartbroken by this tragedy. Lives were lost. Families are grieving.” 2. Share Facts Clearly (Logos): • State what you know, what you don’t know, and what you’re investigating. • Example: “The incident involves [details]. Investigations are ongoing. Safety checks are underway globally.” 3. Commit to Responsibility (Ethos): • Show accountability and promise change. • Example: “We take full responsibility. Here’s how we are fixing it: [specific steps].” ⸻ ✅ Do’s & ❌ Don’ts of Crisis Communication ✅ Do’s • Respond quickly. Speed signals responsibility. • Lead with humanity. Speak to emotions first, facts second. • Be transparent. Say what you know and admit what you don’t. • Take responsibility. Even partial acknowledgment builds trust. • Be consistent. Updates must be regular, not one-time. ❌ Don’ts • Stay silent. Silence is filled with rumors. • Use jargon. “Software anomaly” means nothing to grieving families. • Deflect blame. Saying “pilot error” erodes credibility. • Downplay loss. Even one life lost must be honored. • Overpromise. “It will never happen again” sounds hollow if unproven. ⸻ 💡 The Bigger Leadership Lesson Crisis doesn’t just test your company. It tests your character.

Most people think networking is how you get ahead - NO. Strategic Project Leaders create value and leaders seek them out; hence, their network grows— that is why they rise. 𝐓𝐡𝐞 𝐭𝐫𝐮𝐭𝐡 𝐢𝐬, 𝐨𝐩𝐩𝐨𝐫𝐭𝐮𝐧𝐢𝐭𝐢𝐞𝐬 𝐝𝐨 𝐧𝐨𝐭 𝐣𝐮𝐬𝐭 𝐜𝐨𝐦𝐞 𝐟𝐫𝐨𝐦 𝐰𝐡𝐚𝐭 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰 𝐨𝐫 𝐞𝐯𝐞𝐧 𝐰𝐡𝐨 𝐲𝐨𝐮 𝐤𝐧𝐨𝐰, 𝐛𝐮𝐭 𝐟𝐫𝐨𝐦 𝐡𝐨𝐰 𝐲𝐨𝐮 𝐬𝐡𝐨𝐰 𝐮𝐩 𝐢𝐧 𝐭𝐡𝐨𝐬𝐞 𝐫𝐞𝐥𝐚𝐭𝐢𝐨𝐧𝐬𝐡𝐢𝐩𝐬. Executives and decision-makers are not impressed by flattery or forced small talk. They are moved by : ✔️clarity, ✔️ relevance, ✔️your ability to help them think differently or move faster toward a goal. This is where most professionals get it wrong: They network to be seen, instead of networking to be of service. When you shift your mindset from “How can this help me?” to “How can I create strategic value for this person or organisation?”—everything changes. 🪀Doors open. 🪀Conversations go deeper. 🪀Opportunities multiply. Strategic networking is not about volume—it is about intention. It is not only about visibility—it is about value to others. That is how I built relationships with leaders I once thought were out of reach. That is how you position yourself as someone worth aligning with. 👉Not just a professional. 👉Not just a contact. 👉A catalyst. Want to learn how to create value that builds networks like a Strategic Project Leader? Let’s talk. I will show you how I do it—and how you can too. #FolaElevates #StrategicLeadership #Networking #ProjectLeadership #StrategicElites #CareerAcceleration #ProjectIntelligence ----------------------- Adam Grant, a renowned organizational psychologist, also notes that successful networking is not about climbing the social ladder but creating meaningful, reciprocal relationships. This aligns with research from the Journal of Management Studies, which found that leaders with diverse networks are better positioned to identify and leverage new opportunities.