Networking for Career Growth

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

Whenever I go to a networking event, I walk in as a CAT. Meow Just kidding. CAT is a three-part framework that finally made networking feel like something I could actually enjoy—instead of something I had to survive. It’s how I’ve landed invitations, intros, and opportunities, without ever delivering a “pitch.” 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐢𝐭 𝐦𝐞𝐚𝐧𝐬: C - Curiosity Don’t walk in trying to sell. Walk in wanting to learn. When you’re genuinely curious, people can tell. Your questions get sharper. The conversation gets real. Suddenly, they’re opening up and you’re both actually interested, instead of just circling the same old small talk. Ask stuff like, “What made you choose this path?” and see how much more you get than ten minutes of polite nodding. Bonus side effect of being curious? No anxiety. Curiosity kicks self-consciousness out the door. It’s Win Win. A - Add Offer something useful, expect nothing back. Most people try to get noticed by talking about themselves—flip that. Leave them better than you found them. Maybe you share a contact. Maybe you offer a resource based on something they casually mentioned. Maybe you say, “I know someone who solved that exact thing, want me to connect you?” It’s rare, and people remember it. Generosity that isn’t transactional is magnetic. T - Timing Leave a breadcrumb for next time. Most “let’s stay in touch” promises fade out because there’s nothing to anchor them. So end the conversation with a time cue: “Let’s catch up after your launch, I want the inside scoop.” “Tell me how the team offsite goes when we reconnect.” Now the follow-up feels natural, not forced. And you show you were actually paying attention, which—let’s be honest—most people aren’t. So that’s CAT. Curiosity + Add + Timing. It’s how I network without feeling like a salesperson. Try it at your next event, and let me know if it works for you. Follow Aaina for more such posts! #networking #collaboration #events #branding #strategy #mindset

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 most impactful connections during my transition that led to #joboffers… Came from introductions Meaning I asked someone in my network if they could introduce me to people at a specific company And I got direct email intros to decision makers I was unlikely to have gotten otherwise The key: 1 - the person I was asking had to actually know me Meaning we’d spoken a few times & I’d built some trust 2 - I had to come prepared The person making the intro for me was putting their reputation on the line I wanted to protect or even improve it for them 3 - I didn’t ask regarding jobs that were already posted (too late) I asked for intros within a company to learn more and “establish a foothold” Not just for a job 4 - I replied all with a “thank you” to the introducer before engaging the person at the company Shows EQ and we value what they did for us 5 - I asked the person doing the intro for some details on the person before the meeting Mentioning a few things in conversation can make things go more smoothly for sure 6 - I didn’t ask the person at the company for a job Just to learn about the company, their role, and where I might fit in that field #quinnsights Keep this in mind for your transition And remember: your mentors don’t have ESP IT IS UP TO YOU TO ASK Questions?

networking feels harder for women. but it doesn’t have to be 🤷♀️ over the last 5 years i heard this line on repeat: ‘i’m not good at networking’. what women really mean is - the way networking is usually done doesn’t work for me. think about it  -  networking in india often looks like: - late-night mixers; - portfolio huddles where 90% of the room is men; - and more recently, fitness/ sports invites you never got a lot of women worry about perception: ‘will i be judged if i show up here alone?’ or ‘how do i get in?’. add the double shift of work + home, and there’s just less time to “hang out” after work for the sake of connections. but here’s the thing  -  networking isn’t just attending events and exchanging business cards. it can be: - a 30-min coffee with someone in your industry. - breakfast catchups with old colleagues. - swapping book/article recommendations with someone you met recently at a work thing. - dm’ing someone to say ‘i loved your post, here’s what it sparked for me and how i can help’. - hosting 2-3 peers for lunch or a walk once a quarter. and then someone else repeats the same thing, and you show up. more importantly  -  it can now be done over a book club, a random coffee brainstorm, pickleball or a new restaurant discovery 🌱 consistency > volume. but the biggest mistake (men and women both) make? we wait until we need xyz to start networking. that’s like watering your plant only when it’s already dry. and of course, there’s also the laziness syndrome. it’s easier to scroll, binge or say ‘next week pakka’. but the truth is: relationships compound only if you invest in them regularly. and it’s always a two-way street. hacks that work: - put 1 coffee/zoom/meal/ walk a week on your calendar. treat it like a meeting. - pick a person for the week! i’ve been doing it since june and it’s been great! - start small: nurture 5-10 people deeply > 100 loosely. - lead with value  -  share an intro, an idea, a resource. that’s how trust builds. - normalize ‘the ask’. the women who thrived at leap were the ones who asked for intros, roles and partnerships. not the ones who waited for things to happen for them. networking isn’t harder for women because we can’t do it. it feels harder because the old playbook wasn’t written for us. but we’re already writing a new one. and it looks a lot more like breakfast tables, book swaps and safe circles than smoke-filled clubs 😮💨

Women, Want to Network Like a CEO? Start by Rethinking the “Old Boys’ Club” Playbook Research from Kellogg shows that women gain the most in networking when they don’t just copy traditional male-dominated strategies. Instead, the best results come when women focus on strategic alliances with other women — but with a twist. This study is more than a “fix the women” story; it highlights systemic gaps in career networking that women can actively navigate and reshape. Here's the playbook for women that I recommend: 🔹 Go Beyond “Visibility”: Central networks matter for everyone, but women benefit most from building connections that share private insights essential for navigating biased structures. These insights, often from trusted women colleagues, can make all the difference in understanding workplace nuances, including the politics and protocols that are frequently unsaid. 🔹 Diversify Close Connections: Avoid echo chambers by connecting with well-networked women who bring unique perspectives from other workplaces, industries and sectors. This diversity amplifies exposure to insights outside of a narrow view, enabling women to approach career challenges with a broader, more strategic lens. 🔹 Invest in a Balanced Network: Successful businesswomen cultivate visibility and depth in their networks — relationships that provide access and specific, actionable guidance. Women can follow this approach by building wide-ranging connections and trusted relationships, offering invaluable, gender-specific career advice. 🔑 Leadership Call to Action 1. Support strategic networks that give women access to public and private information. 2. Host events that encourage diverse, meaningful, strategic mentorships and sponsorships. 3. Coach women to prioritise networking as a core career-building activity—strategically and persistently—because effective networks don’t just happen; they are cultivated with purpose. 4. Provide women with training on building and leveraging a strategic network, in person and online. Further Resources in first comment👇 #Networking #Mentorship #Diversity

Networking changed my life. I made friends I wouldn't have met otherwise, built business partnerships that bring us millions, and landed book deals I never imagined. Here’s my 5-step system to network better: Step 1: Make Two Strategic Lists List 1: People you already know who you want to deepen relationships with: • Friends of friends you'd like to know better • The VIP in your office you see at holiday parties • That colleague you want to move from professional to friendship List 2: People you want to meet (can be specific names or types) • "The sales director at X company" • "Someone in renewable energy" • "A startup founder in my city" Being specific makes it infinitely easier to take action.  ____ 2. Schedule a “Connection Hour.” Every week, I block one hour just for relationships. For me, it’s Tuesday happy hour. I fill that time slot with: • A new contact • A coffee catch-up • A LinkedIn message to someone on my list Without time on the calendar, connection never happens. ____ Step 3: Ask Goal-Oriented Questions Stop asking "How's work?". Start asking questions that spark deeper conversations: • "What gets you up in the morning?" • "What goals are you working on this year?" • "What's the biggest project you're excited about?" These questions make people think deeper, give you something memorable to follow up on, and transform small talk into real connection. ____ Step 4: Adopt the "Offer Mentality" Flip the script from "What can I get?" to "What can I offer?". Simple ways to help: • Write a LinkedIn recommendation • Share a relevant article or opportunity • Introduce them to someone in their target industry • Send vacation recommendations if they're planning a trip The more I give, the more trust I build - and the more people want to stay connected. ____ Step 5: Follow Up Like Your Grandmother Remember when grandmothers used to mail newspaper clippings they thought you'd find interesting? Do the digital version. Powerful follow-up strategies: • Send relevant articles • Forward interesting links • Send birthday messages • Write LinkedIn recommendations • Share opportunities you think they'd love I’ve shared these 5 steps with hundreds of people, and they’ve seen real results. Now it’s your turn.

Most female executives in Africa and in the diaspora are networking but in the wrong direction. Recently I had a chat with one of our Ascent Club members who works for a multinational and represents her company on several boards. On the surface, it looks like a dream: board-level access, global exposure, high visibility. But here’s the problem. Those seats don’t belong to her. They belong to her company. If she leaves the organisation tomorrow, the next person who gets the role automatically gets those board seats When I asked how she was using those opportunities to build her own portfolio, her answer was telling: She stared at me blankly then replied, "Glory, I just go to the meetings, discuss with my counterparts, do my work, and go home.” That’s what I call networking sideways — connecting with peers, building rapport inside the company, but not building upward relationships with decision-makers, sponsors, or international counterparts who could shape her future. The danger? You end up with what I call historic visibility, where you are always pointing back to what you used to do, instead of creating fresh opportunities that keep you relevant today. So how do you avoid this trap? Two shifts: Shift 1 — Build Upward, Not Just Across. Yes, peers are important. But your future roles will also be decided by people above you, across industries and geographies. Start asking: Who is the equivalent of me in Singapore, in Ghana, in New York? Connect with them now, before you need them. Shift 2 — Use Every Corporate Seat to Build Your Personal Brand. Don’t just “represent” your company. Position yourself as a thought leader in your own right. Share your perspective, contribute visibly, and follow up with connections beyond the boardroom. Make sure people associate the you behind the title. Because networking sideways will keep you liked. Networking upwards will get you chosen. These are the types of conversation we will be having at my London meet and greet - Visibility & Prosecco — happening 27th August in Central London. It’s a safe, high-impact space for African women and women of colour to: Talk openly about visibility and sponsorship in UK corporate spaces Learn practical strategies to build influence beyond your job title Connect with women who’ve already navigated these challenges successfully And I’m excited to announce a NEW guest speaker: Nkem Igwe — award-winning transformation executive, board advisor, and founder of The Connectors Code. She’ll share how to leverage courageous connections to grow in your career. She joins Valerie.B Lawson and Yetty Williams, MBA. for an evening of powerful, mind-shifting conversations. 📅 27th August | Central London 🎟 Tickets: £100 👉 Register here using the link in the comments What's your biggest challenge when it comes to networking upwards?

Last year, 85% of the interim appointments we made were candidates we already knew. Of the remaining 15%, most were referred by our existing executive community. What does this tell us? ✅ Relationships drive opportunity. ✅ Visibility leads to engagement. ✅ Trusted networks unlock high-impact roles. In an interim career, your network is your greatest asset—but it’s not just about who you know. It’s also about how you partner with an interim and executive search specialist. A great search partner doesn’t just send your CV around. They: 🔹 Leverage your brand—positioning you strategically in the market. 🔹 Boost your profile—ensuring you’re front of mind for the right opportunities. 🔹 Advocate for you—engaging with organisations who may not even know they need your expertise yet. More often than not, the most exciting interim roles don’t get advertised. They’re filled through relationships and referrals. That’s why staying connected and engaged with your network and interim search partners is critical. If you’re an experienced executive considering interim work—or already in it—how do you make sure you’re front of mind for your next opportunity?

After founding and scaling a women's organization to 15,000+ members, I know one truth: 89% of women's networks fail to deliver real value. This one won't. As the founder and former CEO of the National Association of Women Sales Professionals (NAWSP), I built a community that transformed careers, not just conversations. Three critical elements I learned about building powerful women's networks: • Success depends on curation, not collection. The right 20 connections outperform 2,000 random ones every time. • Women leaders need spaces designed for their actual lives, not idealized versions. Your calendar is already full. • Networks that drive results focus on action and visibility, not just talk and theory. This is why I immediately recognized the power of the Wednesday Women Membership that just launched today. It's not another crowded Slack group with performative networking. It's built for exec-level women who lead with conviction, value authentic connection, and want every woman to rise. No Instagram-perfect corporate masks. No status symbol price tags. No time-wasting activities. Instead: ✅ Hand-curated and AI-powered network connections that actually matter ✅ Value that fits into your actual life ✅ A community rooted in action, generosity, authenticity, and visibility I've built and led organizations that changed the trajectory of women's careers for over a decade. The Wednesday Women approach aligns with everything I know works. Power doesn't come from larger networks. It comes from strategic ones. What would change if you stopped collecting connections and started cultivating the right ones? P.S. For women executives tired of networks that take more than they give: This is your community. https://lnkd.in/epHyq42c #WednesdayWomen #ExecutiveWomen