o your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are tThe single characteristic shared by all truly successful people is the ability to create and nurture a network of supporters. We all need support from others in order to achieve our career goals. This help comes in many forms – seeking career advice from a mentor, being recommended for a sought-after project or job, or obtaining key information to help you solve a problem on the job.

Benefits of Your Network

The benefits of a strong network are several. You can gain knowledge and skills, and learn more quickly than you would have on your own. It’s helpful to learn from someone who has “been there and done that”. A mentor can provide you with coaching, advice and career guidance, which will help you make better decisions.

Having a strong network can help you find a job. Did you know that 85% of jobs are found through referrals? That points to the importance of networking. If you have a strong network when you lose your job, then you’ll be much more likely to find a job more quickly. Your network acts as a safety net in your career.

Having a strong network can actually help you perform better on your job. Research by Robert Kelley, author of “Be a Star at Work” found networking to be a key competency of high performers. Effective networkers know who to go to for the information they need. Therefore, they’re able to solve their problems much more quickly and be more productive.

Your network can also help you get promoted. Sally Donahe was the first female Master Sergeant in the National Guard. She credits Lieutenant Elizabeth Robinson as being instrumental in her promotion, because Robinson had the ear of senior leadership and touted Sally’s accomplishments.

Who Should be in Your Network

Your network can consist of a number of people – your manager, mentors, co-workers, other colleagues in your profession, etc. The most important person in your network is your immediate supervisor. You should be getting coaching, career advice, and feedback from your supervisor. If not, then be proactive and ask for it.

Mentors can be invaluable to your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are tly than you would have on your own. It’s helpful to learn from someone who has “been there and done that”. A mentor can provide you with coaching, advice and career guidance, which will help you make better decisions.

Having a strong network can help you find a job. Did you know that 85% of jobs are found through referrals? That points to the importance of networking. If you have a strong network when you lose your job, then you’ll be much more likely to find a job more quickly. Your network acts as a safety net in your career.

Having a strong network can actually help you perform better on your job. Research by Robert Kelley, author of “Be a Star at Work” found networking to be a key competency of high performers. Effective networkers know who to go to for the information they need. Therefore, they’re able to solve their problems much more quickly and be more productive.

Your network can also help you get promoted. Sally Donahe was the first female Master Sergeant in the National Guard. She credits Lieutenant Elizabeth Robinson as being instrumental in her promotion, because Robinson had the ear of senior leadership and touted Sally’s accomplishments.

Who Should be in Your Network

Your network can consist of a number of people – your manager, mentors, co-workers, other colleagues in your profession, etc. The most important person in your network is your immediate supervisor. You should be getting coaching, career advice, and feedback from your supervisor. If not, then be proactive and ask for it.

Mentors can be invaluable to your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are treer.

Having a strong network can actually help you perform better on your job. Research by Robert Kelley, author of “Be a Star at Work” found networking to be a key competency of high performers. Effective networkers know who to go to for the information they need. Therefore, they’re able to solve their problems much more quickly and be more productive.

Your network can also help you get promoted. Sally Donahe was the first female Master Sergeant in the National Guard. She credits Lieutenant Elizabeth Robinson as being instrumental in her promotion, because Robinson had the ear of senior leadership and touted Sally’s accomplishments.

Who Should be in Your Network

Your network can consist of a number of people – your manager, mentors, co-workers, other colleagues in your profession, etc. The most important person in your network is your immediate supervisor. You should be getting coaching, career advice, and feedback from your supervisor. If not, then be proactive and ask for it.

Mentors can be invaluable to your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are ts being instrumental in her promotion, because Robinson had the ear of senior leadership and touted Sally’s accomplishments.

Who Should be in Your Network

Your network can consist of a number of people – your manager, mentors, co-workers, other colleagues in your profession, etc. The most important person in your network is your immediate supervisor. You should be getting coaching, career advice, and feedback from your supervisor. If not, then be proactive and ask for it.

Mentors can be invaluable to your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are to your career. They too can provide advice, feedback and career guidance. It’s always good to hear another perspective and have another resource outside of your supervisor. In fact, I would encourage you to have multiple mentors. Each mentor may have different strengths. You may have one mentor with technical expertise and another with outstanding management or people skills. You also may have another mentor outside of your organization.

Besides your supervisor and mentors, other people you may include in your network are those who support you on the job, co-workers/team members, and colleagues who are in your profession or industry.

How to Build Your Network

Once you’ve identified who is important to include in your network, work on building those relationships. When you meet someone you think you can learn from, suggest getting together for coffee or lunch. Get to know the other person by asking questions. Learn about their job, career aspirations, strengths, and needs. Look for ways that you can provide assistance. After all, networking is a two-way street. Where can you find leverage to help each other? What can you learn from this person? Be sure to thank him for his time. Then keep in touch on a regular basis.

For a prospective mentor, ask to meet and seek advice or feedback in a particular area; for example, career advice or feedback on your performance. After your meeting, not only thank him for his time, but also try out his suggestions and follow-up to let him know how helpful they were. This can open the door to more mentoring in the future.

You’ll want to maintain your relationships over time, especially with those you work most closely. The people who support you in your job are especially important. Be sure to show your appreciation with thank you notes, cards, or even small gifts when people go “above and beyond the call of duty” to support you.

By implementing these ideas for building your network, you can learn more, perform better, and advance your career. Ultimately, your support network will help you to achieve your career goals!