Tips for Career Growth Through Support

Most career advice sounds like a broken record. "Network more." "Negotiate your salary." "Ask for that promotion." But what about the stuff nobody talks about? → The loneliness that comes with leadership. → The identity crisis when work isn't fulfilling. → The fear that you're successful but not happy. Last week, I received two messages within hours of each other: 📨 Message 1: "I got the promotion! Starting as VP next month." 📨 Message 2: "I have everything I wanted but feel completely lost." Both from successful professionals. Both equally important. Both deserving of support. That's how a day in my life looks like, and I am grateful for their trust. Yes, I help clients land executive roles and negotiate salary bumps. But I also create a safe space where they can admit: 💭 "I don't know what I want anymore." 💭 "Success feels empty." 💭 "I'm scared I'm not good enough." The professionals who thrive aren't just climbing ladders. They're also: ✓ Doing the inner work ✓ Processing their fears ✓ Defining success on their own terms ✓ Building lives that feel as good as they look on paper Every "I finally know what I want" text hits as hard as every "I got the offer" celebration. Because career success without inner alignment? That's just a well-dressed form of suffering. 3 ways to build your own holistic support system: 1. Join spaces where you're a person first, not a title 🌱 → Book clubs, hobby communities where credentials don't matter → Places where people know you for your curiosity, not your corner office → Start with one activity per month where nobody cares what you do for work 2. Do monthly life audits, not just career reviews 📝 → Set a recurring calendar reminder titled "Life Check-In" → Ask yourself: Am I growing professionally AND personally? → What needs attention beyond my resume? 3. Find a mentor who asks about more than metrics 🧭 → Look for someone who's built a career AND a life they're proud of → Not just someone who'll review your resume, but someone who'll ask about your values → The best mentors don't just help you climb – they help you figure out which ladder matters Your career and your inner world aren't separate journeys. They're two parts of the same story. When did you last give both equal attention? If this resonated with you and you're ready to work on both, DM me. Let's talk about what holistic support could look like for you.

Here’s the part of career growth nobody talks about because it feels too soft to admit: Titles look powerful on paper. But empathy is what actually moves your career forward. Gallup found only 39% of employees feel truly supported by their leaders. Yet most leaders think they’re doing enough. I see it all the time. One of my clients, a VP at a global firm, told me: “I’m leading bigger teams than ever. But some days, I feel invisible in my own career.” The truth is, no résumé can hide: Whether people feel seen and connected when they’re around you. Or they quietly decide you’re just another leader who doesn’t really care. Career growth is more than credentials or achievements. It’s about the invisible emotional footprints you leave behind. Most high achievers I coach quietly wonder: “I’m doing everything right. So why does it still feel like I’m not fully seen or trusted at the next level?” That silent gap can quietly stall even the most impressive careers: → Hidden opportunities pass you by. → Relationships plateau instead of deepen. → People remember you as competent but not magnetic. Here’s what I tell my clients: Caring in silence doesn’t count. Empathy is your career currency. If you’re buried in meetings but want to keep your career moving forward, try these seven empathy shifts: 1️⃣ Define Empathy Together 🟢 “What helps you feel supported at work?” 2️⃣ Swap Schedules 🟢 “Mind if I peek at your calendar to understand your workload?” 3️⃣ Celebrate Hidden Wins 🟢 “I noticed how gracefully you handled that tough situation.” 4️⃣ Ask a Better Question 🟢 “What’s one thing I could make easier for you this week?” 5️⃣ Use Uplifting Words 🟢 “What’s this been like for you?” or “Want to talk or just need space?” 6️⃣ Start 5-Minute Chats 🟢 “How’s life treating you lately?” 7️⃣ Walk in Their Shoes 🟢 “Walk me through what your typical day feels like.” Because people don’t leave jobs or pass you over because of your résumé. They do it when they stop feeling seen. 💬 When people think of you, do they remember your title, or how you made them feel? 🔖 Tag someone whose empathy elevates their career. ⭐ Save this for your next 1:1. ➕ Follow Loren Rosario - Maldonado, PCC for career coaching insights that go deeper than titles. Source: Gallup 2025

As former Head of Global Executive Talent at Cisco, I frequently gave the same advice to our rising talent: Build a broad network of sponsors across the organization. The reason for this was simple: When leadership changes, your key supporters are at risk of leaving, and you can suddenly find yourself without the backing you once relied on. Aspiring leaders, you will benefit from ensuring your sponsorship is not concentrated in just a few individuals. You should accumulate a diverse range of advocates up, down, and sideways within the organization. This way, if one sponsor exits, you still have others to carry your career forward. The strength of your reputation within the company and the breadth of your followership will sustain you through transitions. The more people who are invested in your growth and success, the better positioned you will be to weather leadership changes or organizational shifts. Leaders should always think about their support system: cultivating relationships at all levels, across functions to ensure they have a wide range of sponsors invested in their growth. This network, more than any single individual, will be the true foundation of career longevity.

Choose people who say your name in rooms you’re not in. Years ago, I had a leader who did exactly that for me. They didn’t just manage me; they sponsored me. They called my name in spaces filled with opportunity. They recommended me for projects I wasn’t sure I was ready for. They told other leaders about my work and my potential. And their support changed everything. Because when someone believes in you, you start believing too. But this kind of support doesn’t happen by accident. You have to intentionally surround yourself with people who will: 1. 𝗦𝗲𝗲 𝘆𝗼𝘂𝗿 𝘃𝗮𝗹𝘂𝗲, 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂 𝗱𝗼𝘂𝗯𝘁 𝗶𝘁 𝘆𝗼𝘂𝗿𝘀𝗲𝗹𝗳. 2. 𝗦𝗽𝗲𝗮𝗸 𝘂𝗽 𝗳𝗼𝗿 𝘆𝗼𝘂, 𝗲𝘃𝗲𝗻 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂’𝗿𝗲 𝗻𝗼𝘁 𝘁𝗵𝗲𝗿𝗲. 3. 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲 𝘆𝗼𝘂, 𝗯𝗲𝗰𝗮𝘂𝘀𝗲 𝘁𝗵𝗲𝘆 𝘄𝗮𝗻𝘁 𝘆𝗼𝘂 𝘁𝗼 𝗴𝗿𝗼𝘄. 4. 𝗜𝗻𝘃𝗶𝘁𝗲 𝘆𝗼𝘂 𝗶���𝘁𝗼 𝗿𝗼𝗼𝗺𝘀 𝗮𝗻𝗱 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀 𝘆𝗼𝘂 𝗰𝗼𝘂𝗹𝗱𝗻’𝘁 𝗿𝗲𝗮𝗰𝗵 𝗮𝗹𝗼𝗻𝗲. 5. 𝗣𝘂𝘀𝗵 𝘆𝗼𝘂 𝘁𝗼𝘄𝗮𝗿𝗱 𝗼𝗽𝗽𝗼𝗿𝘁𝘂𝗻𝗶𝘁𝗶𝗲𝘀 𝘆𝗼𝘂 𝗵𝗮𝗱𝗻’𝘁 𝗲𝘃𝗲𝗻 𝗰𝗼𝗻𝘀𝗶𝗱𝗲𝗿𝗲𝗱. These are the people who will change your trajectory. Not just by cheering you on but by actively clearing the path. They are the ones who don’t just hope for your success; they work for it. As a leader, I’ve learned to look for these people. And I’ve learned to be one of these people. Because careers don’t grow in isolation. They grow with intention, support, and those who advocate when it matters most.

Career advice I wish I knew earlier... When I started my career, I thought my skills, qualifications, and work ethic alone would lead me to success. While those are crucial, I soon learned that relationships often open doors that hard work alone cannot. Here's how to harness the power of your network effectively: 1️⃣ Nurture relationships intentionally: Building a strong network isn’t about handing out business cards - it’s about fostering genuine, authentic relationships. Invest time in getting to know people, understanding their goals, and finding ways to support them. 2️⃣ Lead with generosity: The best networks are built on trust and mutual value. Offer your expertise, make introductions, or simply show up for others. Small acts of generosity create goodwill that often comes back to you in unexpected ways. 3️⃣ Don’t underestimate the power of weak ties: Research shows that your strongest opportunities often come from people you don’t interact with daily. Keep in touch with acquaintances, former colleagues, or people you meet at events - you never know who might open the door to your next opportunity. 4️⃣ Ask for help without hesitation: Early in my career, I hesitated to ask for advice or support, fearing it might seem like a sign of weakness. In reality, people love to help, especially when approached respectfully and with genuine curiosity. 5️⃣ Treat everyone with respect and kindness: Whether it’s the receptionist or the CEO, you never know who might become a mentor, advocate, or collaborator in the future. Relationships are built on how you make people feel. 6️⃣ Stay consistent: Networking is a marathon, not a sprint. Keep showing up - whether that’s by attending events, reaching out for coffee chats, or simply checking in with your contacts. Consistency keeps you top-of-mind. Over the years, I’ve seen firsthand how a strong network can propel careers forward in ways I never imagined. It’s not just about leveraging relationships for opportunities - it’s about creating a community of support, growth, and inspiration. ✨ Tag someone in your network below who has had a meaningful impact on your career journey. #careeradvice #networking #professionaldevelopment #femalefounder #careernetwork #weakties

Leadership can feel lonely and keeping your circle small may be part of the problem. One of my clients recently said, “I’ve been wrong about saying, ‘I keep my circle small.’” In today’s workplace, she’s learned that a wider support network is key to success. There was a key theme in many of my leadership trainings this year: a desire for REAL connection. This isn’t uncommon. As executives rise to higher levels of leadership, they often report increased feelings of loneliness. It can be harder to find other leaders who understand the unique challenges of the corporate environment with whom you can connect, learn from, and grow alongside. In my recent article for Fast Company, I shared ways you can assess and build your support network to stay connected: 1. Leverage your supporters. Your supporters are the people in the organization who would advocate for you when you are not in the room (and you know it). They have your best interests at heart, and you have built solid relationship capital with them. 2. Cultivate relationships with “neutrals.” Neutrals are people in the organization whom you don’t know yet, or don’t know well. ➡️ Use a “30:30” meeting approach. Thirty minutes are spent understanding them, their vision, goals, and offering your expertise in a way that might help them. The remaining 30 minutes are spent focused on your needs or area of expertise. 3. Rebuild connections with challenging partners. Nearly every executive client I work with has one or two leaders with whom there exists some tension. Rebuilding relationships, even with people who frequently deny resources or differ in personality, can be essential for work and connection. 4. Nurture your network beyond work. The first place I direct clients to is their immediate network of leaders (old colleagues or current colleagues). However, there are also great connection opportunities from your loose network. ➡️ Participate in industry or professional affiliated groups. This is a great place to foster connection through conferences, meet-ups, or even online forums. How are you investing in cultivating your support systems this year? (Full article LinkedIn in comments)

Your silence is killing your career. I've watched talented people get passed over for promotions for years. The common thread? They kept their ambitions to themselves. Here's the hard truth: No one is coming to rescue your career. No one will magically discover your hidden talents. No one can support dreams they don't know exist. Here’s how to start speaking up — today: 1/ Schedule a quarterly career conversation with your manager. Don't wait for review time. Develop a career growth plan with specific asks for support, mentorship or stretch assignments. 2/ After big wins, email leadership. Share the impact you've delivered and what’s next. Show you’re thinking beyond delivery. 3/ When someone asks “How’s work?” say: “I’m working toward [goal] — what challenges are you facing?” Small talk → strategic talk. 4/ Volunteer for projects tied to where you 𝘸𝘢𝘯𝘵 to go — not just what you’re good at now. 5/ Book 15-min chats with people you admire. Ask curious questions. Listen closely. Build advocates. Your manager isn't a mind reader. Your colleagues can't recommend what they don't see. Your network can't connect you to invisible goals. The most successful people I know? They don't hope someone notices their work. They don't silently resent being overlooked. They don't expect loyalty to be rewarded automatically. They state their ambitions clearly, repeatedly, and to the right people. What career goal have you been keeping to yourself? Drop it below — you never know who’s reading. Your growth is too important to keep quiet about. --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

Not every higher ed staff role comes with a promotion path. But that doesn’t mean staff can’t grow. On many campuses, the reality is: 👉 Small teams 👉 Flat org charts 👉 Limited turnover That’s why leadership matters. We have both an opportunity (and an obligation) to help staff develop and grow. And it starts with one thing: knowing your people. ✅ What are their career goals? ✅ What kind of work energizes them? ✅ Where do they want to build new skills? ✅ What’s the next opportunity they hope to pursue—on campus or beyond? You can’t support someone if you don’t know what matters to them. In my experience: 👉 The goal isn’t to keep staff in place as long as possible. 👉 The goal is to help them build the skills, relationships, and experiences that prepare them for what’s next—whatever will fulfill them. Sometimes that’s preparing for their next job. Other times, it’s simply helping them continue to grow as a professional and as a person. And when staff know you’re invested in their development—not just their daily output: ✅ They engage more deeply ✅ They contribute more creatively ✅ They often stay longer—because they trust you’ll support their future, not just your current needs Here are a few practical ways leaders can support that growth: 1️⃣ Build real relationships—know your staff as people, not just job descriptions 2️⃣ Career conversations—not just at annual reviews, but throughout the year 3️⃣ Stretch assignments—offer projects that align with their interests and build new skills 4️⃣ Professional development—invest in training, mentorship, and cross-campus opportunities 5️⃣ Skill-building—help them gain experience that makes them competitive for future roles Bottom line: You may not be able to promise promotions. But you can create an environment where staff learn, grow, and leave more capable than they came. 🚨  If you want to dive deeper - I wrote more about this in my latest issue of The Academic Leader’s Playbook. You can sign up on my profile page. ----------------------------------------- ♻️ Repost this to help other academic leaders.  👉 Newsletter: The Academic Leader’s Playbook—sign up in my profile. 💬 Follow for posts about higher education, leadership, & the arts. #LeadershipGoals #HigherEdSuccess #HigherEducation #academicstaff #deans #provosts #academicleadership #staffdevelopment

I am guilty of not self-advocating for myself early on in my career. My mother taught me that if I do good work, and keep my head down I will be rewarded. That wasn’t the case at all. If the only time you're advocating for yourself is during your performance review or when you’re already burned out, it’s time to rethink your approach. Self-advocacy isn’t arrogance. It’s career preservation. You can do incredible work, but if no one knows about it, don’t expect recognition, promotions, or support. Do you want to be seen, supported, and set up for growth? Do these 5 things consistently: 🔹 Document your wins. Keep a weekly log of what you accomplished, challenges you solved, and positive feedback received. Use it during check-ins and evaluations. 🔹 Speak up early. Whether it’s workload, boundaries, or unclear expectations, waiting until you’re frustrated won’t help you or your team. Address issues when they’re small. 🔹 Ask for what you need. More flexibility? Leadership opportunities? Skills training? No one’s a mind reader. Be clear, be direct, and advocate with confidence. 🔹 Share your goals. Don’t wait for your manager to ask. Tell them where you want to grow, and ask how they can support you in getting there. 🔹 Build internal allies. Your reputation shouldn’t rely on one person’s opinion. Network across teams, share your work, and let others see your value too. Here’s the deal: Your career is too important to be on autopilot. Be your own best advocate and positive changes will come your way. #CareerAdvice #SelfAdvocacy #ProfessionalGrowth #OwnYourCareer #CareerStrategist #WomenAtWork _____________________ Hey, I'm Mai Vang. 👋 Your Career Strategist Bestie. I have successfully helped other women pivot into other industries, excel to higher career levels, and earn a 40% increase in salary. Follow me for more career advice, and let’s work together! ✨