Are You Connected? 3 Workplace Realities

You have certainly heard some version of “it’s not what you know but who you know”, often expressed in a cynical tone. Is this the truth? This sentiment deserves a fresh look in the light of the realities of today’s workplace

Knowledge and high performance are clearly critical for career success and mobility. You are expected to bring value to your organization.

Knowing people who respect and support you is also important to your success and mobility. You most likely gain their attention by the extent of your knowledge and the quality of your performance.

Taking your knowledge and performance as a given, why and how do relationships matter?

“It’s what you know and how well you’re connected” 

First, people tend to support those they know over those they don’t know, all things being equal. This tendency impacts your chances for promotion, promising assignments or even favorable regard among decision makers in the organization. An important career strategy then is to be “known”. Look for opportunities to make connections at all levels of the organization. Find the assignments and opportunities to gain greater visibility.

Second, every relationship and every person are important. The typical workplace has both a formal and an informal organization. Real influencers may not have a lofty title or figure prominently on the organization chart. A thumbs up or thumbs down from a secretary can support or block a career move. One secretary put it this way. “He was high on the Director’s list for promotion, but at the time of his appointment he was rude, demanding and impatient with me. When I told the Director he tossed the candidate’s resume in the trash receptacle.” Showing respect for and genuine interest in those who cross your path creates positive relationships. It also enhances your reputation as someone with interpersonal skills valuable to the organization. Mary Kay Ash, founder of the highly successful Mary Kay Cosmetics Company, advised her staff that “everyone has an invisible sign around their neck saying ‘make me feel important’. Never forget this message when working with people”. This is still powerful advice. Tim Sanders in his groundbreaking book The Likeability Factor makes the case that your “likeability” can be a powerful force in gaining support and achieving your career goals.

Third, role models, mentors, and sponsors can propel you forward, so who you know matters significantly. Understand their roles and how you cultivate relationships with them

The role model: The role model is typically a person at the next level up, or in some cases a peer. A role model may be a direct supervisor or manager or a supervisor/manager in another part of the organization. In any case this is a person you want to emulate because of his or her knowledge, skills, reputation and success in the organization. Let your role model know you are looking to them as an example. Choosing to follow the example of a role model benefits you in at least two ways. First you learn the behaviors that lead to success in the organization. Secondly your role model may become one of key supporters.

The mentor: A mentor is an experienced and successful person who provides guidance to you in achieving your career goals. Obviously you would choose to work with a mentor who is highly regarded in the organization. Whether or not a mentor chooses to work with you depends on a number of factors, but critical among them is your record of performance and your demonstrated commitment to career success. A mentor can be invaluable in giving you information about how the organization functions, suggestions on building your skills and experience and how to avoid “mine fields “which may not be immediately apparent to you.

In working with a mentor remember they are giving you valuable time. Be clear about your purpose. Find ways to reciprocate, perhaps assisting with a project where you not only stretch, but also add value to the mentor.

The sponsor: A sponsor is a highly regarded influential person at the upper levels of the organization who advocates on your behalf. A sponsor intentionally brings your name forward, makes other important decision makers aware of your contributions, informs you of opportunities, makes sure you meet the right people and attend the right meetings, and otherwise opens doors for you. In short a sponsor is actively committed to your success and mobility in the organization. Having a sponsor is obviously desirable if career mobility is your goal. However this connection must be earned. You must be able to demonstrate stellar performance, an above and beyond attitude and a strong commitment to the goals of the organization. The sponsor is staking his or her reputation and using his or her personal influence on your behalf. For this reason finding a sponsor is a longer term strategy, however one with great potential payoff. Also be aware that based on your performance the sponsor may actually find you if the sponsor deems you worthy of his or her investment.

The verdict? What you know is important. It is your ticket into the career mobility game. Beyond knowledge and performance however, career success is associated with relationship savvy — who you know and how skillfully you develop and manage your workplace relationships.

©Sheila Stevens, 2018