Many of us believe that working hard, driving results, and being easy to work with will help us get ahead and make us promotable.

But have you ever stopped to think about who’s in your corner at work? Who’s bringing up your name in the rooms that you aren’t in? I’m talking about the senior leaders and executives who know your name, your wins, and your potential.

Better yet, the senior leaders who would go to bat for you and vouch for you for that next promotion.

I’m guessing most of you don’t spend much time thinking about this. And that may be a mistake.

Because the truth is, what other leaders think about you matters! And building your executive network isn’t just a “nice to have,” it’s a key career accelerator.

So, in today’s newsletter, I’m going to talk about:

  • Why you should build an executive network
  • How to get started
  • Some tips for those working virtually (because let’s face it, this adds a level of complexity)

Let’s dive in…

Why your executive network matters

For years, I made the mistake of only focusing on my direct manager for my career acceleration and expecting him to advocate for me in the right rooms.

I know many women who have done the same. We feel loyal to our boss because perhaps they’re a really good manager. But relying solely on your boss for your career growth and to advocate for you in the rooms you aren’t in is a big mistake.

Let’s talk about why:

Your manager may leave

What if your manager leaves, gets reassigned, or just isn’t great at advocating for the people on their team? I can’t tell you how many women I’ve spoken to who are frustrated and terrified because their manager was laid off or left the company. They have a new boss, and now they need to “start from scratch” building credibility with this new person. When you’ve made connections with other leaders, you have advocates outside of your direct manager who’ve seen your impact firsthand, and you’re not leaving your career in your boss’s hands alone. You’ll also have individuals sharing great feedback about you if you do happen to inherit a new boss.

Opportunities exist outside of your manager

You may be working to get promoted to the next level with your manager, but what if that role isn’t going to be formalized for another 2 years? Many roles and projects never make it to a formal posting. If you’ve built rapport with the right stakeholders, you may be approached for an opportunity you weren’t even aware of. This may be in another department, or even a new company.

I love sharing the story of when I landed my first VP role. I was introduced to the CEO of this company through a previous manager whom I had kept in touch with for years and who acted as a sponsor for me. Had this individual not vouched for my credibility, I likely would never have even gotten an interview.

That is the power of a great network of senior stakeholders.

Being known will boost your credibility and leadership brand

People talk. When people across functions know you as someone who delivers, you better believe others will hear about it. And that’s exactly the type of gossip you want to encourage! Not only that, but let’s say your manager is ready to promote you. In many organizations, your manager will need to get buy-in from their leader or colleagues before making it official. You want enthusiastic agreement when this happens – not pushback because other leaders haven’t seen your value.

How to get started

Okay, so let’s say you’re convinced but have not done a great job at this in the past, and have no idea how to get started. Here are 3 steps to take:

1. Do a quick stakeholder map

List 3-5 (or more) senior leaders who have influence, whose teams you admire or whose work or career aligns with your goals. Note that these stakeholders can be within your organization or they may be external, and you probably want a mix of both.

Next, think about how they can help you and where you can add value for them, and make a note of this.

2. Create a connection or offer to help

Depending on the person, decide on the best way to make a connection with them.

It may mean asking for some mentorship or advice to start building the relationship, or offering to help out with a project or their team.

If appropriate, you could send a note like this: “I noticed you’re leading the X initiative and would love to share a template that’s worked for me on similar projects. Happy to jump on a 10‑min call if it helps?”

If it’s a former manager or mentor, you may mention that they crossed your mind and offer to catch up over a virtual coffee.

Regardless, keep it brief, specific, and generous.

3. Share your wins

When you email your weekly update (aka wins) to your manager, consider ccing one additional exec who’d appreciate the update. Note to ensure that it makes sense to copy them (for example, maybe one of your updates also impacts their function). They’ll appreciate the proactive communication.

In addition to this, when you casually connect with an influential senior leader on a call or in the office, and they ask how you’re doing, share something more tangible than ‘great’. Touch on a new project or a recent win that you’re excited about.

Virtual strategies

I always get questions from those who work remotely and aren’t sure how to start creating these connections.

Here are 3 ideas if you work virtually:

Virtual Coffee

Invite them to a 1:1 “coffee chat” via video call, and send a calendar invite with an agenda line (e.g. Would love your thoughts/advice on X). Ensure your ask is clear and demonstrate that you respect their time. After the call, be sure to close the loop with a thank you or let them know what happened when you implemented their advice.

Be visible online

Comment thoughtfully on their LinkedIn posts or internal Teams/Slack announcements. Ensure that you are visible in a positive way.

Volunteer

One of my favourite tips for building real relationships with other executives is to volunteer for a committee or ERG group. These almost always have executive sponsors, and raising your hand to lead an initiative may just put you in the room with a key leader.

You’ll get an opportunity to connect and demonstrate your leadership capabilities. Choose something you care about, and your passion will shine through.

Make it a habit

Block 15 minutes each week to reach out to someone new or follow up with a leader you’ve met. Consistency beats intensity! Small, regular touches will build familiarity and trust.

Remember, with this, just like so many other things, it’s the small, consistent actions that create the biggest results.

Stakeholder relationships are just one of the many topics I cover in my VP-ready program. If one of your 2026 goals is to become a VP, come to my free, live masterclass in January to learn what you need to do to land that VP role.

I’ll walk through the key factors that hold women back from exec roles and help you identify where you’re getting stuck. In 90 minutes, we’ll cover:

  • What are the top 3 factors holding you back
  • Which one should you focus on
  • How to get started

Register here and hit the ground running in 2026!

Until next time friends… ✌️💜

Katy