Hey there!

Have you ever noticed something curious about those impressive C-suite announcements?

Or wondered how that new VP seemed to appear out of nowhere?

Here's a truth that might surprise you: at the highest levels of leadership, most executives aren't submitting applications through job portals or sending in their resumes.

They're being approached directly.

And this reality reveals something crucial about career advancement that too many of us overlook.
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The Myth of the Solo Climb

I recently mentored "Alex," a brilliant director with outstanding performance reviews and an impressive track record of successful projects.

When a VP position opened up in her organisation, she meticulously updated her resume, prepared extensively for the interview, and was genuinely shocked when an external candidate was selected.

"I don't understand," she told me. "I've proven myself over and over. I've put in the work."

And she had.

But she'd been climbing the wrong ladder all along.

You see, Alex had fallen into a common trap: believing that exceptional work alone would propel her career forward.

She'd focused exclusively on her immediate team and direct superiors, neglecting to build meaningful connections across the organisation and industry.

The candidate who got the job?

They had been on the radar of the executive team for years through industry events, mutual connections, and collaborative projects.

They weren't just qualified - they were known.
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The Reality of How Leadership Positions Are Filled

Think about how you'd approach a significant decision in your personal life - let's say, choosing a childcare provider or a doctor.

Would you pick someone based solely on their qualifications?

Or would recommendations from people you trust heavily influence your choice?

Leadership hiring follows a similar pattern.

When stakes are high, organisations rely on trust.

And trust comes from relationships, not resumes.

The numbers tell a compelling story:

• Referred candidates for executive roles are 9.5 times more likely to be hired than those applying through traditional channels
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• Up to 80% of leadership positions are never publicly advertised, existing in what recruiters call the "hidden job market"
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• About 85% of jobs overall are filled through networking rather than applications
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• Companies typically identify potential C-suite talent well in advance through succession planning and relationship-based recruiting

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This isn't about unfairness.

It's about the natural way human connections influence decision-making.

The question isn't whether this reality exists, but how you'll navigate it.
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Why Your Work Alone Isn't Enough

Working diligently is essential, but it's not sufficient for reaching leadership heights. Here's why:

➡️ Limited Visibility
Outstanding performance in your current role might be visible to your immediate team and manager, but its reach often stops there.

Senior leaders making decisions about top positions are unlikely to have direct visibility into your daily contributions.
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➡️ The Trust Factor
When organisations elevate someone to leadership, they're taking a calculated risk.
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Knowing someone through a trusted network reduces the perceived risk dramatically.
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➡️ Cultural Alignment
Technical qualifications can be assessed through interviews and tests.

But cultural fit?

That's often evaluated through extended observation and the testimonials of trusted connections.

A former colleague once told me: "Getting hired is about proving you can do the job. Getting promoted to leadership is about proving others want to do the job with you."​
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Building Your Network Without Feeling Fake

I've heard many professionals express concern about networking feeling "inauthentic" or "transactional".

If that resonates with you, I'd like to share a perspective shift that helped me.

True networking isn't about collecting business cards or LinkedIn connections.

It's about genuine relationship building with a long-term mindset.

Here's how to approach it authentically:

1. Add Value First

• Instead of focusing on what others can do for you, look for ways to support them.
• Share relevant articles, offer insights from your experience, or make introductions that benefit them.
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2. Be Genuinely Curious

• Approach conversations with real interest in others' perspectives and experiences.
• The connections that form naturally through authentic curiosity are often the strongest.
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3. Maintain Consistency

• Building meaningful relationships isn't a one-time effort.
• Regular check-ins, even brief ones, help maintain connections over time.

4. Connect Beyond Your Immediate Circle ​
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While it's comfortable to stick with familiar colleagues, deliberately expand your connections to include:

• Leaders in adjacent departments
• Industry peers outside your organisation
• Professionals in different sectors who face similar challenges
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The Cost of Waiting

The biggest mistake I see professionals make isn't networking poorly…it's starting too late.

When a leadership opportunity comes up, it's already too late to build the relationships that influence selection.

The foundations needed to be laid months or years earlier.

Consider this: the next time you're being considered for a senior role, who in the room will advocate for you?

Who outside the room has mentioned your name as someone to watch?

If you can't answer these questions confidently, there's work to be done.
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Your Path Forward

Building a meaningful professional network isn't about becoming someone you're not.

It's about ensuring your capabilities and contributions are visible beyond your immediate sphere of influence.

Start small, but start now.
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🎯 Your Network-Building Challenge

This week:

1. Identify three senior leaders or influential professionals you admire but haven't connected with
2. Reach out to one with a specific, thoughtful question or observation related to their work
3. Schedule a "catch-up" with a valuable connection you haven't spoken with in over three months

Remember, the most powerful career moves often happen through conversations, not applications.

Your next leadership opportunity won't be found on a job board - it will come through the doors your relationships open.

The best time to build your network was five years ago. The second best time is today.

Let's leap,