How Advisors Impact Career Advancement

Scientists, let’s talk about “finding a mentor” versus “drafting a board of advisors for your career” ⤵ There’s only one person who I’ve ever referred to as “my mentor." He was the PI of a lab I worked in during high school. He had high expectations which he knew I could live up to - even when I wasn’t so confident. In hindsight, I see how he consistently went out of his way to find funding, publication, and conference opportunities for me. He initiated conversations about PhD programs and fellowship applications. I didn’t grow up in a family of scientists, but he made the path to “becoming a scientist” clear. As a true mentor, he ✅ Used his position to connect me with new opportunities ✅ Advocated for me in rooms I wasn’t in ✅ Showed me a clear path to my desired career ✅ Pushed me to aim higher than I believed I could ✅ Helped me develop new skills I think finding a single person who checks all of those boxes is incredible, but also a rarity. What's slightly more attainable: ➡ A board of advisors for your career ⬅ Under this model, you curate a network of folks who you rely on for mentorship. You don’t need to find a single person who can guide you to your dream career. These folks are people who: ✅Are more experienced or more skilled in areas you want to develop (note: this doesn’t always mean they’re “more senior” than you) ✅Advocate for you when you're not around ✅Have achieved something you want to emulate ✅Believe in you in the moments when things get tough ✅Have differing perspectives and thus can challenge and improve your thinking Just as a company’s board of directors is strategically and deliberately made up of people with different backgrounds and expertise, a diverse board of advisors can help you avoid blind spots as you build your career - and really your life. I think this sort of career guidance and support will absolutely accelerate anyone’s career - but it can be just as useful coming from a board of 4-5 people, rather than in the form of a single mentor. Just some musings for a Monday morning #linkedinnewsaustralia

As colleges struggle to connect between school and work, advising usually gets written off. But new evidence from our study with Georgia State University National Institute for Student Success suggests the opposite: when done right, advising can shape long-term career outcomes. The Burning Glass Institute tracked the long-term careers of 23,000 Georgia State grads who had participated in a student success program, including proactive advising, and compared them with peers. Participants experienced stronger earnings outcomes, faster advancement into management, and greater alignment between their degree and their eventual career. And the effects were strongest for those who received multiple coordinated supports. Even more striking: Pell-eligible students who accessed multiple supports ultimately outperformed their non-Pell peers in career outcomes. Three broader implications stand out: 1. Advising only works when it is systematic. The Georgia State model pairs analytics with human intervention, using real-time data to identify when students are off track and trigger targeted support. The technology matters, but the staffing and institutional commitment matter just as much.   2. The real payoff is not just completion—it’s trajectory. Much of the conversation around student success focuses on graduation rates. But the more consequential question is what happens after the degree. When advising integrates academic pathways with career insight, it can influence how students translate education into opportunity.   3. The “school-to-work” problem may be partly an institutional design problem. If advising is treated as a marginal student service, its impact will be marginal. But when institutions treat it as infrastructure—connecting curriculum, skills, and career pathways—it becomes a powerful bridge between learning and labor markets. For a sector searching for ways to strengthen the college-to-career pipeline, this is an important reminder: Advising isn’t just about helping students graduate. At its best, it helps them navigate toward opportunity. You can find the report "Programs That Make a Difference" at: https://lnkd.in/dHK3b4pi Thank you to Burning Glass Institute colleagues Cecilia Joy Perez, Olivia Gunther, Daniel Sexton, Aditya R., and Carlo Salerno for their work on this report, as well as to our partners at Georgia State University’s National Institute for Student Success: Timothy M. Renick, Mackenzie DeForest, M.S, Benjamin Brandon, and Priscilla Moreno Bell, Ph.D. #education #careers #highereducation #collegesanduniversities

The vast majority of people enroll in higher education with the #1 goal of achieving higher earning potential or advancing their careers. But here’s the harsh reality: More than half of graduates are underemployed within a year of graduating—and nearly half remain underemployed a decade later. Why the disconnect? A recent report by Strada reveals the solution: high-quality career coaching. The research shows: —> Students who receive career coaching are 69% more likely to work a job requiring their degree. —> They’re 87% more likely to see their education positively impact their well-being. —> And 73% feel better equipped to achieve their career goals. Unfortunately, only 1 in 5 students reports receiving this level of coaching. Colleges and universities must bridge the education-to-career gap. Here are some actionable strategies: 1️⃣ Provide timely information—as early as orientation—to guide students on career paths, earnings potential, and job outcomes. 2️⃣ Embed career guidance into the curriculum so every student, regardless of major, receives support. 3️⃣ Equip advisors with data—like program outcomes and earnings info—to give students the full picture. 4️⃣ Empower the entire campus community—faculty, alumni, and even peers—to talk about careers. For today’s students, career uncertainty isn’t just stressful; it’s a roadblock. What innovative strategies have you seen for supporting students in their career journey?

You don't need a mentor. You need a board. Here's how to build a personal advisory group that actually moves your career forward: 1️⃣ Identify 3-5 people who fill different roles. 📌 The Connector: Someone with a strong network who makes introductions. 📌 The Coach: Someone who's 5-10 years ahead in your field and gives tactical advice. 📌 The Challenger: Someone who pushes your thinking and holds you accountable. 📌 The Insider: Someone at a company or in an industry you want to break into. 📌 The Sponsor: Someone senior who advocates for you in rooms you're not in. 2️⃣ Don't ask "Will you be my mentor?" That's vague and puts pressure on them. Instead, build the relationship first. Ask for one conversation. Then another. Then another. If it's valuable for both sides, it becomes ongoing naturally. 3️⃣ Make it easy for them to help you. Don't ask, "What should I do with my career?" Ask: "I'm deciding between two roles. Here's what I'm weighing. What would you consider?" Specific asks get better answers. 4️⃣ Give back. Share articles they'd find useful. Make introductions when you can. Celebrate their wins publicly. The best advisory relationships are two-way. 5️⃣ Schedule check-ins quarterly. You don't need weekly calls. But reaching out every 3 months keeps the relationship warm. Share updates. Ask one focused question. Keep it short. 6️⃣ Rotate your board as you grow. The people who help you early in your career may not be the right advisors later. That's okay. Stay grateful, but keep evolving your circle. You don't need one perfect mentor. You need a diverse group of people who care about your growth. That's how you build a career that compounds. Save this post, and let’s improve your job search strategy.

A physician DMed me this week. Late 30s years old. Two master's degrees. Three MD subspecialties. Associate professor. Already running two health tech companies on the side. They wanted to know if they should get the MBA. My head nearly exploded. The logic: "I want to get on boards. An MBA might show I'm more versatile." I told them what I'm going to tell you: "You have what 99% of MBA's wish they had. You already know the advanced stuff. You're living it." But the real frustration wasn't about the MBA. It was this: "The market is hard to penetrate. Some people sit on boards due to old reputation or connections." That's the part nobody talks about. Clinicians see board seats as the goal. The summit. The thing you put on your CV that signals you've arrived. So they try to jump straight there — and hit a wall of closed networks and legacy relationships that have nothing to do with qualifications. Here's what I've learned: boards aren't the starting point. Advisory roles are. Advisory is where you prove yourself. You work directly with a founder or CEO. You solve real problems. You demonstrate that your clinical expertise translates into business value. You build a track record that speaks for itself — not a degree that speaks for you. And here's what happens naturally: when you've advised three or four companies well, board invitations come to you. Not because you applied. Because the founders you advised tell other founders. Because investors who saw your impact recommend you. Because you built a reputation in rooms that matter — not in a classroom. The progression looks like this: Advise one company. Do excellent work. Let them talk about you. Advise a second. Now you have a pattern. Two founders who'll vouch for your judgment. By the third, you're not chasing boards. You're being asked. The physician who DMed me doesn't need another credential. They need a portfolio of advisory work that makes the expertise visible to the people who fill board seats. Two years in an MBA program won't do that. Six months of strategic advisory work will. Stop collecting credentials. Start building a portfolio that proves what you already know. CTA: If you're a clinician thinking about an MBA to "get into business" — pause. Ask yourself if what you actually need is visibility, not another degree. Follow for the playbook.

Most successful leaders aren't solo architects of their success. They're strategically supported by trusted advisors who help shape their journey. This is a truth I wish I had understood years earlier in my career. If I could go back and give my younger self (and you) one piece of career advice, it would be this: ↳ start building your personal board of advisors now, no matter where you are in your journey I discovered this concept relatively recently, and it’s completely changed how I think about mentorship, leadership, and personal development. While I have always valued mentorship, I now understand the power of building a diverse circle of advisors. Here's what I’ve learned since embracing this approach: Truth #1: Collective wisdom beats solo brilliance every time  Truth #2: The best advisors push and challenge you to grow  Truth #3: Fresh viewpoints come from unexpected places This journey has taught me to focus on: → Seeking voices that challenge my assumptions, not just confirm them → Building relationships proactively, not waiting until I need them → Gaining perspectives from outside my field that spark unexpected insights If you’re considering building your own board of advisors, here’s where to begin: 1. Identify the gaps in your knowledge, experience, and/or network 2. Select 2-3 specific areas where support from advisors would be valuable  3. Reach out thoughtfully to one potential advisor within the next week The strongest advisory relationships aren't about impressive titles. They're about finding people who offer unique perspectives and genuinely want to see you succeed. Your growth potential expands exponentially when you're supported by others who bring different viewpoints and experiences to the table. What advice would you give your younger self about building meaningful professional relationships? Share in the comments. Your learning curve might help another leader strengthen their support system.

During my years at a large company, every career discussion with internal mentors centered on my next move within the organization. Not once did anyone suggest I might thrive by launching my own coaching business. Yet taking that leap became my boldest career move—and my best decision. Why? Because I had cultivated something most leaders don't: a diverse advisory circle that could see beyond company walls. The truth is, relying exclusively on internal mentors creates an echo chamber. They're incentivized to keep you where you are—inside the organization. Your complete career advisory circle should include: ✨ Industry Peer Who Made The Leap: Your ally who can share the unfiltered reality of the path you're considering ✨ Trusted Recruiter: Offers market perspective on your value and reveals opportunities you'd never find internally ✨ Leadership Coach: Keeps you connected to your deeper "why" and accelerates your leadership evolution both in your current role and beyond ✨ Financial Advisor/Accountant: Provides clarity on your financial runway and tax implications for your next big leap ✨ Best Friend or Family Member: The person who will candidly tell you when you're settling or selling yourself short This trusted circle sees possibilities you haven't imagined and provides the balanced perspective internal mentors often cannot. As leaders, we're taught to build strong internal networks—but external perspective can be the true career accelerant. Who's in your career advisory team that sees beyond your current organization? Comment below. 👀 If your advisory team needs an coach who can help you thrive in both your current role and whatever comes next, I'd love to connect. -- Grateful for my advisory circle past and future including Emily Ciotoli Smith, CFP®, Jessica Subramanian, Ana Lucia Jardim, Julie Colbrese CPCC, MCC, David Costain, Elizabeth Coffey, Rachel Permut, Caitlin Lang and Ariana Wolf and so many more who help me see the bigger picture. #LeadershipDevelopment #CareerStrategy #ExecutiveCoaching #StrategicNetworking

The best promotions don't go to the most talented people. I’ve worked with thousands of professionals in my career. If there’s anything I’ve noticed after a decade in tech, it’s the fact that the promotions and high-visibility projects go to those with advocates. Here are the key reasons why advocates are essential for career growth (and some practical tips to gain and nurture them) 🔵 Advocates amplify your visibility. ↳ They talk about your achievements to others. This spreads your name and work beyond your immediate circle. 𝗧𝗶𝗽: If you’re a heads down person like me, it’s time to lift your head up to build relationships with colleagues and mentors who can vouch for your skills and contributions. 🔵 Advocates provide opportunities. ↳ They recommend you for projects and roles. This opens doors that you might not even know exist. 𝗧𝗶𝗽: Show your value consistently so that advocates feel confident in recommending you. 🔵 Advocates build your credibility. ↳ They lend their reputation to yours. This enhances your professional standing and trustworthiness. 𝗧𝗶𝗽: Maintain integrity and professionalism to ensure advocates are proud to support you. 🔵 Advocates ensure your efforts are recognized. ↳ They make sure your hard work is seen by decision-makers.This leads to promotions and career advancement. 𝗧𝗶𝗽: Document your achievements and share them with your advocates regularly. Bonus: 🔵 Advocates help you build a network. ↳ They introduce you to influential people. This expands your professional connections and opportunities. 𝗧𝗶𝗽: Your network is one of the most valuable things you’ll take with you in your career. Don’t let these opportunities go to waste! Seize the opportunity to build strong advocates and supercharge your career in the final months of 2024. If you’re not sure where to find your first advocate, try building a good relationship with your manager. Here’s my FREE LinkedIn Learning Course that can help you turn your managers into your #1 advocates: https://lnkd.in/gPXXNckd 💬 What are your obstacles when it comes to finding advocates at work?

A mentor provides invaluable guidance, wisdom, and support that can help you navigate the complexities of your career. They offer insights based on their experiences, helping you avoid common mistakes and accelerate your growth. With a mentor, you gain a trusted sounding board for ideas, strategies, and career choices, allowing you to learn from their successes and failures. Their feedback challenges you to think critically, enhances your problem-solving skills, and helps you become more self-aware. A mentor’s perspective can push you to think outside the box, offering a fresh outlook on challenges and opportunities. They also help you stay focused on your goals, offering advice on how to balance ambition with practical steps. A mentor encourages you to take calculated risks, push past your comfort zone, and grow with confidence. Beyond guidance, mentors can provide invaluable connections, introducing you to new networks and opportunities. Having a mentor isn’t just about career advancement; it’s about personal growth. They help you build resilience, emotional intelligence, and leadership qualities that will serve you throughout your life. A mentor helps you stay grounded during challenging times, reminding you of your values, goals, and long-term vision. When facing obstacles, a mentor offers encouragement and helps you maintain the right mindset to overcome setbacks. This relationship goes beyond career advice; it’s a partnership rooted in mutual respect, trust, and a shared desire for growth. With a mentor’s guidance, you can unlock your true potential, make better decisions, and navigate your career path with clarity and purpose. In the end, having a mentor is an investment in both your professional journey and your personal development.

𝐂𝐨𝐚𝐜𝐡𝐞𝐬, 𝐌𝐞𝐧𝐭𝐨𝐫𝐬 and 𝐒𝐩𝐨𝐧𝐬𝐨𝐫𝐬 are essential elements of one’s career journey Individuals serving in these capacities play distinct roles in personal and professional development but how best to leverage their guidance may not be intuitively obvious to early career professionals. The categories may overlap in some cases – useful in some ways, perhaps a bit confusing in others. 𝐂𝐨𝐚𝐜𝐡𝐞𝐬 focus on immediate skill development, assist with problem solving and serving as a point of reference. As an example, a new team member might be paired with a coach to help guide them through their orientation and become the go-to person when that individual has questions. They don’t play an active role in your career advancement though the assistance they provide can help you further your goals. 𝐌𝐞𝐧𝐭𝐨𝐫𝐬 collaborate with you on broader personal and career growth. These connections tend to be informal, flexible, long-term and relationship driven. Mentors are personally invested in the success of their protégé and are willing to share their experiences, advice and engage in more open-ended discussions. Leveraging multiple mentors with diverse backgrounds and experiences accelerates your growth so I always advise people to have at least 2-3 if not more mentors. The broader the better. 𝐒𝐩𝐨𝐧𝐬𝐨𝐫𝐬 are advocates for your career advancement. They use their influence to create opportunities for you, elevate your visibility to senior leadership and influence organizational decisions on your behalf. They in turn benefit by supporting talented individuals. Finding a sponsor can be tricky though my observation is that sponsorship can evolve when a senior leader forms a mentoring relationship with you. Suffice it to say, if a more senior leader chooses to ‘take an interest in you,’ they are either assessing the possibility of becoming a sponsor or have already decided. Act accordingly. Sponsors tend to notice you when you have given them a reason to do so. In isolation, coaches, mentors, and sponsors aren’t going to make magic happen for you overnight. You must make the investment and do the work. Being impatient and expecting shortcuts is a recipe for your frustration and their disengagement. But being indifferent to their potential utility is a mistake. One misstep I see happening with individuals over time is their failure to keep their network fresh. They become comfortable with having a set of coaches, mentors and hopefully sponsors and stop looking for new connections. It works great – until it doesn’t. Organizational and personal change will likely leave you picking up the pieces and starting over. 𝐂𝐨𝐚𝐜𝐡𝐞𝐬 provide skill improvement, 𝐌𝐞𝐧𝐭𝐨𝐫𝐬 long-term and career growth benefits and 𝐒𝐩𝐨𝐧𝐬𝐨𝐫𝐬 the opportunities for career advancement. Gaining a balance across these three groups and leveraging them effectively will make a difference in your journey. Engage, ask questions and grow! #career #growth