TIN #124 - Why Networking is the Leadership Skill of the Future
How Networking Can Transform Leadership Development
Networking is often viewed as a tool for finding new job opportunities.
But have you ever thought about its potential as a core leadership competency within your organization?
Let’s explore how internal networking can reshape your leadership development, enhance engagement, and improve talent mobility.
All of these things benefit you individually, but could also benefit your company!
This issue takes about 4 minutes to read…
Before We Get Started:
My online course, “5 Steps To Grow Your Professional Network,” is FREE for all my newsletter subscribers. Learn the process I use everyday to grow my professional network.
Each week, I post a new podcast with tips you’ll find in the weekly newsletter and bonus stories, wisdom, and motivation. The Introverted Networker podcast is like the weekly newsletter but with additional narration and thoughts from me. Be sure to listen to this week’s podcast and check out the previous episodes of the podcast on Spotify and Apple Podcasts for more networking tips and insights.
The video version of the podcast is available on my YouTube channel.
Why Networking Matters for Leadership
Most people associate networking with career moves.
However, teaching employees to network within their organization can have transformative effects:
Retention and Engagement: Employees who form strong internal connections are more likely to feel engaged and stay longer.
Leadership Development: Networking equips leaders with the ability to collaborate across departments, enhancing their management skills and overall effectiveness.
Managerial Growth: Effective connections help leaders better understand their teams and organizational dynamics.
The Challenge with Leadership Development Programs
A recent Gartner study revealed that only 36% of HR leaders believe their leadership development programs are effective.
Even fewer (23%) think their current leaders can meet future organizational needs.
(If you want the PDF of this study, send me an email or leave a comment and I’ll send it to you. It’s a free study, but you have to give them your email address to get it).
One key problem?
Many leadership programs focus on teaching skills in isolated training sessions, leaving participants with little opportunity to apply what they’ve learned.
This gap between learning and application often leads to wasted potential.
Imagine attending a workshop on networking, feeling inspired, but then returning to work without applying those new skills.
Without action, the knowledge fades.
What’s the solution?
Peer Connections!
Peer Connections: A New Model for Leadership Development
Gartner highlights “peer connection-based learning” as a vital approach.
Instead of relying solely on formal training events, organizations can:
Foster professional relationships across departments.
Encourage employees to share knowledge, experiences, and insights with one another.
Build communities where collaboration and innovation flourish organically.
This approach not only develops leadership skills but also enhances organizational cohesion and mobility.
Making Internal Networking a Habit
In order to create these Peer Connections, employees need to learn how to network internally.
But it has to become a daily habit - part of the routines in your organization.
Here’s how networking can become part of daily routines:
Identify Key Contacts: Teach employees how to pinpoint individuals they need to connect with in their organization.
Reach Out Effectively: Provide scripts or guidelines to help them confidently initiate conversations.
Engage in Meaningful Conversations: Focus on listening, understanding, and finding ways to help others.
Build Reciprocal Relationships: Encourage employees to be easy to help and open to collaboration.
Form a Networking Habit: Integrate connection-building into everyday work.
By embedding networking into daily operations, employees continuously learn from each other without relying on one-time training events.
The Bonus Benefits of Internal Networking
Teaching employees to network internally has ripple effects:
Talent Mobility: Employees discover new roles and opportunities within the organization, reducing turnover.
Collaboration and Innovation: Cross-departmental connections lead to self-forming teams that work more effectively without excessive management oversight.
Stronger Engagement: Employees who feel connected to colleagues and leaders are more likely to stay engaged and loyal to the organization.
Take Action: Start Networking Within Your Organization
If you’re a leader or HR professional, consider how networking can be integrated into your leadership development strategy.
Teach employees to build connections as part of their roles.
For individuals, try these steps:
Reach out to someone in a different department this week.
Schedule a quick conversation to learn about their work.
Look for ways to help them—and let them know how they can help you.
If you’re exploring new job opportunities, ask yourself:
Have I fully explored the opportunities within my current organization?
Sometimes, a simple conversation can open doors you didn’t know existed.
Networking isn’t just about finding a new job; it’s about building relationships that help you grow and contribute within your organization.
This week, think about how you can connect—whether it’s to improve your leadership skills, find new opportunities, or simply make your workplace more engaging.
And as always, if you need help getting started, I’m here to help. Let’s connect.
Before You Go…
Each week, I share awesome networking tips from other people. This week:
Jeff Su had a great post this week on the importance of follow-up when networking for a new job.
David Hannan shared lessons for networking when you have ADHD.