Navigating a successful career path today goes beyond having the right skills and experience. To reach your full potential, you need a group of trusted advisors, a "personal board of directors," who can offer guidance, make strategic introductions, challenge your thinking, and support your ambitions.

Susan Justus is a VP, Head of Learning and Career Enablement at the New York Times. An experienced organizational talent and development leader and certified executive and career coach, Susan has worked with many individuals and organizations, helping people understand their motivations and inherent strengths as well as fostering growth cultures within enterprise organizations. She encourages smart professionals to follow a strategy that top companies embrace and build a “board of directors” (you can read more of Susan’s excellent advice here). This board should consist of a diverse mix of mentors, sponsors, career coaches, and industry peers who can help you adapt to change, unlock new opportunities, and develop as a leader. And don’t be afraid to reach out to people you admire!  Over twenty years ago, I reached out to retail expert Paco Underhill, author of “Why We Buy” (among other great books). Discovering my office was near his in New York City, he invited me to meet with him on the spur of the moment, and that encounter led to many engaging conversations and a lengthy professional relationship and friendship that I value greatly.

Here’s how to cultivate and leverage your own brain trust.

Step 1: Define Your Career Vision and Goals

Before assembling your personal board of directors, clarify what you want to achieve. Define your short- and long-term goals, identify your values, and consider what kind of guidance and perspectives would help you thrive. Are you aiming to transition to a different field, scale new leadership heights, or deepen your expertise in your industry? Knowing your priorities will guide you in selecting the right advisors and help them better support your ambitions.

Step 2: Identify Key Roles for Your Board Members

A well-rounded personal board typically includes mentors, sponsors, career coaches, and industry peers. Here’s what each of these roles offers:

1. Mentors – Mentors provide experience-based guidance, share advice on skill development, and help you learn from their own career trajectories. They often have more experience in your industry or a similar field and can offer advice on navigating specific challenges. Mentors help with professional growth and can open your mind to new ways of thinking.

2. Sponsors – Sponsors are influential advocates who actively help you secure new opportunities (they can be internal or external). Unlike mentors, sponsors are invested in your career progression and use their networks and clout to connect you with influential figures, secure high-visibility assignments, or advocate for promotions. Finding sponsors may take time as they are often colleagues or leaders who have witnessed your accomplishments and potential firsthand.

3. Career Coaches – Professional coaches can bring an objective perspective to your growth. They can help you refine your goals, develop executive presence, and strengthen your decision-making skills. Coaches are invaluable for helping you identify blind spots and build effective strategies for managing challenges. Consider investing in a coach when you’re at a crossroads or preparing for a significant transition (Sandymount Search can help with referrals).

4. Industry Experts – Peers or experts in your industry can provide insights into market trends, emerging technologies, and best practices in your field. They can offer a unique perspective on industry-specific challenges and opportunities, as well as share resources that help you stay relevant. Relationships with peers also help normalize career challenges by creating a space for mutual support.

5. Specialized Advisors – For niche needs, or if you’re in the C-Suite, you may benefit from specialized advisors, like venture financing, private equity investors, technical or engineering talent, legal experts, or financial consultants. And don’t forget executive search consultants and talent professionals! The best relationships are cultivated not when you are in urgent need of them, but over time, and should be built personally and authentically.  Each brings targeted expertise that supports specific aspects of your career or personal development.

Step 3: Cultivate a Diverse Network

An effective board is diverse in terms of skills, backgrounds, and perspectives. Seek out advisors with different areas of expertise, with different lived experiences, from varying industries, generations, and even geographic regions. Diversity not only offers a broader range of insights but also provides a balanced perspective on challenges and opportunities. For instance, a technology expert working at the forefront of advanced technologies might bring forward-thinking insights, while a seasoned professional from a traditional industry could offer grounded, strategic advice rooted in experience. Consider potential advisors outside your usual circles—sometimes the most valuable insights come from unexpected sources. Having a “brain trust” you can tap into is invaluable.

Step 4: Build Genuine, Reciprocal Relationships

Once you identify potential board members, approach each one thoughtfully. Express your interest in building a mutually beneficial relationship, emphasizing that you value their guidance and are eager to support them in return. Developing a successful board relies on trust, so invest in these relationships by being authentic, proactive, and considerate of their time.

For example, rather than reaching out only when you need advice, look for ways to offer something of value in return. You might share industry insights, offer introductions, or simply stay in touch with regular updates. Recognize that these relationships take time to deepen and evolve; nurture them with regular check-ins and genuine appreciation. If you’re in the same location, get together in person when you can for coffee, drinks or dinner–take the time to get to know them and build an authentic rapport.

Step 5: Create a Structure for Engagement

Establishing a structure for how you interact with your board can help maximize their value. Determine how frequently you’d like to check in with each person, whether that’s monthly, quarterly, or during specific career milestones. Regular meetings keep your “board members” informed of your progress and allow you to receive timely advice.

Set specific agendas for each conversation, updating your mentors or coaches on recent accomplishments, challenges, and questions. For sponsors and industry peers, consider periodic catch-ups to discuss career goals or industry developments. A structured approach demonstrates respect for their time and a commitment to your own growth.

Step 6: Evaluate and Evolve Your Board

Your needs and goals will change over time, and so should your board. Periodically assess the relevance of each relationship. If your career takes a new direction, you may need to add different perspectives or reduce engagement with members whose expertise no longer aligns with your trajectory (hopefully continuing to appreciate and nurture that relationship).

Take time to reflect on the insights each member brings. If you’re receiving similar advice from multiple people, it may signal a need to bring in more diverse viewpoints. Similarly, if someone’s feedback or approach no longer resonates with your goals, it’s okay to gracefully reduce contact or move them into a less central role.

Step 7: Be a Resource for Others

Finally, as you benefit from your board’s guidance, consider how you can give back. Offer mentorship to emerging professionals, advocate for colleagues when you have the influence, and share what you’ve learned. Becoming a resource for others not only strengthens your network but also enriches your career journey.

A personal board of directors is a powerful asset in navigating a dynamic career landscape. By carefully selecting mentors, sponsors, career coaches, industry peers, and specialized advisors, you can create a valuable brain trust that offers both strategic insights and invaluable support. Build your board with intention, cultivate meaningful relationships, and stay open to evolving your network over time. With the right guidance, you’ll be well-prepared to achieve your career goals and make a positive impact in your field. 

– Susan Towers, Managing Partner, Sandymount Search