In this article authors Cross and Thomas argue that the best networks are made up of diverse and select networks across different spheres and that it is counterproductive to build networks that are either too large or based solely on connecting with politically powerful people. Their premise is exemplified by their research subject Deb whose network is found to be effective in that it helps her find purpose, gain influence and learn new skills. The article also outlines and illustrates their four-step process for executives to develop balanced social and professional networks.
What I take from this article is that networking and personal growth are not a guessing game. Successful and happy people are not just lucky, so much as they are organized and intentional about who they interact with and how they leverage those relationships. My annual employee review is on the horizon which means an opportunity to evaluate my business goals and my network is staring me in the face. My goal is to achieve a title change to show future employers that I did not stagnate in my role or become complacent. I also want to show my current employer that I have value to them as a leader and influencer in the department for new and struggling employees, beyond the results of my successful project completion rates. This will also require me to look at my networks and connections to ensure that I am being as a good a social tie to others, as they are to me.
LO2: Demonstrate the ability to assess complex organizational environments and achieve communication goals.
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