By Randy Hain An ideal career advocate is a leader (or leaders) who has gotten to know you, is invested in your growth, has faith in you and trusts you. They are willing to advocate for you in the rooms where you are not present and even defend you from critics. They help open doors to better opportunities and are some of the most important relationships which should be nurtured and treasured throughout your career. It is desirable to have multiple career advocates at any given time and at all stages of your career.

I have been reflecting this past week on career advocacy and the definition I offer above as it has come up in a number of my coaching conversations this year. One thing I’ve learned through my years of being a senior leader as well as mentoring and coaching other leaders, is that cultivating advocates at every stage of your career is essential and a vital part of meaningful professional growth. I would also argue that the journey to earning true advocates is not to be viewed as a shortcut or transaction; it’s the fruit of authentic relationships built over time, earned trust, and consistent good performance.

As I have frequently advised my clients for years through the lens of my own experiences and observations, mentorship/coaching is foundational to a successful advocate relationship. Before someone can really know and advocate for you, a real mentorship/coaching relationship should be forged. This requires us to be genuinely curious, active listeners and humble. We earn these advocates by consistently investing in relationships and demonstrating character, ability and value over time. Career advocate relationships are not a guaranteed entitlement; it’s something we work for, and it is always built on a foundation of trust.

If you recognize the importance of career advocates in your life and determine there is work to be done, how can you get started in a practical way? Here are three critical areas where I recommend you invest your time and energy;

Invest in Key Relationships

  • Conduct a candid relationship audit to assess the status of your key business relationships (inside and outside your organization) on a scale of 1 – 10. Include even those you only know superficially but should get to know better. Scores below seven indicate relationships that need attention.
  • Identify the potential career advocates in your business network who can also offer guidance and support. Approach them first for mentorship and coaching on developmental areas you have identified. Ask them for candid feedback on where they think you need to improve. Be genuinely open to learning, and show gratitude for their investment in you. Helpful Tip: Always make your requests for time with more senior leaders easy for them, not you. An early morning coffee before work in the cafeteria or a brief virtual call may be the best fit for their busy schedules. Ask their Assistant for guidance if you are not sure.
  • Remember: building trusting relationships with potential advocates is foundational and requires intentionality and commitment. Without it, advocacy will not take root.
  • Do not make it all about your needs. Even though you are seeking mentorship and eventually advocacy for your career, seek ways you can help them as well. Try to add value for them and make this a win/win.
  • Be courageous, persistent and patient. You may be time-challenged or an introvert/high-functioning introvert and find the idea of building key relationships like this to be daunting. Visualize a brighter future with more rapid career advancement and success…and let this be the catalyst and motivation to pull you out of your comfort zone. Be appropriately persistent and also patient as building effective relationships takes time.
  • Respect and appreciate the risk taken by those who advocate for you and always be deserving of it. Never forget they are likely putting their own credibility on the line to help and speak up for you. Be grateful.
  • CAUTION! Do not over-focus on your boss or one executive sponsor as your career advocate. This lack of broad exposure to a diverse group of career advocates can negatively impact you if this person is promoted, retires or leaves for a new role. Cast a wide net with your relationship-building to avoid this issue.
  • For more guidance on building quality business relationships, read my post: 10 Practical Tips for How to Thrive in the Relationship Economy.

Communicate with Clarity, Courage and Vulnerability

  • Be willing to ask for help. Courage and vulnerability often precede breakthrough moments in your career.
  • Be clear and honest about your goals and needs. Advocates can’t help if they don’t know what you need or your professional aspirations.
  • Communicate your value humbly—your work should speak for itself, but don’t shy away from sharing your achievements with appropriate humility.
  • Invite candid feedback. Be specific in your requests for feedback and avoid generic low-value questions like “Am I doing OK?” Embrace questions like “What are two things I need to improve to get to the next level?” or “What are the specific obstacles I need to overcome to attain the position I am pursuing?”

Earn the Career Advocacy You Seek

  • Always bring your best to everything you do. Excellence, consistency, a strong work ethic, and credibility should be your calling cards.
  • It is very possible that you will draw senior leaders to you at work who you do not know well, through your character and strong performance, who wish to advocate for you. They may want to invest time in you and see your potential. Obviously you can’t wait around for this to happen and it is not guaranteed, but it is always welcome when it does!
  • Candid and specific feedback is a gift, as I shared earlier. Seek it often, take it seriously, and use it to fuel your growth.
  • Find authentic ways to highlight your work without bragging, not to gratify your ego, but so others can see your meaningful contribution in an appropriate way.
  • Be a great and supportive team player on your journey to earn your own career advocacy. Support, praise and invest in your colleagues to aid their success.
  • Advocate for others. Those who lift up their colleagues and friends create a legacy of generosity and trust. You win when they win.

For more senior leaders reading this post, I want to challenge you to be proactive in reaching out to some of your younger colleagues at work. Start mentor/coaching relationships that may lead to you advocating for them down the road. They may feel intimidated or shy about asking for help and following the steps I have outlined above. These younger professionals, based on my observations, do not always engage or manage their careers as we more senior professionals did and we should be willing to bridge the gap and help maximize the gifts and talents of these emerging generations in the workplace. They are moving into leadership roles at a rapid pace and we should be actively investing in their success.

In the end, cultivating career advocates can and should be part of a fulfilling journey, not a short-term transaction. It’s about building genuine relationships, delivering real value, and seeking to serve as much as to receive. Earning helpful advocates—and being one for someone else—is one of the most rewarding paths you can walk over the course of your career and will greatly increase your chances for success.

One more thing…everything I have shared here applies to those seeking new employment as well. The process of seeking out those willing to help in recommending you and openings doors for new job opportunities is best served by a desire for both parties to benefit, relationships rooted in trust, your demonstrated credibility and a clear articulation of your needs.

All of us, me included, have benefited (or will benefit) from helpful career advocates. I hope this advice is helpful and leads you to a stellar career filled with success doing meaningful work you enjoy.

Good luck!