Ready for Career Growth? Advocates are Key!

Career advocates are critical to career growth. In fact, employees with advocates are 23% more likely to advance at work. However, many people assume that their success is based purely on capability.  

 

Renée Dye joins to discuss the key role and critical attributes of advocates, how you can cultivate and attract influential players to meet your goals, and the impact of remote work on relationship management and organizational culture.

Renée is an associate professor in the practice of Organization & Management at Emory University’s Goizueta Business School. Prior to this role, she served in McKinsey’s Global Strategy practice for more than 12 years and as chief strategy & innovation officer for Navigant. Her expertise has been featured in leading publications, including the Harvard Business Review, McKinsey Quarterly, and Fortune.  

Organizational Politics: A Big Challenge for New & Emerging Leaders  

During a recent survey of MBA graduates at Goizueta, Dye uncovered a startling insight. Of the many challenges new and emerging leaders face, these graduates felt least equipped to navigate organizational politics. She encourages universities to add curriculum around this topic–and devotes an entire class to this area to support her students. It takes more than strategies and skillsets to propel yourself to the C-suite; career advocates and champions are key.   

 

Organizations are Not Meritocracies 

While organizations are not meritocracies, many workers and students feel that career success is predicated purely on capability. Dye shares that excellence is critically important, but it’s not enough. Relationship management is a crucial skill everyone should cultivate.  

 

Research shows that employees with advocates are 23% more likely to advance at work. So, what should you look for in a career advocate? 

 

Mentors vs. Advocates 

Mentors and advocates are both important for career growth, but the set of attributes necessary for each varies. A mentor is a personal coach that provides a safe place to share. You can go to this person with no fear of judgement or consequence. You can be completely transparent and open about mistakes. On the other hand, an advocate needs to be above you vertically in your own or outside of your organization. They have likely been in the job market longer than you, have accumulated more experience, and can open doors for you. They are in a position of authority and have political power. They also need to have a deep and abiding faith in you and what you can achieve. They know you are not going to let them down.  

 

Common Mistakes in Identifying Advocates  

The most common mistake that employees make, particularly underrepresented individuals, is assuming that an advocate needs to look like them. It can be human nature to search for advocates of your same race and gender, but this can greatly limit your pool of potential advocates. Instead focus on your fit in other areas. Do you share similar personalities? Do you approach problems in a like-minded way? Do you have shared interests? 

 

The Advocacy Value Proposition  

When you are working with an advocate, their credibility is on the line. They have worked hard to advance in their career and have accumulated social, political, and relational capital along the way. For them to take you on, you must prove that you will add to their store of capital rather than deplete it.  

 

So, what can you do to make it a mutually beneficial relationship?  

• First off, do excellent work. You will not even be considered unless you always bring your A-game.  
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