You're aiming to advance in Social Impact. How can you harness your boss's expertise to propel your career?

Leveraging your boss's expertise is a strategic move in any career. By initiating regular one-on-one meetings, you're not just seeking advice, you're building a rapport that can lead to mentorship and deeper insights. These sessions are a platform to showcase your initiative, absorb wisdom, and refine your approach to social impact work. It's a two-way street of knowledge sharing that benefits both your personal development and the broader goals of your organization. Embrace this opportunity to learn from someone who's been in your shoes and use it to chart a successful path forward.

Having a boss who can also serve as a mentor propels your career and personal development. Assuming that you already work in the field that drives your passion, your boss's contributions and experience can inspire and guide you to make your own impact. Doing so will also create a sense of camaraderie since you are both committed to the same goal.

Reset your stories about 'what your boss can do you for you' and focus more on stepping into your own state of presence, so you can do it for youself.

I'd opened an office in a new city. My boss had emphasized the importance of making an impact. Using his success as a guide, I selected one of the key business leaders in the city; followed him in the news; researched his background. When he was recognized for civic accomplishments, I sent him a short "thank you" letter. After a few months, I wrote a letter asking for his advice. His secretary called - I had an appointment. At the conclusion of our meeting he offered to introduce me to key individuals at social events - where I was his guest. The rest is history.

Transform your one-on-one meetings into strategic discussions by setting clear agendas beforehand. Identify specific challenges or areas where you need guidance, and come prepared with potential solutions. This not only shows your initiative but also demonstrates your ability to think critically. By turning these sessions into collaborative problem-solving opportunities, you’ll gain deeper insights and strengthen your professional relationship.

As part of observing, take notes as to the actionable things you might try. Take a moment within 24hrs of observing to imagine yourself in the same situation applying some of the things you observed and reflect on how it felt.

Go beyond simply observing your boss’s actions—delve into understanding the underlying principles that guide their decisions. Take note of how they balance competing priorities, navigate ethical dilemmas, and maintain a focus on long-term impact. Reflect on these observations and consider how you can apply similar principles in your work. This approach will help you internalise their expertise, allowing you to adopt and adapt their strategies to your own career journey.

A observação é subestimada. Além de acompanhar decisões e crises, preste atenção aos momentos de silêncio, onde as escolhas são feitas sem palavras. Como seu chefe lida com tensões não verbalizadas ou oportunidades sutis? Às vezes, os maiores aprendizados vêm das entrelinhas. Se quiser desenvolver habilidades excepcionais, comece observando o que não é dito. A liderança real muitas vezes acontece quando ninguém está olhando.

When offering support on your boss’s projects, take the initiative to identify areas where you can add unique value. Rather than waiting for tasks to be assigned, propose specific ways you can contribute based on your skills and interests. This proactive approach not only positions you as a valuable team member but also gives you direct exposure to high-level social impact work. Engaging deeply in these projects will accelerate your learning and development.

Ofereça suporte, mas com um twist: busque compreender não só o "como", mas o "porquê". Questione as premissas que guiam as decisões de seu chefe e explore as suposições subjacentes. Esse tipo de análise crítica pode revelar lições valiosas sobre estratégia e gestão. A verdadeira sabedoria está em entender as razões ocultas por trás das escolhas — e não apenas as escolhas em si.

When expanding your network, don’t just rely on introductions from your boss—take the lead in fostering these new connections. After being introduced, follow up with the contacts independently and seek out ways to collaborate or contribute to their work. This shows initiative and builds your reputation within the social impact community. Additionally, bring new contacts into your boss’s network, which can strengthen your professional bond and open up new opportunities for both of you.

Networking é fundamental, mas para ser realmente eficaz, torne-se um conector ativo. Ao ser introduzido aos contatos do seu chefe, pense em como você pode agregar valor a essas relações, seja conectando pessoas com interesses comuns ou trazendo novas perspectivas para a mesa. Networking não é apenas sobre quem você conhece, mas sobre como você cria pontes entre as pessoas. Sua rede de contatos é tão forte quanto o valor que você adiciona a ela.

Seeking feedback from people means you have a better opportunity to control the time and timing of the feedback. This will put you in a better position to hear the feedback and your willingness to act on it.

To maximise the benefits of feedback, create a feedback loop with your boss. After receiving input, take the time to implement changes and then seek further feedback on your progress. This iterative process demonstrates your commitment to continuous improvement and allows you to fine-tune your approach over time. Moreover, consider requesting feedback on specific aspects of your work where you’re looking to grow, making the feedback process more targeted and impactful.

Receber feedback é uma arte — mas transformar feedback em ação é uma ciência. Um passo adiante é pedir feedback antecipado, antes que você finalize um projeto ou decisão. Isso não apenas melhora o resultado, mas também demonstra um nível de proatividade que pode mudar a dinâmica da relação com seu chefe. Se você espera pelo feedback, já está um passo atrás.

I always ensured my boss knew I was there to support her, whether it was taking something off her plate, filling in if she couldn't attend a meeting, or simply being a safe space to vent. As a result, we established an authentic relationship and genuine trust. So, when our company was growing, improving our systems, etc., who do you think she went to in order to collaborate? Innovating with your boss isn't about a position on the org chart. This collaborative innovation is birthed from establishing authentic relationships and trust. When your boss sees that you understand what's on their plate and they trust you it's then that innovating together can take place.

When proposing new ideas or innovations, approach your boss with a well-thought-out plan that includes clear objectives, potential challenges, and measurable outcomes. Invite them to refine and co-create the plan with you, ensuring their expertise shapes the initiative. This collaborative innovation not only drives meaningful impact but also positions you as a forward-thinking leader. Through this partnership, you’ll gain practical experience in leading change and strengthen your role as a key contributor in your organisation’s social impact efforts.