Cultivating Circumstances for Career Progress

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Abstract: This article examines how organizational leaders can strategically influence their career trajectories despite the inherent role of chance in professional success. Drawing on empirical evidence, it argues that while luck cannot be eliminated from career advancement, individuals can significantly enhance their opportunities through deliberate practices. The article outlines three key strategies: building diverse professional networks through industry events and associations; maximizing learning through certifications and special projects; and cultivating a positive professional reputation through consistent performance and transparent communication. Through practical examples and research-based insights, the article demonstrates how these intentional approaches position leaders to capitalize on unexpected opportunities when they arise, effectively transforming random chance into predictable patterns of career advancement that favor the prepared and proactive professional.

Luck has always played a role in career success. However, the research shows that individuals can cultivate good fortune through intentional actions that put them in a position to benefit when opportunities arise.

Today we will explore how organizational leaders can increase their career luck through building strong professional networks, maximizing learning and growth opportunities, and cultivating a positive reputation. While some role of chance cannot be avoided, luck favors the prepared - those who put themselves in a position to benefit from unexpected opportunities through proactive career cultivation practices.

Build Your Professional Network

Networking is key to career luck. Research has consistently found that a strong network is one of the strongest predictors of career success (Forret & Dougherty, 2004). The wider and more diverse one's professional connections, the higher the chances of learning about potential career boosting opportunities before others. Three practical ways organizational leaders can expand their network include:

Attend Industry Events and Conferences

Major conferences and local networking events are prime opportunities to meet new contacts and reconnect with past colleagues. Introduce yourself to someone new at every opportunity. Follow up afterwards on LinkedIn to maintain the connection.

For example, attending a national HR conference led Ellen, Director of Talent for a tech startup, to reconnect with her former boss Susan. During a chance conversation at the event, Ellen learned Susan had just been promoted to lead HR for a larger company. A few months later, when an Director-level opening came up on Susan's team, she remembered Ellen and her strong performance. This led to Ellen's promotion.

Get Involved in Industry Associations

Joining professional associations in your field allows ongoing networking opportunities through local chapter events and industry publications/platforms. Take on a leadership role, such as joining the programming committee, to increase visibility among other members.

For instance, Rob regularly volunteered for the events committee of his state's SHRM chapter. Through planning networking happy hours and speaker events, he expanded his network of HR professionals across various industries. This proved invaluable when he was ready for a new career challenge, learning about several openings his new connections knew about before they were publicly posted.

Leverage Your Employer's Network

Get to know colleagues beyond your immediate team by attending company-wide functions. Introduce peers to your network when there may be opportunities for partnership. Don't forget to network up - get to know managers who could become future sponsors.

For example, Deborah proactively got to know peers in other departments at her global nonprofit by attending annual company holiday parties. She connected two colleagues working on similar issues, resulting in a new partnership. Impressed, her director sponsored Deborah for an emerging leaders program, giving her increased career opportunities within the large organization.

Maximize Learning and Growth

Constant skill development increases career adaptability during chances. It's not enough to just networking - one must also keep enhancing their value in a changing job market through continuous learning (Carter & Silo, 2008). Leaders should find formal and informal ways to stay relevant, with new skills primed to contribute at their next role.

Complete Additional Certifications

Earning certifications in in-demand specialty areas can differentiate you as qualified for new opportunities. However, choose wisely based on your goals - certifications like the PHR/SPHR in HR are worthwhile, while others with less recognition may not boost your career.

For example, Marvin earned his PHR certification while working in compensation. Though staying in his function, the designation helped land an internal promotion to director when his new skills made him the best candidate over external prospects.

Take On Special Projects and Assignments

Volunteering for cross-functional initiatives outside your core role enhances your experience in new domains. Use extracurricular engagements as learning laboratories to develop strengths for future leadership roles.

For instance, Catherine joined her company's diversity task force as her department's representative. There, she led an employee resource group which strengthened her change management skills. This involvement then positioned her for a new role leading organizational development.

Take Advantage of Employer Training Programs

Many companies offer benefits like tuition reimbursement and leadership development programs. Capitalize on sponsored learning opportunities to continually advance your knowledge and preparation for the next challenge.

For example, Mike's employer covered an MBA degree as long as he remained with the firm for two years post-graduation. The dual specialization in marketing and operations perfectly qualified him for promotion to a newly created director role overseeing both areas in a new division.

Cultivate Your Reputation

A strong reputation attracts fortuitous career chances. What others think of your work, work ethic, and character holds weight in opportunity identification (Ng et al., 2005). Consistently build your professional brand through three reputation-boosting practices:

Deliver Excellent Work on Consistent Basis

Be known for the quality, thoroughness and reliability of your work product. Go above and beyond, like polishing presentations or following up on loose ends. Leaving a positive impression increases odds of recall during staffing.

For instance, Laura earned a stellar reputation through her dedicated management of annual HR conferences, running seamlessly for over a decade. So when the VP role overseeing conferences came available through the retirement of her boss Ali, Laura was the automatic successor that leadership trusted in the role based on her proven track record.

Be Helpful without Agenda

Freely offer assistance, advice or introductions to colleagues without expecting something in return. Develop a dependable problem-solver image that makes you top-of-mind for new undertakings.

For example, Daniel was known for always lending an ear or shoulder. So when the startup he worked for underwent rapid growth, his supportive reputation led to his selection over competing candidates as the most capable person to build and lead a company-wide mentoring program.

Share Successes and Learn from Setbacks

Don't hide problems or mistakes - address them transparently and explain lessons learned. Simultaneously communicate achievements to spread word of your impact. A balanced, honest narrative boosts how others perceive your leadership potential.

For instance, Carmen openly discussed innovations that worked as well as initiatives that didn't pan out as intended during staff meetings. Because of her transparent approach, her VP became an advocate based on believing wholeheartedly in Carmen's ability to learn from errors and try new things - leading to increased responsibilities.

Conclusion

While chance plays a role in career progression, organizational leaders have significant power to cultivate beneficial outcomes through strategic professional networking, continuous learning actions, and the thoughtful curation of their reputation. Focused effort in these three areas optimizes one's chances to learn about and secure fortuitous opportunities as they arise, helping ensure that one is indeed "ready for their time in the sun" through proactive preparation. Regardless of any role serendipity plays, taking practical steps like the examples provided consistently tips the scales in favor of those who diligently work to align forces of choice and chance toward maximizing their career success.

References

1. Forret, M. L., & Dougherty, T. W. (2004). Networking behaviors and career outcomes: Differences for men and women? Journal of Organizational Behavior, 25(3), 419–437. Carter, N. M., & Silva, C. (2008). The career book. BusinessPlus.

2. Ng, T. W., Eby, L. T., Sorensen, K. L., & Feldman, D. C. (2005). Predictors of objective and subjective career success: A meta‐analysis. Personnel Psychology, 58(2), 367-408. le resource in any organizational context – human understanding.

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Jonathan H. Westover, PhD is Chief Academic & Learning Officer (HCI Academy); Chair/Professor, Organizational Leadership (UVU); OD Consultant (Human Capital Innovations). Read Jonathan Westover's executive profile here.

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Suggested Citation: Westover, J. H. (2026). Cultivating Circumstances for Career Progress. Human Capital Leadership Review, 21(2). doi.org/10.70175/hclreview.2020.21.2.2