Here's how you can cultivate a robust support network within your workplace, including your boss.

To cultivate a robust support network at work: 1. Build Strong Relationships: Regularly communicate and align goals with your boss, support and engage with colleagues, and appreciate their contributions. 2. Enhance Visibility: Demonstrate expertise, volunteer for projects, and position yourself as a valuable resource. 3. Foster a Supportive Culture: Encourage open communication, build trust, and address conflicts constructively. 4.Seek Mentorship: Find and leverage mentors for guidance and career development. 5. Invest in Development: Pursue continuous learning and share knowledge with your network.

Building a strong support network at work, including your boss, is essential for career growth and overall well-being. Here are some key strategies: Proactive Communication: Regularly update your boss on projects and progress. Don't wait for them to come to you. Seeking Guidance: Ask for your boss's input on challenges you face and show willingness to learn. Offer Help: Be helpful to your boss as well. Offer to take on extra tasks or assist with projects. Mutual Respect: Maintain a respectful and professional demeanor in all interactions. Emotional Intelligence: Understand your emotions and those of your boss. Practice active listening and empathy to build trust.

Building a strong support network in the workplace involves several key strategies: Demonstrate sincere interest in your colleagues' and boss's interests, hobbies, and career aspirations to establish trust and strengthen relationships. Ensure clear and respectful communication, be open to feedback, and provide constructive feedback. Help colleagues and boss with tasks or projects, share skills or knowledge, and lend a listening ear. Deliver high-quality work consistently and meet deadlines to gain reliability. Recognize and appreciate efforts with simple gestures. Engage in team-building activities. Understand when to offer support and when to give space. Continuously improve skills and knowledge to contribute effectively to the team.

Talk to your peers. It sounds simple, but getting involved in the lunchtime walk, the morning coffee run, attending socials, and putting yourself in the position to get to know your colleagues off a zoom call.

One thing I’ve found helpful is that the manager should create an environment with psychological safety so anyone could speak up and share their ideas.

It is called the law of psychological reciprocity, which basically means that as humans, if someone does something nice for us we feel a sense of having to return the favour in kind. Think of it as an ATM machine but for actions. If you don’t make any deposits you can’t withdraw right! Same with people. If you do not make emotional deposits then when the time comes for you to ‘cash in’ there is nothing in the account. Always remember, it is not do unto others as you would have done unto you. Rather treat people the way they want to be treated. Whatever you do make sure it is with authenticity, kindness and humility.

Ask your teammates how they're getting on and if you can support them. They'll nearly always return the favour if you need a hand and it's a great way to build camaraderie.

It would be good idea to train all project members about Being Pro Active. So, each member could know their responsibilities to achieve the results and communicate continuously to get that.

Find events within and outside your industry. You never know what a connection could lead to. Make sure you actually take people's details or connect with them on LinkedIn afterwards!

Building a solid support network at your workplace, including with your boss, involves several key steps: -Keep lines of communication open. Please update your boss and colleagues on your progress and challenges. -Engage with colleagues across different departments. Attend social events, both formal and informal. - Deliver high-quality work consistently. Meet deadlines and exceed expectations. -Identify potential issues before they become problems and offer solutions.

Networking event is a great place to learn new things and engage with others. However, it would be good to consider the necessary of the event to employee, choose the one which is fostering the area the employee are working

Mentors don't need to be formal. It could be a manager at your workplace, an old boss, or an author whose interviews you listen to to learn from.

There is an axiom that states ‘teaching is the best way to learn’ or words to that effect. So it is really important to be a mentor and to be mentored in order to facilitate your own learning. What is critical is choosing a mentor that you can actually relate to, not necessarily someone from your exact field of expertise or someone who is foist upon you. Your relationship with your mentor is the thing that will be of the most benefit long term. You cannot learn from people you do not trust and respect. I created the VIC PCA mentioning programme where a I interviewed and matched every individual to their best suited behavioural profile. It has been one of the most successful programmes to date, with relationships still thriving.

I completely agree with this. All organizations should establish mentoring programs to foster learning and sharing knowledge within the organization