Latest / Career Coaching with Fexingo: Professional Coaches, Career Counselors, and Guidance for Workers / How to Build a Career Advisory Board
Transcript
- Lucas: You know, I've been thinking about something a lot of our listeners ask: how do you get career advice that actually cuts through the noise? Not from your boss, not from HR, but from people who have no stake in your next promotion. Luna: Right — the kind of advice that's actually honest because it's not filtered through someone else's agenda. Lucas: Exactly. And the most effective way I've seen is to build what I call a personal advisory board. It's a small group of people — three to five — who you formally ask to be your career counselors. Luna: So you actually ask them? Like, 'Will you be on my board?' Lucas: Yeah. It sounds formal, but it works because it sets clear expectations. A friend of mine — let's call her Sarah — did this two years ago. She picked three people: a former boss she trusted, a peer from a different industry, and a retired executive she met at a conference. She sent each a short email saying, 'I'm assembling a small group of advisors to help me think through career decisions. Could I call on you once a quarter for thirty minutes?' All three said yes. Luna: And what did she get out of it? Specific advice? Lucas: Very specific. The former boss helped her navigate office politics. The peer gave her a reality check on industry trends. The retired executive pushed her to think about her long-term trajectory. Within a year, she made a job change that increased her salary by twenty percent. Not because they told her to, but because their perspectives helped her see an opportunity she was blind to. Luna: That's a compelling example. But how do you pick the right people? I imagine you don't want just yes-men. Lucas: Right. You want diversity of perspective. The ideal board has three types: a mentor — someone senior who knows you and your industry; a peer — someone at your level who sees the landscape differently; and a contrarian — someone who will challenge your assumptions. The contrarian is the hardest to recruit, but the most valuable. It could be someone from a completely different field. Luna: So you're essentially building a micro-network with a purpose. It's not about collecting contacts on LinkedIn. Lucas: Exactly. It's about intentional relationships. And the key is regularity. You don't just reach out when you have a crisis. You meet quarterly, even if there's nothing urgent. That builds trust and context. When a real decision comes up, they already know your situation. Luna: That makes sense. But how do you structure those meetings so they're productive? Lucas: One thing I recommend is sending a one-page update before each meeting. List what's changed, what you're thinking about, and one or two questions. That way the conversation is focused. You get the most out of thirty minutes. Luna: That's smart. It respects their time and makes you look prepared. Lucas: Exactly. And it gives them material to think about in advance. They can show up ready to give real advice instead of asking, 'So what's new?' Luna: I can see how that would lead to deeper insights. Do you have a template for that one-pager? Lucas: I do. It's simple: three sections. First, 'What's happened since we last talked' — two or three bullet points on projects, milestones, or changes. Second, 'What I'm thinking about' — one or two dilemmas or opportunities. Third, 'Where I'd love your input' — the specific questions. Keep it to one page, no more. Luna: I like that it keeps the advisor focused on the most relevant stuff. And it probably makes them feel valued because you're showing you've thought about their time. Lucas: Exactly. And that's crucial because these people are doing you a favor. You want them to feel like their input is making a difference. So follow up afterward — let them know how their advice helped. Luna: Good point. So it's a two-way street in terms of feedback, even if it's not reciprocal advice. Lucas: Right. And over time, that relationship deepens. They become invested in your success. One of my mentors once told me that my update was the highlight of his month because it made him think about his own career. Luna: That's the kind of relationship you can't buy. It's built on genuine curiosity and respect. Lucas: This kind of practical, non-obvious advice is exactly what we try to deliver every episode. And it's one reason we keep the show ad-free. We don't want to interrupt your learning with commercials. Luna: Yeah, it's a deliberate choice. And if you find this helpful, you can support that choice at buy me a coffee dot com slash fexingo. It's a simple way to keep us independent. Lucas: Right, no pressure — just if you want to. But it does make a difference. Luna: So, back to the board: once you have it, what's the first question you should bring to them? Lucas: I'd start with something that's been nagging you for a while but you haven't acted on. For example, 'I've been thinking about moving to a different industry, but I'm not sure what I'd be giving up.' That's the kind of question that benefits from multiple perspectives. Luna: Yeah, because your mentor might see the risks, your peer might see the opportunities, and your contrarian might ask 'Why are you even thinking about this?' Lucas: Exactly. And over a few quarters, you'll start to see patterns. The board becomes a sounding board for your career narrative. They help you connect dots you might miss. Luna: It sounds like a long-term investment with compounding returns. Lucas: That's the best way to describe it. And it's something you can start building today. Pick three people and send that email. Worst case, they say no. But most people are flattered to be asked. Luna: And if they say no, you're no worse off than before. But if they say yes, you've just upgraded your career infrastructure. Lucas: Exactly. And that's a move that pays dividends for years.