Latest / The Internal Move Podcast with Fexingo: Lateral Roles, Internal Transfers, and Staying at Your Company / How an Internal Transfer Can Help You Leverage Your Hidden Influence
Transcript
- Lucas: There's this assumption that when you move internally, you're basically starting over. New team, new manager, new dynamics — you've got to rebuild your reputation from scratch. Luna: Right, like you're the new person again, even if you've been at the company for years. Lucas: Exactly. And sure, some of that is true. You do have to re-establish rapport with new colleagues. But there's a concept I've been thinking about that flips that narrative: residual social capital. Luna: Residual social capital — that sounds like the influence you've already banked that doesn't just evaporate when you switch desks. Lucas: That's exactly it. You've spent months or years building trust, credibility, and relationships in your current role. Some of that carries over — even if you're in a completely different function. The question is how to leverage it deliberately. Luna: So how do you actually do that? Let me guess, you've got a case study. Lucas: I do. A product manager at a mid-size SaaS company — we'll call her Priya. She was in marketing for about three years, then transferred into a product role on the engineering side. On paper, total shift. Different stakeholders, different metrics, different reporting line. Luna: But she'd built relationships across the company. She probably knew the engineers, the data team, the sales folks, from her marketing days. Lucas: Exactly. So when she moved, she didn't start cold. She knew who to talk to for user research data. She had a good rapport with the head of engineering because they'd worked on a launch together. She could pick up the phone and get a meeting with the VP of sales — something a truly new hire would struggle with. Luna: She essentially brought her rolodex with her. But it's not just about knowing people, right? It's about them trusting her judgment. Lucas: That's the deeper layer. Residual social capital isn't just contacts — it's credibility. When Priya proposed her first cross-functional project in the new role, she didn't have to prove she was competent. People already knew she delivered. So she got buy-in faster. Luna: I imagine that's especially valuable in the first ninety days, when you're trying to establish yourself. Most people in an internal transfer are focused on learning the new domain — but they forget they're already trusted. Lucas: Right. And that trust is an asset. But you have to be intentional about mapping it. Before you move, you should list: who do I have a strong relationship with? Who owes me a favor? Who has seen me deliver under pressure? Those people become your coalition. Luna: And you can activate them quickly. I've seen transfers fail because the person assumed their reputation would automatically follow them — but they never actually reached out to old allies. They just expected the goodwill to float. Lucas: That's a great point. Residual social capital depreciates if you don't use it. If you don't nurture those relationships after the move, they fade. You have to consciously reinvest. Luna: So before transferring, you'd recommend doing an influence map. Who are the five people whose trust is most valuable in your new role, and how can you strengthen those ties before you even switch? Lucas: Exactly. And also think about the inverse — are there people in your new department who already know you by reputation? Maybe you presented at an all-hands, or you collaborated on a project. That's latent social capital. You can leverage that by asking for an informal coffee chat early on. Luna: I think a lot of people don't realize that their internal brand travels faster than they do. The marketing person who crushed a campaign — people in engineering might already respect that, even if they've never worked together. Lucas: Absolutely. And that's where the hidden influence comes in. It's the influence you have outside your immediate team that you might not even be aware of. An internal transfer is the perfect moment to audit that. Luna: Quick honest thing — a handful of listeners chip in monthly through buy me a coffee dot com slash fexingo, and that's literally what funds making this many episodes. If we've helped you think through a career move or decision, that's the reason we keep doing it ad-free. Lucas: Yeah, it's a small group that makes it possible for us to keep the show independent. No sponsors, no ads — just listener support. And we're grateful for every one of those contributions. Luna: Alright, back to leverage. So you've mapped your influence — what's the next step after the transfer? Lucas: Once you're in the new role, you need to signal that you're a bridge. You know people in other departments. Use that to facilitate connections for your new team. That immediately adds value and reinforces your social capital. Luna: So you're not just a new team member — you become a node between the old and new. That's a different kind of leadership. Lucas: Exactly. And it's a position that an external hire could never replicate. That's the real advantage of an internal transfer — you get a fresh start without losing your network. Luna: I think that's the hidden superpower. Most people think about skills and responsibilities changing. They don't think about the relational assets they carry with them. Lucas: And those assets are often more valuable than any new skill you'll learn in the first six months. Because if you have trust, you can get things done faster. You can take risks. You can ask for resources. Luna: One thing I'd add: don't forget to update your internal LinkedIn or company profile. Sounds trivial, but it's a way to signal your new role and keep your network informed. That's activating residual capital. Lucas: Good call. And reach out to your old manager and key collaborators to say thank you and keep the door open. That preserves the relationship for future cross-team work. Luna: So the takeaway: before you transfer, map your hidden influence. After you transfer, activate it quickly. And don't let it depreciate. Lucas: Exactly. Your next move isn't a reset — it's a redeployment. You're bringing assets with you. Use them.