Your Manager Isn’t a Superhero – Build Your Own Network

Whenever you step into a new role, there’s a temptation to lean heavily on your manager for support. After all, they’re the one who hired you, and that’s what they’re there for. They know the landscape. They’re supposed to be your go-to person, right?

Well, yes. But also no.

Your manager isn’t a superhero. They’re not some all-knowing, all-seeing or available at the drop of a hat. In fact, they’re often just as stretched, under pressure and figuring things out as they go as you are! And if you’re relying on that one person, however senior or supportive they are, to help you settle, succeed and navigate a big transition? You’re setting yourself up for a frustrating experience.

Whether you’ve changed companies or stepped up into a bigger leadership role, the key to success is a wider support system. Because the people who really thrive in new roles don’t do it by going solo, or putting everything on their manager’s shoulders. They intentionally build a network for themselves. And they recognise the limits of that system.

Why You Can’t Just Rely On Your Manager

Let’s be clear – your manager is important. They sign off your performance, they can open doors for you, and they’re often the one advocating for you when it counts. But they’re not your mentor, your peer, your friend, your team, your onboarding guide and your emotional support system all rolled into one. If you’re expecting them to do all of those things, you’ll quickly run into issues. Things like:

• They’re not always available
• They don’t know everything you need
• They’re juggling their own goals and stressors
• And frankly, some just aren’t that strong on people support

Similarly, your network inside the business is essential. You need those people who’ll help you navigate, share insights, and get things done. But here’s the catch: neither your manager nor your network can give you everything you need to succeed in a transition. And if you stop there, you’ll find yourself stuck.

Here’s why:

• Bias is everywhere. Colleagues and managers want to see you succeed. Often, they want to make you feel good. That means feedback gets softened, challenges get downplayed, and uncomfortable truths can go unsaid. What you hear isn’t always the whole story.
• Objectivity is missing. The people around you are in the same system as you. They’re influenced by politics, history, competing priorities and their own position. That makes it almost impossible for them to step back far enough to help you see things clearly.
• Confidentiality is limited. If you’ve ever held back your true thoughts in a meeting, you’ll know the feeling. In a new role, especially at leadership level, it’s risky to admit doubts or vulnerabilities to the people you work alongside every day. You’ll inevitably keep the biggest questions to yourself.
• Capacity is stretched. Your manager, your peers, even your allies – they all have their own deadlines, pressures and performance goals. Supporting you is only one small part of what they’re juggling.

When you add all that up, you start to see the gap. Your network can help you survive in a new environment. But it’s not always the best environment for your best thinking.

The Right Conversations Matter

The most successful leaders don’t just build a network and stop there. They recognise that while it helps with navigation and relationships, it doesn’t always help with clarity.

Think about it this way:

• If you’re trying to work out how things really get done, your network will be useful.
• But if you’re trying to figure out how you should lead differently, they’re less useful.

That’s because networks, managers and colleagues are too close to the action. They’re inside the frame with you, and sometimes you need someone who’s standing outside it to show you the whole picture.

That’s why a different kind of conversation makes all the difference. One where you can:

• Speak openly without worrying how it lands tomorrow.
• Be challenged as well as supported.
• Untangle complex issues without bias.
• Step away from the noise of the business and think strategically.

It’s not about replacing your manager or your network. It’s about recognising what they can’t give you – and making sure you’ve got the right support in place to fill those gaps.

So, What Does a Good Network Look Like?

A good network doesn’t mean you’re constantly working the room, or trying to be everyone’s best friend. It means you’ve got a mix of people in your work environment and life who you can turn to for different things. Here are a few things you should be looking for:

Peer Sounding Boards: People who are your level or slightly above, who understand what you’re dealing with day-to-day. They’re the people you can ask ‘is it just me?’, vent safely about frustrations or sense-check decisions without it being a high-stakes thing.

Cross-Functional Allies: Remember, you don’t work in a bubble. Build relationships with people in other teams who you’ll need to collaborate with. This small step will make a lot of things much smoother, and help you get things done faster!

Trusted Informal Mentors: These people don’t need the formal ‘mentor’ title. Just someone who’s been around the block, who you can learn from quietly. Keep your ears open for the people who seem to have a calm grip on how the place really works.

Personal Support Outside the Company: Don’t underestimate the value of support that isn’t tied to your workplace. Friends, family, and partners can play a huge role in keeping you grounded and reminding you what matters most outside the office. But their support is always coloured by what they think will make you happy. They want the best for you but that often comes with their own perspective, hopes, or even worries woven in.

That’s why having objective, confidential, non-judgemental support is so powerful. A coach won’t tell you what they think you should do. Instead, they’ll help you untangle your own thinking, challenge assumptions, and create clarity about the way forward. In combination, your personal network keeps you anchored, while coaching gives you the space to think differently and lead with confidence.

 

Honestly, the earlier you start building your own support network rather than relying on your manager for everything, the better. Your manager might be brilliant, or they might be flat-out overwhelmed. They’re only human after all! Either way, they’re one piece of the puzzle, not the whole thing.

If you’re in a leadership transition and feeling stretched, you’re not alone. But don’t settle for half the support you need. Build your network, yes – but don’t stop there. Make sure you’ve also got the kind of support that lets you think clearly, act decisively, and sustain your performance for the long term. Not sure how to do that? I can help. Book a free call to discuss further.