You Don’t Have to Grow Alone: How to Build a Personal Advisory Board
Who’s Helping You Grow?
It’s a question I often ask my coaching clients. And the answer is usually one of two things:
“I’m figuring it out on my own,” or “I have some good people I turn to — but nothing consistent.” And let’s face it — most of us have been taught to go it alone.
Especially in technical or operations-driven roles, we’re rewarded for being the problem-solver, the expert, the person who can quietly deliver results. And while self-sufficiency is a strength, it can also become a trap — because the higher you rise, the harder it becomes to see your own blind spots.
The truth? Career growth isn’t a solo sport.
Even the most talented professionals eventually reach a point where they need insight, encouragement, accountability, or just someone to ask the hard questions. That’s where a personal advisory board comes in.
What Is a Personal Advisory Board?
A personal advisory board is a small group of trusted individuals who offer guidance, challenge your thinking, hold you accountable, and support your development. It’s not a formal organization—it’s a personal network with purpose.
Think of it as your career cabinet — a group of advisors who offer wisdom, ask the tough questions, provide fresh perspective, and remind you what you’re capable of when you forget.
This is not another layer of meetings. You don’t have to gather them in one place. In fact, some may never even know they’re part of your board (and that’s okay — more on that later).
Your board might include:
- A former boss you still admire
- A peer who helps you think strategically
- A coach or mentor who offers perspective
- A trusted friend who always tells you the truth
It’s not just about networking. It’s about surrounding yourself with clarity, wisdom, and encouragement.
Why It Matters
Most people only reach out for support when something’s broken — when they’re burned out, passed over for promotion, or unsure what to do next. But that’s like trying to build a bridge after you’ve already fallen in the river.
Your personal advisory board:
- Expands your perspective beyond your department or immediate circle
- Reveals blind spots you didn’t know you had
- Gives feedback and encouragement during growth phases
- Holds you accountable to the goals you’ve set
- Reduces isolation, especially for independent thinkers or self-reliant professionals
Growth is faster — and far less frustrating — when you’re not doing it in a vacuum. However, you don’t need dozens of voices. You just need the right ones.
Who Belongs on Your Board?
Let’s build your dream team.
The most effective boards include a diverse mix of roles and perspectives. Here are five types of people to consider:
| Role | Purpose |
| 🧭 Mentor | Shares experience, helps you see the big picture |
| 💡 Challenger | Pushes you to think differently or go further |
| 🤝 Connector | Introduces you to people or ideas you wouldn't find on your own |
| 👂 Listener | Offers a safe space to process thoughts or fears |
| 🚀 Champion | Believes in your potential and reminds you of it |
You probably already know some of these people. Now’s the time to make those relationships more intentional.
How to Build Your Personal Advisory Board
- Clarify your development goals
What kind of growth are you working on? Leadership? Strategic thinking? Confidence? Are you working toward a promotion? Trying to communicate more effectively? Having clarity helps you choose the right advisors. - Identify which roles you need filled
You might need a Mentor and a Challenger — or maybe you’re missing a Connector. Use the table above as a guide. - Brainstorm candidates
Who do you admire? Who gives you energy? Who challenges you in a healthy way? Think outside your immediate circle. Former colleagues, professors, industry peers, or someone you’ve admired from a distance can all qualify. - Make the ask — if appropriate
Some people will know they’re on your board; others may not (and that’s okay). For those you approach directly, be clear:
“I’m building a small personal advisory board to help guide my growth. I’d really value your insights over the next year. Would you be open to a conversation every few months?”
- Engage with purpose
Keep in touch regularly. Don’t wait for a crisis. Ask questions, share updates, and show appreciation. This isn’t a one-time meeting — it’s an ongoing relationship. So, decide up front how you will engage. Will you meet quarterly? Send updates every other month? Ask for feedback on specific milestones?
A Real-World Example (Client Story)
Let me tell you about a client (we’ll call him Alex) who made incredible progress with a personal advisory board.
Alex was a project engineer in a large manufacturing company. His goal was to move into project management — but after two failed attempts at internal promotions, he came to me feeling frustrated and stuck.
We worked together to build a personal advisory board to support his growth. Here’s what happened:
- A former manager became his Mentor, helping him identify internal training opportunities and understand what made successful PMs stand out.
- A peer in another division served as his Challenger, pointing out blind spots in his communication style — particularly in cross-functional meetings.
- A senior engineer acted as a Listener, helping him process feedback and prepare for promotion interviews.
- A team lead from a previous project served as his Champion, reminding him of his leadership potential when self-doubt crept in.
Within nine months, Alex had:
- Completed a short online course in stakeholder management
- Started leading portions of team meetings to build visibility
- Received strong endorsements from board members during his next application
And this time, he got the promotion.
“I wouldn’t have gotten here without those people,” he told me. “They saw things in me I couldn’t see in myself.”
That’s the power of a personal advisory board.
Free Tool: Personal Advisory Board Builder
This week’s tool walks you through the entire process:
- Define your growth goals
- Choose the right roles
- Brainstorm potential advisors
- Plan your outreach
- Track your touchpoints
It’s simple. It’s strategic. And it’s yours to customize. Whether you formalize it or keep it loose, this tool helps you bring structure to the relationships that fuel your growth.
Frequently Asked Questions
Q: Do the people on my board need to know they’re on it?
Not necessarily. Some will know—especially if you ask for regular check-ins. Others may simply play that role in your life informally. Some may not even know they’re guiding you (e.g., thought leaders or authors you follow closely). All are valid.
Q: If someone knows they’re on my board, should they know who else is?
Only if it adds value. Some people enjoy the idea of a connected group; others prefer one-on-one relationships. Either approach works.
Q: Should I ever gather my board together for a formal meeting?
Sometimes. If you're facing a major decision, launching a new initiative, or want diverse input on a focused topic, a virtual roundtable or small group session can be powerful. But most personal advisory boards function through one-on-one touchpoints.
Q: What’s in it for them?
Your advisory board members may gain:
- The fulfillment of mentoring
- Your appreciation and updates
- Opportunities to share their perspective
- Valuable introductions or feedback from you
- A meaningful relationship based on mutual respect
Remember: people love to help when the request is clear, respectful, and purposeful.
Q: Should HR or my manager be involved?
Generally, no. This is a personal tool, not a formal HR process. However, if you’re part of a development program or want to share your growth journey with your manager, it can be a great supplement to the conversation.
Q: What if someone says no?
That’s okay. People are busy or may not feel like the right fit. Don’t take it personally — just move on and find someone whose timing and energy match your needs. The right people will say yes.
Q: How long should someone be on my board?
There’s no fixed term. A good rule of thumb is to reassess your board every 6–12 months. You may need different perspectives as your goals evolve. Some members will stay long-term; others may rotate out naturally.
Final Thoughts
Here’s the bottom line:
And honestly? You probably shouldn’t.
Building a personal advisory board isn’t about adding more to your plate. It’s about adding the right voices to your life — people who help you grow, see clearly, and move forward with confidence.
✅ Download the Personal Advisory Board Builder, take 15 minutes, and sketch out your dream team.
You’ll be amazed at what you can achieve when you stop going it alone.