Networking

In the U.S., you can grab coffee with a CEO in two weeks. In Europe, it might take two years to get that meeting. I ’ve spent years building relationships across both U.S. and European markets, and if there’s one thing I’ve learned, it’s this: networking looks completely different depending on where you are. The way people connect, build trust, and create opportunities is shaped by culture-and if you don’t adapt your approach, you’ll hit walls fast. So, if you're an executive expanding globally, a leader hiring across regions, or a professional trying to break into a new market-this post is for you. The U.S.: Fast, Open, and High-Volume Americans love to network. Connections are made quickly, introductions flow freely, and saying "let's grab coffee" isn’t just polite—it’s expected. - Cold outreach is normal—you can message a top executive on LinkedIn, and they just might say yes. - Speed matters. Business moves fast, so meetings, interviews, and hiring decisions happen quickly. But here’s the catch: Just because you had a great chat doesn’t mean you’ve built a deep relationship. Trust takes follow-ups, consistency, and results. I’ve seen European executives struggle with this—mistaking initial enthusiasm for long-term commitment. In the U.S., networking is about momentum—you have to keep showing up, adding value, and staying top of mind. In Europe, networking is a long game. If you don’t have an introduction, it’s much harder to get in the door. - Warm introductions matter. Cold outreach? Much tougher. Senior leaders prefer to meet through trusted referrals—someone who can vouch for you. - Fewer, deeper relationships. Once trust is built, it’s strong and lasting—but it takes time to get there. - Decisions take longer. Whether it’s hiring, partnerships, or leadership moves, things don’t happen overnight—expect a longer courtship period. I’ve seen U.S. executives enter the European market and get frustrated fast—wondering why it’s taking months (or years!) to break into leadership circles. But that’s how the market works. The key to winning in Europe? Patience, credibility, and long-term thinking. So, What Does This Mean for Global Leaders? If you’re an American executive expanding into Europe… 📌 Be patient. One meeting won’t seal the deal—you have to earn trust over time. 📌 Get introductions. A warm referral is worth more than 100 cold emails. 📌 Don’t push too hard. European business culture favors depth over speed—respect the process. If you’re a European leader entering the U.S. market… 📌 Don’t wait for permission—reach out. People expect direct outreach and initiative. 📌 Follow up fast. If you’re slow to respond, the opportunity moves on without you. 📌 Be ready to show value quickly. Americans won’t wait months to see if you’re a fit. Networking isn’t just about who you know—it’s about how you build relationships. #Networking #Leadership #ExecutiveSearch #CareerGrowth #GlobalBusiness #US #Europe

The saying “It’s not what you know, but who you know” still holds true for career progression, but for women, building those all-important connections comes with extra hurdles. Research published in the Academy of Management Journal, highlighted by Harvard Business Review, shows that women face greater barriers than men when it comes to forming high-status networks. One striking finding? Women are 40% less likely than men to form strong ties with senior leaders after face-to-face interactions. Traits like assertiveness and confidence—often linked with leadership—are judged through a traditional gendered lens, which means women's and other marginalised genders contributions can be overlooked. So, what’s the solution? Women can leverage third-party introductions, which often carry implicit endorsement and help sidestep these biases. In fact, the research shows women are more likely than men to succeed in building high-status networks through shared contacts. Organisations also need to step up by creating network sponsorship programmes, where leaders don’t just mentor women—they actively advocate for them, opening doors and making introductions that help women advance. It’s time for organisations to rethink how they approach networking. By fostering more inclusive, proactive strategies, we can break down barriers and create a level playing field for women to build the connections that will drive their careers forward. Let’s turn "who you know" into an opportunity for everyone. #Networking #GenderEquity #ThreeBarriers

"𝗪𝗛𝗔𝗧 𝗗𝗢 𝗬𝗢𝗨 𝗪𝗔𝗡𝗧 𝗙𝗥𝗢𝗠 𝗠𝗘?" This is the response a woman I met this week received from someone she reached out to. She shares, "So, I'm attempting to shift from operational-level relationships to strategic ones. I've noticed that when you invite someone for coffee, the immediate question often is, "What do you want from me?" Networking, at its core, should be straightforward, yet many women, including myself, find ourselves caught in the web of overthinking. 👉 Women often ponder the "𝗿𝗶𝗴𝗵𝘁" way to network. 👉 Fear of being seen as "𝘁𝗼𝗼 𝗳𝗼𝗿𝘄𝗮𝗿𝗱" can deter women from making the first move. 👉 The worry of "𝗻𝗼𝘁 𝗼𝗳𝗳𝗲𝗿𝗶𝗻𝗴 𝗲𝗻𝗼𝘂𝗴𝗵" in return can unnecessarily complicate networking intentions. 👉 Concerns over the "𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝘁𝗶𝗺𝗶𝗻𝗴" for outreach lead to missed opportunities. 👉 Misinterpreting a '𝗻𝗼' as personal rather than a matter of circumstance. 👉 The quest for the "𝗽𝗲𝗿𝗳𝗲𝗰𝘁 𝗺𝗲𝘀𝘀𝗮𝗴𝗲" overshadows the importance of genuine interaction. Embracing simplicity and direct communication can significantly unburden the networking process, making it more effective and less stressful. For example: "Hello [Name], I've admired your recent contributions to [specific field or project] and see a great opportunity for my own growth by learning from you. Understanding your schedule may be tight, I'm flexible and would appreciate it if we could find a convenient time for a 30-minute coffee discussion to explore your experiences. When might it be feasible for you?" One woman asked how she could reconnect with a sponsor after having not spoken to him for over a year without sounding transactional. I suggested she write something like this: "Hello [Sponsor's Name], I recently reflected on the pivotal role your sponsorship played in my success, especially after attending an enlightening event on sponsorship. It's been over a year, and I'd truly value the chance to reconnect and share how your support has been instrumental to my growth. Could we find 30 minutes to catch up at your convenience? Receiving this message would likely make a sponsor feel deeply appreciated and genuinely surprised. Let's infuse RAW leadership into our approach to networking. Let's be 𝗥𝗘𝗔𝗟 in our intentions, 𝗔𝗡𝗖𝗛𝗢𝗥𝗘𝗗 in authenticity, and 𝗪𝗢𝗥𝗧𝗛𝗬 of trust and respect. How do you overcome nervousness when networking?

I hate it when powerful women remain silent in money related conversations! I have been in rooms with women who led companies, signed off on massive deals and carried influence that most only dream of. But the moment the conversation shifted to balance sheets, EBITDA and cash flow, almost everyone stayed silent. All because of years of conditioning. Growing up, money talk for women meant gold savings, grocery budgets and school fees. The bigger financial decisions like investments, insurance and retirement were handed to fathers, brothers or husbands. And that conditioning doesn’t leave easily. Even women sitting at the top often feel like outsiders in financial conversations, afraid of being dismissed or judged. This gap is about culture. When men make money mistakes, they’re told to “try again.” When women falter, they’re told they “shouldn’t have tried.” But change begins with curiosity, like asking what an unfamiliar term means, talking about investments with friends or starting a small SIP even without full confidence. Because financial knowledge is about freedom and that doesn’t wait for permission. It begins the moment women decide - money belongs to us too. Are you confident about being a part of these conversations? #culture #moneymanagement #financialliteracy #investment 

In the West, trust often begins with capability: “Show me what you can do, and I’ll believe in you.” But in Japan, it starts with character: “Let me understand who you are, then I’ll trust what you do.” At monoya, we’ve felt this difference deeply. When we first started engaging with Japanese partners, we expected our portfolio and success stories to do the talking. They didn’t. Meetings were polite but reserved. Decisions moved slowly. Then we shifted gears—less pitching, more listening. We invested in relationships. We showed up consistently. We respected silence and patience. Over time, trust started to build—not because we talked about our work, but because we shared our values. One moment that stands out: a partner told us, “What mattered wasn’t your proposal—it was how you carried yourself.” That stuck with us. In Japan, trust isn’t built in the boardroom—it’s built in the in-between moments: over dinner, during shared silences, through consistent follow-ups. It’s relational, not transactional. For global teams entering Japan, remember: trust here is earned slowly, but it’s rock-solid once it’s there. Have you experienced this cultural shift in trust-building? I’d love to hear your thoughts. #Trust #JapanBusiness #CulturalInsights #monoya #CrossCulturalLeadership

“I realised I would never truly fit in anywhere. And somehow that became my freedom.” That line was shared with me in a message recently. And I haven’t stopped thinking about it. Because if you’ve ever had to code-switch, Edit your voice to feel credible, Wear invisibility like armour just to feel safe Then you know what it means to carry the weight of belonging in rooms not built for you. Some spaces were never designed to hold your full self. They were built to reward assimilation, not authenticity. Comfort, not challenge. Sameness, not nuance. You’re celebrated when you perform. Tolerated when you comply. Questioned when you speak in your natural rhythm, or sit in your full identity. So we adjust. We become fluent in survival. But in the process we quietly forget the sound of our own truth. But then comes the turning point. You stop blaming yourself for the discomfort. And you start recognising it as misalignment. Not a signal that you’re too much But that the space was never big enough. And from that moment on, you stop bending. You start building. Three lessons About Belonging, Power and Identity: 1. Shrinking yourself to fit in doesn't keep you safe it slowly teaches you to abandon yourself. Every time you dilute your essence to feel “professional,” you trade inner peace for outward approval. And the most dangerous part? You start to believe that who you are is too much. 2.Some rooms weren’t made for you because they were never challenged by someone like you. If your presence feels like pressure, if your ideas feel disruptive, that doesn’t mean you’re the problem. It often means your truth is confronting their comfort. Stay rooted. 3.Visibility means nothing without voice. It’s not enough to be seen. You must also be heard. And not just when your perspective aligns with the majority but especially when it doesn’t. So what do we do with all of this? Here’s what I’ve learned and still practise: Practical Shifts (for those tired of negotiating their identity): 1. Build inner belonging before seeking external validation. Know who you are clearly, deeply so that no space gets to define you by what it cannot understand. Let your self-trust lead the way. 2. Learn to speak from your centre, not from strategy. You don’t need the “perfect tone” to be effective. You need to speak from clarity not fear. The right people will hear you. The rest will adjust or move. 3. Let your presence educate the room. You don’t always have to explain. Sometimes, your mere presence is a disruption. That is the lesson. Don’t shrink from it. 4. Redefine impact on your own terms. You’re not here to be liked. You’re here to be useful, honest, and aligned. There’s a big difference between being impressive and being impactful. Choose the latter. You were never too much. You were simply full in a world that still prefers pieces. Have you stopped shrinking yet? Or are you still editing your brilliance to feel acceptable?

A ‘major’ donor said to me once “The only reason I give honestly is because of you." While it might sound like the ultimate compliment, it’s actually a red flag. Here’s why: Donors should be engaged through a hearts-and-minds approach, but not just a single person. Of course, part of my job is building trust and personal connections—but if I’m the only contact for that donor, we’ve got a problem. Sustainable funding is the goal…not just immediate dollars in the door driven by one person. If the donor doesn’t trust at least two other people at the organization, I haven’t set them up to truly invest in the work itself. My charm might open the door, but their belief in the mission is what weaves them into the ecosystem. They shouldn’t just be riding for me—they should be riding for the impact, the purpose, the vision. So yeah, it’s a cute moment for my ego, but it also means I needed to organize my team and do a little more. Program staff touchpoints beyond the development folks are crucial. Donor relationships that depend solely on me don’t ensure longevity—and this work demands sustainability. Make sure folks are riding for your work, not just you. #SustainableFunding #BuildingTrust #AskSadé #SadeKnows

Whenever I go to a networking event, I walk in as a CAT. Meow Just kidding. CAT is a three-part framework that finally made networking feel like something I could actually enjoy—instead of something I had to survive. It’s how I’ve landed invitations, intros, and opportunities, without ever delivering a “pitch.” 𝐇𝐞𝐫𝐞’𝐬 𝐰𝐡𝐚𝐭 𝐢𝐭 𝐦𝐞𝐚𝐧𝐬: C - Curiosity Don’t walk in trying to sell. Walk in wanting to learn. When you’re genuinely curious, people can tell. Your questions get sharper. The conversation gets real. Suddenly, they’re opening up and you’re both actually interested, instead of just circling the same old small talk. Ask stuff like, “What made you choose this path?” and see how much more you get than ten minutes of polite nodding. Bonus side effect of being curious? No anxiety. Curiosity kicks self-consciousness out the door. It’s Win Win. A - Add Offer something useful, expect nothing back. Most people try to get noticed by talking about themselves—flip that. Leave them better than you found them. Maybe you share a contact. Maybe you offer a resource based on something they casually mentioned. Maybe you say, “I know someone who solved that exact thing, want me to connect you?” It’s rare, and people remember it. Generosity that isn’t transactional is magnetic. T - Timing Leave a breadcrumb for next time. Most “let’s stay in touch” promises fade out because there’s nothing to anchor them. So end the conversation with a time cue: “Let’s catch up after your launch, I want the inside scoop.” “Tell me how the team offsite goes when we reconnect.” Now the follow-up feels natural, not forced. And you show you were actually paying attention, which—let’s be honest—most people aren’t. So that’s CAT. Curiosity + Add + Timing. It’s how I network without feeling like a salesperson. Try it at your next event, and let me know if it works for you. Follow Aaina for more such posts! #networking #collaboration #events #branding #strategy #mindset

Less than 2% of VC funding goes to women founders. As a female VC, I want to spotlight funds and networks actively backing women entrepreneurs. If you’re a female founder, these are great doors to knock on: 🔹 Female Founders Fund – https://lnkd.in/g-NN8jqf The first VC fund exclusively investing in female-founded startups across tech, commerce, and media. 🔹 BBG Ventures – https://lnkd.in/gjtmBEwz NYC-based early-stage fund investing in companies with at least one female founder. 🔹 Golden Seeds – https://goldenseeds.com A pioneering angel network funding women-led businesses for over 15 years. 🔹 Halogen Ventures – https://halogenvc.com LA-based early-stage VC focused on female-founded consumer technology startups. 🔹 SoGal Ventures – https://sogalventures.com The first female-led, millennial VC firm, backing diverse founders globally. 🔹 Backstage Capital – https://lnkd.in/gNdfgyCU Founded by Arlan Hamilton, investing in underrepresented founders, including women. 🔹 Fearless Fund – https://fearless.fund VC fund investing in women of color at pre-seed, seed, and Series A stages. 🔹 XFactor Ventures – https://xfactor.ventures Seed-stage VC investing in female founders building billion-dollar businesses. 🔹 Portfolia – https://portfolia.co An investing platform designed for women backing female-led startups. 🔹 Mindshift Capital – https://lnkd.in/gfgwnYcD Global VC fund investing in early-stage women-led technology and fintech companies. 🔹 Astia Angels – https://astia.org Global angel investor network supporting high-growth women-led startups. 🔹 Chloe Capital – https://chloecapital.com VC + accelerator investing in women entrepreneurs across the U.S. 🔹 Hannah Grey – https://hannahgrey.com Female-led VC backing early-stage startups redefining work, wellness, and finance. 🔹 HearstLab – https://hearstlab.com Funds and supports women-led, tech-enabled startups with operational resources. 🔹 The Helm – https://thehelm.co An early-stage VC investing exclusively in women-founded companies. 🔹 How Women Invest – https://howwomeninvest.com A network of women executives investing in female-led companies at Seed and Series A. 🔹 Illuminate Ventures – https://illuminate.com Early-stage VC led by Cindy Padnos, investing in B2B/enterprise cloud and women founders. 🔹 Inspired Capital – https://lnkd.in/g7YZbJWj Founded by Alexa von Tobel and Penny Pritzker, backing diverse early-stage founders. #Womenpower 🔹 Cowboy Ventures – https://cowboy.vc Aileen Lee’s seed-stage VC, backing diverse and often women-led startups. 🔹 Revenge Capital – https://revengecapital.com London-based £50M fund focused on overlooked female entrepreneurs. 🔹 Serena Ventures – https://serenaventures.com Founded by Serena Williams, investing in women and minority founders globally. 🔹 Ulu Ventures – https://uluventures.com Data-driven VC, majority of portfolio includes women, immigrants, and minority founders.

White Manager: “You seem…hostile today. You were silent in today’s meeting.” Me (aka the only Black woman in the predominantly white team): “Really? I smiled throughout that meeting - I am completely fine.” White Manager: “Yes but you didn’t seem…engaged. If you want to leave the team, just let me know.” Me: “I was listening and reflecting on what others had said. I also have not said anything to anyone about wanting to leave the team. Thank you for your concern, however I am curious as to why I am the only one having this meeting with you? Other colleagues were silent in the meeting.” White Manager: “Well, your silence was the only one that stood out to me.” Me: “What is the reason for that?” …Insert no response from white manager. Introversion in Black women is often weaponised against us in workplaces, especially in predominantly white workplaces. There is usually a one-dimensional expectation for Black women to be ‘extroverted’ in the workplace, with anything contrary to that being seen as ‘unfriendliness’, ‘disengagement’, ‘anger’ and ‘rudeness’. These misperceptions highly impact leadership decisions about Black women at work and, consequently, can have adverse impacts on our careers. Rene Germain rightly states, “Black women are not a monolith. People need to let go of their assumptions around what they expect us to be because this is how a working environment where Black women can feel safe and conformable to be themselves will be created.” 📸 Image from Rene’s article ‘Why we need to embrace introverted Black women in the workplace’ (Link to article in the comments) #BlackWomenAtWork #HypervisibilityAndInvisibility #Misogynoir #SystemicChange