Net+U
Some themes to explore
We believe there are career inflection points - moments when direction and momentum shift. We believe progress depends not only on excellence in your current role, but also on making deliberate choices and cultivating strategic visibility.
Theory & relevance
Two career frameworks that highlight readiness and alignment are: 1. Peter Principle - Some people get promoted until they are no longer effective. The key insight is that success depends not just on current performance but on being seen as ready for the next challenge. This means growing beyond your role and being intentional about how others perceive your potential. 2. Career Anchors - We are all guided by internal drivers such as autonomy, stability, or challenge. These motivators shape how we respond to opportunities and explain why some people accelerate while others stall. Career progress is not just about ambition - it is about aligning with what truly matters to you.
Some publications that might provide a starting point ...
Laurence J. Peter & Raymond Hull (1969). The Peter Principle: Why Things Always Go Wrong.
Alan Benson & Danielle Li & Kelly Shue, (2018) Promotions and the Peter Principle* | The Quarterly Journal of Economics | Oxford Academic
Schein, E.H. (1990). Career Anchors: Discovering Your Real Values.
Some themes to explore
The game’s never over. You can relaunch your career at any point - but the longer you wait, the heavier the lift. Perceptions harden, opportunities narrow, and the comfort of your current role can quietly become a trap. To break through means being more deliberate, more purposeful, and more strategic. It means stacking broader, deeper, sharper skills - and doing so with intent.
Theory & relevance
Two powerful ideas that can help you stay sharp and move forward with intention are: 1. Growth Mindset – Talent isn’t fixed and your best work isn’t behind you. A growth mindset treats setbacks as signals to evolve. If you’re coasting or waiting for recognition, you’re already losing ground. Progress requires discomfort, discipline, and a commitment to keep growing. 2. Deliberate Practice – Mastery isn’t mysterious. It’s built through focused, structured effort. Deliberate practice means working smart, not just hard. If you want to accelerate your career, you need to sharpen your edge every day by targeting what matters most.
Some publications that might provide a starting point ...
Dweck, C.S. (2006). Mindset: The New Psychology of Success.
Ericsson, K.A., Krampe, R.T., & Tesch-Römer, C. (1993). The Role of Deliberate Practice in the Acquisition of Expert Performance. Psychological Review.
Some themes to explore
Performance vs. perception - Appraisals matter. They offer structure, feedback, and opportunity to reflect on progress. They can reassure you that you're on track and help build a case for promotion. But in practice, when stakeholders begin discussing viable candidates, appraisal documents are rarely referred to. What carries weight is how you're perceived.
Theory & relevance
Two realities that shape career progression - often more than performance alone - are: 1. Halo Effect - Promotions aren’t always based on results. One standout trait, like confidence or likability, can influence how your entire contribution is perceived. It may not be fair, but it’s real. To move up, you need to manage your impression as intentionally as you manage your output. 2. Organizational Politics – Influence, relationships, and informal networks often determine who gets ahead. It’s not about playing games—it’s about understanding how decisions are made, building trust, and earning visibility in the right circles. Performance matters, but it’s only part of the story.
Some publications that might provide a starting point ...
Thorndike, E.L. (1920). A Constant Error in Psychological Ratings. Journal of Applied Psychology.
Ferris, G.R., & Kacmar, K.M. (1992). Perceptions of Organizational Politics. Journal of Management.
Some themes to explore
Visibility, advocacy – You know the impact you made. You remember how things looked before your input, and how, by every metric, you outperformed expectations. But others? They move on. In many organizations, great work fades fast unless you help others remember it. That’s why ensuring your best work is seen and remembered isn’t just about delivery …
Theory & relevance
Two career accelerators that can shape how you're seen and how far you go are: 1. Impression Management – Great work doesn’t always speak for itself. To be promoted, you need to shape how others perceive your impact. That means being intentional about visibility, storytelling, and the everyday signals you send. It’s not just about doing the work—it’s about making sure it’s seen, heard, and remembered. 2. Sponsorship vs. Mentorship – Mentors offer guidance, but sponsors offer opportunity. While mentors help you grow, sponsors advocate for you when it counts. If you want your best work to open doors, you need someone in the room who’s willing to speak up on your behalf. Progress often depends on who’s willing to bet on you.
Some publications that might provide a starting point ...
Goffman, E. (1959). The Presentation of Self in Everyday Life.
Maike E. Debus, Pia V. Ingold, Christian Gross (2024) Reaching the Top? Profiles of Impression Management and Career Success
Hewlett, S.A. (2013). Forget a Mentor, Find a Sponsor. Harvard Business Review Press.
Some themes to explore
Managerial influence, corporate context - Managerial influence matters, but it’s not infallible. If your career hinges solely on your manager, what happens when they’re replaced, sidelined, or simply fall out of favour? Career decisions made above us can sometimes reflect personal ambition more than team development. If we’re not intentional, we risk becoming passengers in someone else’s journey. Your manager should be your strongest advocate, but never your single point of failure.
Theory & relevance
Two important perspectives that can help you build a more resilient and connected career strategy are: 1. Contingency Theory – A manager’s style and priorities can shape how your work is perceived and rewarded. When they leave or shift focus, your context changes too. To stay on course, build relationships beyond your direct line and design a plan that can withstand leadership transitions. 2. Social Capital Theory – Careers grow through connection, not just performance. Relationships, trust, and access are critical. When a key manager moves on, you may lose more than support - you may lose a link to opportunity. Protect your momentum by investing in networks that endure beyond any single person.
Some publications that might provide a starting point ...
Fiedler, F.E. (1967). A Theory of Leadership Effectiveness
Coleman, J.S. (1988). Social Capital in the Creation of Human Capital. American Journal of Sociology.
Some themes to explore
Strategic alignment, stakeholder mapping – Your manager may be your closest ally, but they’re only one voice. As you ascend the career ladder, the number, and diversity of stakeholders expands. Even the most supportive manager can be replaced, reprioritized, or outvoted. To succeed, you need to impress across a matrix: peers, cross-functional leaders, decision-makers, and influencers.
Theory & relevance
Four strategic frameworks that can help you navigate influence, visibility, and advancement within complex organizations are: 1. Political Savvy – Career progression often depends on more than performance. It requires understanding who holds power, who influences decisions, and how visibility flows. To move up, you need to be seen by those who shape outcomes - not just your manager. That takes awareness, intention, and a clear map of the terrain. 2. Power Mapping – Titles don’t always reflect true influence. Power Mapping helps you identify the individuals who drive decisions, shape culture, and open doors. Whether you're pursuing a promotion, launching an initiative, or building alliances, knowing who matters - and how to reach them - is key. 3. Agency Theory – Your manager’s goals may not fully align with the company’s mission. If career growth is your aim, aligning with your manager’s priorities can be more strategic than chasing abstract ideals. Understanding what they value can be the difference between being noticed and being overlooked. 4. Contested Terrain Theory – Organizations aren’t seamless systems - they’re arenas of competing agendas. Success isn’t just about doing good work; it’s about understanding the underlying tensions, reading the fault lines, and positioning yourself with political intelligence. Influence flows where strategy meets awareness.
Some publications that might provide a starting point ...
Ferris, G.R. et al. (2005). Political Skill at Work: Impact on Work Effectiveness.
Gaventa, J. (2006). Finding the Spaces for Change: A Power Analysis. IDS Bulletin
Jensen, M.C., & Meckling, W.H. (1976). Theory of the Firm: Managerial Behavior, Agency Costs and Ownership Structure
Edwards, R. (1979). Contested Terrain: The Transformation of the Workplace in the Twentieth Century
Some themes to explore
Self-awareness, emotional intelligence … Group theory tells us that diverse traits make stronger teams, yet many organizations actually reward conformity: people who think alike, work alike, and expect others to do the same. If your style diverges you may be labelled as difficult, disengaged, or “not a fit.” Introverts are told their thoughtful input is valuable, but in reality, it’s often overlooked by shoot from the hip extroverts who’ve moved on before thoughtful introverts have had a chance to speak. You don’t need to change who you are, but you do need to engage early, signal your value, and make sure your voice lands before the moment passes.
Theory & relevance
Two psychological lenses that can sharpen your self-awareness and guide your career strategy are: 1. Big Five Personality Traits – This framework helps you understand your behavioral tendencies with clarity. Traits like conscientiousness and agreeableness may make you dependable and well-liked, but they can also keep you behind the scenes. Low extraversion might mean you avoid visibility, even when your work merits attention. Knowing your personality profile can help you play to your strengths—and compensate where needed. 2. Emotional Intelligence – Goleman’s research shows that while technical skills open doors, emotional intelligence keeps you in the room. Being attuned to how you come across, how others feel, and how to manage tension is essential. Without it, you may unintentionally limit your influence, relationships, and growth.
Some publications that might provide a starting point ...
McCrae, R.R., & Costa, P.T. (1987). Validation of the Five-Factor Model of Personality. Journal of Personality and Social Psychology
Goleman, D. (1995). Emotional Intelligence: Why It Can Matter More Than IQ.
Some themes to explore
Self-promotion, visibility … Achievement without acknowledgement can be personally satisfying, but professionally limiting. Self-promotion, if clumsy or ill-timed, can backfire and erode trust. The challenge for quiet achievers is to ensure their contributions are seen and valued without compromising authenticity.
Theory & relevance
Two powerful concepts that can help you shape how others perceive your career - and how you define it for yourself - are: 1. Personal Branding – Doing great work isn’t enough if it goes unnoticed. Personal branding is about crafting a clear professional identity and ensuring your achievements are visible, valued, and aligned with your goals. It’s the difference between filling a role and building a career. 2. Narrative Identity – People don’t just remember what you did—they remember the story you tell. In today’s career landscape, a compelling narrative amplifies your impact. It helps others understand your journey, your value, and where you’re headed next.
Some publications that might provide a starting point ...
Peters, T. (1997). The Brand Called You. Fast Company.
McAdams, D.P. (1993). The Stories We Live By: Personal Myths and the Making of the Self.
Some themes to explore
Life-stage planning, values alignment... Career progression isn’t always the priority. We make choices based on context. When starting a family, for example, stability often outweighs ambition. We avoid upheaval, tune out the job market, and focus on being present. Years later, it’s easy to look back and fret over missed opportunities or peers who’ve surged ahead. But that’s a trap. The choice we made was deliberate, and it was right! We understood it would slow our momentum. The key is to re-engage, recognizing that where we are is exactly where we chose to be…
Theory & relevance
Two powerful frameworks that may help you reflect more deeply as you shape your career plans are: 1. Maslow’s Hierarchy of Needs – Ambition doesn’t operate in isolation. While career progression often takes center stage, your decisions may be influenced by life stage, personal values, or a deeper search for meaning. If you’re feeling restless or misaligned, the issue may not be the next promotion - it could be a need that’s not being met. 2. Work-Life Integration – Friedman’s model encourages designing a life where professional goals and personal values reinforce each other. When your life works, your work works better. Career choices grounded in this balance tend to be more sustainable, fulfilling, and aligned with who you truly are.
Some publications that might provide a starting point ...
Maslow, A.H. (1943). A Theory of Human Motivation. Psychological Review.
Friedman, S.D. (2014). Leading the Life You Want. Harvard Business Review Press.
Some themes to explore
Decision-making, opportunity cost … Many of us look back and realise our careers weren’t shaped, they simply unfolded. We applied for promotions when they appeared, changed employers only when frustration peaked, and drifted between roles because we believed we could contribute. Often, we convinced ourselves we were the best person to deliver a key project, and that belief became our compass. But in truth, we drifted, content that our contribution was enough, lacking a clear destination.
Ironically, we demanded rigorous planning in every project we led and every business we managed. We built roadmaps, set milestones, tracked progress. Yet when it came to our own careers, we rarely applied the same discipline. Career choices should be deliberate, not reactive…
Theory & relevance
Three foundational ideas that may help you reflect more deeply as you learn from others and shape your career plans are: 1. Prospect Theory - Career decisions aren’t always rational. We tend to fear loss more than we value gain, which can lead to staying put for safety rather than strategy. Recognizing the hidden forces - uncertainty, opportunity cost, and internal narratives about risk - can help you make more deliberate, empowered moves. 2. Career Construction Theory - This theory puts you in control, framing your career as a story you actively shape. Each choice, pivot, and moment of meaning-making contributes to your narrative. If you want your next step to resonate, ask yourself: what fits the story I want to tell? 3. Unitary vs. Pluralist Views – Early in your career, it may seem like everyone’s aligned and merit drives progress. But as you rise, the pluralist reality emerges: competing interests, informal power structures, and perception shape advancement. Success requires reading the room, building alliances, and navigating complexity with strategic awareness.
Some publications that might provide a starting point ...
Kahneman, D., & Tversky, A. (1979). Prospect Theory: An Analysis of Decision under Risk. Econometrica.
Savickas, M.L. (2005). The Theory and Practice of Career Construction. In S.D. Brown & R.W. Lent (Eds.), Career Development and Counseling.
Fox, A. (1966). Industrial Sociology and the Sociology of Industrial Relations.
Some themes to explore
Economic, technological and workplace trends, mobility and competency growth … Every decision is a balancing act - opportunity, risk, reward, and loss. The external environment tilts that balance. Recessions shrink options and raise stakes; tech advances open doors or erase skillsets; politics can unlock growth or shut markets. Still, there are always choices. The challenge is staying aware, adaptive, and intentional.
Theory & relevance
Three well-explored themes that may inform your thinking as you learn from others and shape your career plans are: 1. Labor Market Fluidity - Career choices are closely tied to economic conditions. In buoyant markets, transitions between roles, companies, or sectors are more accessible. In tighter economies, adaptability and timing - knowing when to move, stay, or invest in new skills - become critical. 2. Global Talent Mobility - International experience in pharma often signals adaptability, cultural fluency, and strategic range. However, its perceived value varies. In organizations with strong internal cultures, career progression may rely more on internal relocations than cross-border moves. 3. Open Talent Models – As innovation in pharma becomes increasingly decentralized, companies are tapping into external expertise, freelancers, and global collaborators. This opens new career pathways, allowing individuals to contribute meaningfully without fixed titles or locations, and to build portfolios that reflect their unique strengths.
Some publications that might provide a starting point ...
Davis, S.J., & Haltiwanger, J. (2014). Labor Market Fluidity and Economic Performance. NBER Working Paper.
Winsor, J., &Paik, J.H. (2024). Open Talent, Leveraging the Global Workforce to Solve Your Biggest Challenges. HBRP
OECD (2008). The Global Competition for Talent: Mobility of the Highly Skilled.
Explore Career Paths with Our Biopharma Expert Network
We are working to create a (bio)pharma expert network, connecting professionals to strategic career insights tailored for the industry's evolving landscape. Our objective is to build an expert network that provides guidance for deliberate career choices, aligning personal values with professional growth. Join us or let us know how we might help.