Networking In Education

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

5️⃣ 𝐒𝐭𝐫𝐚𝐭𝐞𝐠𝐢𝐞𝐬 𝐭𝐨 𝐃𝐞𝐯𝐞𝐥𝐨𝐩 𝐒𝐩𝐨𝐫𝐭𝐬 𝐈𝐧𝐭𝐞𝐥𝐥𝐢𝐠𝐞𝐧𝐜𝐞 This video shows the planning and preparation behind South African Rugby Union (SA Rugby) player cheslin kolbe's charge down against FFR - Fédération Française de Rugby during the Rugby World Cup France 2023. This is a great example of an athlete demonstrating sports intelligence. 𝗪𝗵𝗮𝘁 𝗶𝘀 𝗦𝗽𝗼𝗿𝘁𝘀 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲? Gucciardi et al. (2008) defined sport intelligence as an athlete's perceived understanding of training and competition processes (e.g., strategies, laws of the sport, tactics, etc). 𝗗𝗲𝘃𝗲𝗹𝗼𝗽𝗶𝗻𝗴 𝗦𝗽𝗼𝗿𝘁𝘀 𝗜𝗻𝘁𝗲𝗹𝗹𝗶𝗴𝗲𝗻𝗰𝗲 Coaches can play a vital role in helping athletes increase their sports intelligence. 1️⃣ 𝗘𝘅𝗽𝗹𝗮𝗶𝗻 𝗪𝗵𝘆 Explain why certain training principles are important and relevant to matches, and make sure players understand both the HOW (to do something) and WHY (it's important). 2️⃣ 𝗚𝗲𝗻𝗲𝗿𝗮𝘁𝗶𝗻𝗴 𝗗𝗲𝘁𝗮𝗶𝗹𝗲𝗱 𝗨𝗻𝗱𝗲𝗿𝘀𝘁𝗮𝗻𝗱𝗶𝗻𝗴 𝗔𝗺𝗼𝗻𝗴 𝗣𝗹𝗮𝘆𝗲𝗿𝘀 Coaches working with players can increase sports intelligence in competition by providing detailed information about their individual roles within a team, team tactics, and other related processes. An ongoing dialogue between players and coaches that solicits responses, opinions, and questions from players and coaches is important to generate a more detailed understanding. 3️⃣ 𝗧𝗿𝗮𝗶𝗻𝗶𝗻𝗴 𝗘𝗻𝘃𝗶𝗿𝗼𝗻𝗺𝗲𝗻𝘁 Creating a training environment that challenges athletes is critical, but it should be encouraging (Weinberg et al., 2018). It is also crucial that coaches create an environment that pushes players to try their hardest so that when they play competitive matches, they will be used to performing in challenging situations and making decisions under pressure. 4️⃣ 𝗦𝘂𝗽𝗽𝗼𝗿𝘁 𝗣𝘀𝘆𝗰𝗵𝗼𝗹𝗼𝗴𝗶𝗰𝗮𝗹 𝗡𝗲𝗲𝗱𝘀 Make players feel cared for, competent, and give them opportunities to develop in a safe environment, which supports and rewards learning. 5️⃣ 𝗕𝗲𝗵𝗮𝘃𝗲 𝗠𝗶𝗻𝗱𝗳𝘂𝗹𝗹𝘆 Weinberg et al. (2018) suggested that coaches should behave mindfully. Coaches should foster a sense of responsibility among athletes, so they can take personal control of their performances and understand why things might be going wrong or well. Coaches could also view athletes as individuals, who are unique people with their own strengths, weaknesses, and different ways of responding to different situations.

I didn’t know a single person working in research, policy, or international relations. No network. No referrals. Just late-night Google searches, LinkedIn deep dives, and a lot of awkward messages sent into the void. But somehow… ✅ I landed research roles my field ✅ Won a Commonwealth Shared Scholarship to study in the UK ✅ Attended global conferences hosted by Harvard and UNDP I didn’t crack networking. I built it, slowly, quietly, without pretending to be someone I’m not. And here’s are some things I wish someone had told me earlier: 1. Show up before you feel ‘ready’. I started posting when I had no big wins to share, just thoughts, reflections, questions. That built more trust than polished highlight reels ever could. 2. Network like a researcher, not a job-seeker. Before messaging anyone, I’d read what they wrote, watch what they said, and think about what I could learn, not what I could get. 3. Create proof of interest, not just intent. Instead of saying “I’m interested in xyz” I wrote about it. Posted about it. Took up projects around it. That way, when I reached out to people, they already knew I meant it. 4. Don’t just meet people, map them. I kept a check of people I admired: what they worked on, where they moved, what fellowships they did. Not to copy but to learn the terrain. 5. Add value, quietly. I’ve shared links. Introduced people. Given feedback on essays. Never expected anything in return. And months later that generosity came back in surprising ways. 💬 What’s a networking tip you swear by or one you’re still figuring out? LinkedIn Guide to Creating LinkedIn News India #LinkedInNewsIndia #Networking #research

One of the best things I tell students and early career professionals when we talk about networking is this: Stay Curious, Not Clingy. Don’t just slide into someone’s inbox with “Can I pick your brain?” or even worse, just “Hi.”. A good question can open more doors than a long CV ever could. Instead of: "Hi, can you help me get a job in PR?" Try this: "Hi, I admire your work in strategic communications. What advice would you give someone trying to build thought leadership early in their career?" That tiny shift communicates initiative, respect, and curiosity—qualities that industry professionals notice and remember. Last month, I had the privilege of training university students of BlueCrest University College on how to build genuine connections that lead to internships, collaborations, and even jobs, and this was one of my key points: The goal isn’t just to collect contacts. It’s to build context and credibility. So next time you're tempted to reach out and ask for help, pause and ask a thoughtful question instead. In a world where nosy people don’t network well, you’ll stand out—and you might even get more than you hoped for. #KeniRibeiro #NetworkingTips #EarlyCareer #CareerServices #ProfessionalDevelopment #CommunicationsStrategy #ThoughtLeadership #BrandStrategist

Like many of my colleagues in higher education, I’ve been following the publication of the UK’s new International Education Strategy with great interest. Beyond the headlines, it offers an important signal: a productive shift away from short-term immigration debates towards long-term economic, talent, and global impact. Reading the document, three thoughts occurred to me: 1️⃣ The value of international students lies not only in where they end up, but in how they think, work, relate to and influence systems. To realise this value, providing a “joined-up” #StudentExperience involving government (national and local), higher education providers, industry and ancillary service providers must be at the heart of any institutional decision-making. In everyday terms, how easy it is to get a visa, to find housing and medical coverage, to register with your local council, to apply for a National Insurance number, to find work experience, can be as important as choosing the right uni and the right course.  Growth without delivering this joined-up experience is not sustainable and will backfire in the long term. 2️⃣ The planned reduction of the post-study visa to 18 months means institutions can no longer treat student outcomes as something that happens after graduation. This is where close collaboration and co-creation with industry becomes essential. Real company projects, business and community engagement, and entrepreneurial support need to be embedded in the learning experience from day one — just as we do at ESCP Business School through consulting projects, internships, entrepreneurial coaching and work-based impact projects across all our programmes. 3️⃣For UK institutions planning to expand internationally, overseas campuses should not be treated as satellites. While operating across different regulatory and cultural environments adds complexity, integration, shared standards, ESCP's "one school, one faculty" approach ultimately strengthens quality, operations and overall student and staff experience. Again, think “joined-up”! The next phase of international business education in the UK will likely come from a combination of international campuses, technology-enabled delivery, #transnationaleducation and strategic partnerships. One thing is clear: the future of international education in the UK will be built with a focus on student experience and through collaboration, co-creation, and shared responsibility among schools, government, and industry. Leon Laulusa, Francesco Rattalino, Pramuan Bunkanwanicha, Cécile Kharoubi, Regis Coeurderoy, Gorgi Krlev, Eva Mollat du Jourdin, Brynhild Dumas, Marianne Conde Salazar, Alexandre Lederman, Florence Cyrot-Mele, Emily Centeno, Viktorija Nikitina, Emily Olyarchuk #InternationalEducation #GlobalTalent #HigherEducation #UKInternationalStrategy #ItAllStartsHere

How to work with industry as an academic: Old way - Waiting for industry to approach you - Publishing research without industry relevance - Limited networking within academic circles - Minimal collaboration opportunities New way - Proactively reaching out to industry partners - Designing research with practical applications - Building strategic cross-sector relationships - Creating mutually beneficial collaboration frameworks Industry collaboration > Traditional academic isolation Throughout my academic journey, I've discovered that bridging the gap between research and real-world application isn't just possible. It’s essential. Academic research becomes truly impactful when it solves tangible industry challenges. The key is transforming your academic expertise into a valuable industry asset. This means understanding industry challenges, communicating practical implications of your research, and demonstrating how your work can drive innovation and solve complex problems. Have you successfully bridged academia and industry in your professional journey? What strategies worked best for you? #Science #ResearchImpact #Scientist #PhD #Postgraduate #Professor #Research #Collaboration

AI can give you answers. But your friend explaining it over chai will help you remember. We’re all talking about ChatGPT replacing teachers. But the most powerful learning I’ve seen lately? Came from a student teaching his friends at 11 PM. No AI. No slides. No script. Just passion, real understanding, and a bit of humour. It was raw. It was engaging. And honestly? It worked better than most lectures I’ve attended. 🤖 ChatGPT can explain a concept. But it can’t laugh with you when you don’t get it. It can’t find your language to help you understand. It can’t stay back after class and say, “let’s go over it again.” That’s why I believe peer-led learning is the next quiet revolution in education. Here’s what happens when students teach each other: ✅ They simplify- because they have to understand first ✅ They build trust- learning feels less intimidating ✅ They remember- because teaching is the best form of learning AI is amazing. But community-based learning is timeless. 🗣 If we want education to evolve, it’s not just about tech. It’s about trust. It’s about students becoming leaders of learning. So tell me: What’s more powerful in your experience: a machine with perfect answers? Or a classmate who makes you feel like you can figure it out together? Let’s talk about it :) #peerlearning #educationinnovation #studentledlearning #futureofeducation #jaipurians #jaipur #pinkcity #drprabhatpankaj

𝟰𝟳% 𝗼𝗳 𝗝𝗼𝗯𝘀 𝗖𝗼𝗺𝗲 𝗳𝗿𝗼𝗺 𝗣𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗡𝗲𝘁𝘄𝗼𝗿𝗸𝘀. 𝗕𝘂𝘁 𝗪𝗼𝗺𝗲𝗻 𝘄𝗶𝘁𝗵 𝗙𝗲𝗺𝗮𝗹𝗲 𝗜𝗻𝗻𝗲𝗿 𝗖𝗶𝗿𝗰𝗹𝗲𝘀 𝗘𝗮𝗿𝗻 𝟮.𝟱𝘅 𝗠𝗼𝗿𝗲. 𝗛𝗲𝗿𝗲'𝘀 𝘁𝗵𝗲 𝗖𝗼𝗻𝗻𝗲𝗰𝘁𝗶𝗼𝗻 🚀 Personal contacts aren't just helpful - they're often the deciding factor in career advancement. 𝗧𝗵𝗲 𝗱𝗮𝘁𝗮 𝗰𝗹𝗲𝗮𝗿𝗹𝘆 𝘀𝗵𝗼𝘄𝘀: 𝗽𝗲𝗿𝘀𝗼𝗻𝗮𝗹 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀 𝗺𝗮𝘁𝘁𝗲𝗿 - 𝗮 𝗹𝗼𝘁! 🟡 1 in 3 jobs in Germany are secured through personal contacts (Zeit Online, 2017) 🟡 In small businesses, 47% of positions are filled this way 🟡 69% of IT companies rely on word-of-mouth recruiting 🟡 39% of employees believe "Vitamin B" (connections) matters more than qualifications alone 𝗪𝗼𝗺𝗲𝗻 𝘄𝗶𝘁𝗵 𝗮 𝘀𝘁𝗿𝗼𝗻𝗴 𝗶𝗻𝗻𝗲𝗿 𝗰𝗶𝗿𝗰𝗹𝗲 𝗼𝗳 𝗳𝗲𝗺𝗮𝗹𝗲 𝗽𝗲𝗲𝗿𝘀 𝗮𝗿𝗲 𝟮.𝟱𝘅 𝗺𝗼𝗿𝗲 𝗹𝗶𝗸𝗲𝗹𝘆 𝘁𝗼 𝗿𝗲𝗮𝗰𝗵 𝗲𝘅𝗲𝗰𝘂𝘁𝗶𝘃𝗲 𝗽𝗼𝘀𝗶𝘁𝗶𝗼𝗻𝘀 𝘄𝗶𝘁𝗵 𝗵𝗶𝗴𝗵𝗲𝗿 𝗮𝘂𝘁𝗵𝗼𝗿𝗶𝘁𝘆 𝗮𝗻𝗱 𝗽𝗮𝘆 (HBR, 2019) 𝗦𝘂𝗰𝗰𝗲𝘀𝘀𝗳𝘂𝗹 𝘄𝗼𝗺𝗲𝗻 𝗯𝘂𝗶𝗹𝗱 𝗹𝗮𝘆𝗲𝗿𝗲𝗱 𝗻𝗲𝘁𝘄𝗼𝗿𝗸𝘀: 𝟭. 𝗜𝗻𝗻𝗲𝗿 𝗖𝗶𝗿𝗰𝗹𝗲 (Bonding Capital) • Close relationships with other women in similar roles • Provides emotional support, practical advice, and advocacy • This is your foundation - and the 2.5x multiplier 𝟮. 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝗶𝗰 𝗕𝗿𝗶𝗱𝗴𝗲𝘀 (Bridging Capital) • Selective connections to senior leaders and decision-makers • Quality over quantity matters here • Focus on authentic relationships, not transactional networking 𝟯. 𝗣𝗲𝗲𝗿 𝗔𝗹𝗹𝗶𝗮𝗻𝗰𝗲𝘀 (Horizontal Networks) • Connections across departments and industries • Creates opportunities and information flow • Builds your reputation organically 𝗢𝘂𝗿 𝗠𝗲𝘀𝘀𝗮𝗴𝗲: 𝗧𝗢𝗚𝗘𝗧𝗛𝗘𝗥 𝗪𝗘 𝗖𝗔𝗥𝗥𝗬 𝗧𝗛𝗘 𝗖𝗛𝗔𝗡𝗚𝗘 This is exactly why the Ten More In Network is one of the most important pillars of the Leadership Academy: Over 2,000 female leaders exchange ideas daily and support one another. Once a year, this network converges at the 𝗧𝗲𝗻 𝗠𝗼𝗿𝗲 𝗜𝗻 𝗟𝗲𝗮𝗱𝗲𝗿𝘀 𝗦𝘂𝗺𝗺𝗶𝘁 𝗶𝗻 𝗕𝗲𝗿𝗹𝗶𝗻. This year, I'm particularly excited about outstanding speakers including 𝗥𝗼𝗯𝗲𝗿𝘁 𝗛𝗮𝗯𝗲𝗰𝗸, 𝗗𝗿. 𝗕𝗲𝘁𝘁𝗶𝗻𝗮 𝗢𝗿𝗹𝗼𝗽𝗽, 𝗔𝗻𝗻𝗶 𝗦𝗰𝗵𝗺𝗶𝘁𝘇, 𝗗𝗶𝗲𝘁𝗲𝗿 𝗟𝗮𝗻𝗴𝗲, Lea-Sophie Cramer, Lia Grünhage, Nora Dahlström, 𝗮𝗻𝗱 Melanie Frowein - and four of our alumnae who will deliver their own keynotes on stage. Structures change when people connect. See you tomorrow! 💃

When we choose a university, most of us ask, “Will it set me up for success?” We focus on placements, thinking that a good job at the end of the program is the ultimate goal. And yes, that’s important—but there’s more to it. A friend of mine recently graduated from the MBA program at Lovely Professional University (LPU). She didn’t just land a high-profile job; she stepped into her role with skills, confidence, and a professional network that took years to build. I remember her sharing stories about her journey, where the “real” learning wasn’t just in books, but in the blend of academic rigor, hands-on experiences, and opportunities to lead. Here are a few things she mentioned that really made an impact: 1. Exposure to Real Industry Challenges: She worked on real business projects, analyzed case studies, and had frequent opportunities to interact with industry experts. By the time she stepped into her job, she was already equipped to handle complex challenges. 2. Global Perspective: With collaborations and guest lectures from international leaders, she learned to think beyond borders. This broadened her outlook and gave her a global edge, a rare find in many programs. 3. Soft Skills & Leadership: LPU’s emphasis on developing leadership qualities and effective communication made her feel ready for a dynamic work environment. The program encouraged her to lead projects, which sharpened her ability to work in diverse teams. 4. A Strong Professional Network: Through alumni events, internships, and networking sessions, she connected with people across industries. This network has become a resource she leans on even after graduation. As she settled into her role, I could see the difference these experiences made—not just in her resume, but in her approach to work. So if you’re considering an MBA, maybe look for a place that offers more than just “placements.” Choose one that pushes you to grow, helps you build lasting connections, and sets you up for long-term success. For anyone looking into MBA options, take a peek at what LPU has to offer. The next admissions season is around the corner—sometimes, one decision opens doors you never knew were there! #education #linkedin

If you're an international student who just graduated, this post is for you. I came to the US on an academic and athletic scholarship at 18. I’ve been on an F-1 visa, done the whole STEM OPT thing, and built my career from scratch here. No family, no connections, no favors. And if there’s one thing I’ve learned, it’s this: You can’t afford to move like everyone else. Most students start figuring things out after graduation. For international students, that’s already too late... So here’s what I’d be doing right now if I were you: 1. Get clear on the companies that will even consider you. Use tools like MyVisaJobs or H1BGrader. Cross-reference with LinkedIn filters (E-Verify, visa sponsorship) and stop wasting time on dead ends. 2. Make your LinkedIn undeniable. Your profile should do three things: → Tell your story → Prove your skills → Make someone want to message you If it doesn’t, fix it. 3. Treat DMs like applications. I've never seen someone get hired because of a "Hi, can you refer me?" message. I have seen it happen after thoughtful, well-timed outreach rooted in value. 4. Document, don’t perform. Show the work. Post the project. Share the lesson you just learned. Visibility > perfection. 5. Track everything. Build reliable systems. If you’re serious, treat your job search like a job. Know your timelines. Know your next step. The most dangerous place to be on OPT is passive. It’s tough. I know. I’ve lived it. But the ones who win are the ones who move different. #InternationalStudents #JobSearchTips #OPT #STEMOPT #CareerAdvice #DataScienceCareers #LinkedInTips #EarlyCareer #VisaSponsorship #WorkInTheUS #H1B #Graduation2025 #LinkedInNews