For learning and development (L&D) leaders, success isn’t just about strategy or skills—it’s about people. Your ability to connect with others can dramatically shape your career, your team, and even your organization’s growth.

Networking, at its core, is about building relationships. Not the transactional kind, but meaningful, intentional connections that spark collaboration, inspire growth, and expand your influence. As an L&D leader, the relationships you cultivate—both inside and outside your organization—can unlock new perspectives and drive lasting impact.

Let’s break down the two main types of relationships that matter and how you can start building them today.

Horizontal Relationships: Connecting with Your Peers

Horizontal relationships are the connections you build with those at a similar level—fellow L&D professionals, colleagues, or peers in related fields. These relationships are invaluable for idea-sharing, collaboration, and a sense of community.

When you build peer relationships:

• You create space for real-time knowledge exchange.
• You gain access to diverse ways of thinking.
• You feel less isolated, especially when navigating tough leadership decisions.

Don’t limit your network to those outside your company. Internal peer relationships are just as important. They strengthen company culture, foster cross-department collaboration, and open doors to shared learning experiences.

Vertical Relationships: Learning and Leading Through Mentorship

Vertical relationships involve people who are either further along in their career journey—or just starting out. These connections allow you to play both roles: mentee and mentor.

A great mentor can fast-track your growth. They provide insights you can’t Google and offer perspective rooted in experience. On the flip side, mentoring someone else helps you refine your leadership skills, give back, and stay in touch with emerging talent and trends.

Every L&D leader should seek out both sides of this relationship:

• As a mentee: Find someone whose path inspires you. Ask questions, listen, and be open to feedback.
• As a mentor: Identify someone who could benefit from your guidance. Set regular check-ins and invest in their growth.

These dual roles help you stay grounded, inspired, and connected to the evolving needs of your field.

5 Practical Ways to Start Growing Your Network

Not sure where to begin? Here are five actionable ideas to expand your professional circle:

1. Join a board
Whether it’s a nonprofit or a local startup, serving on a board connects you with mission-driven professionals and sharpens your strategic thinking.

2. Get involved with industry associations
Attend conferences, webinars, and networking events hosted by L&D or HR associations. These spaces offer both insights and introductions to peers across the globe.

3. Build bridges within your company
Don’t overlook the value of internal networking. Take the time to meet colleagues in other departments and understand how their work connects to yours.

4. Engage with local leadership groups
Many cities have professional groups or leadership development programs. These are great for connecting with ambitious professionals outside your usual circles.

5. Reconnect with your alma mater
Alumni networks are full of untapped potential. Get involved with your university’s events, mentorship programs, or online communities. You already share a common foundation—build on it.

Final Thought: Relationships Are a Two-Way Street

The best connections are built on mutual value. Ask yourself: What am I bringing to the table? Networking isn’t about what you can get—it’s about what you can give and how you can grow together.

For L&D leaders, cultivating a strong network of both peers and mentors/mentees isn’t just a nice-to-have—it’s essential for staying agile, innovative, and impactful. The stronger your relationships, the bigger your reach—and the more influence you’ll have on shaping the future of learning.