I joined LinkedIn on February 18, 2012, almost nine years after it launched in 2003. I had just attended a colleague’s farewell party and was feeling nostalgic. After years of working together, I lamented that our paths might not cross again unless we made an intentional effort. That’s when another colleague said, “Have you heard about LinkedIn?”
Discovering the Power of Connection
LinkedIn began in the living room of its co-founder, Reid Hoffman, in 2002. In 2014, he co-authored The Alliance: Managing Talent in the Networked Age with Ben Casnocha and Chris Yeh. By that time, I had already spent many years leading and mentoring, and I was sensing a shift in how I approached people development. The traditional view that work and life should be separate no longer rang true for me. I had started to see careers as deeply human journeys.
It was a timely read. I had already begun to discuss my team’s and mentees’ current roles, as well as their aspirations and how their careers could align with their personal lives. I encouraged them to consider how stretch assignments could enhance their marketability or reflect emerging trends. I no longer viewed “the company” as the destination but as part of a larger, evolving journey.
Sometimes, my transparency surprised new hires or mentees, but it was always appreciated. It signaled that I cared about their performance and lives as professionals navigating a complex world. One quote I often return to is from Richard Branson: “Train people well enough so they can leave. Treat them well enough so they don’t want to.” That quote captures my leadership ethos perfectly.
A New Way of Thinking About Careers
The Alliance outlines how the traditional relationship between employer and employee has shifted, often to both detriment. But it also presents a way forward based on trust, transparency, and mutual growth. One concept that resonated deeply with me was viewing our careers as a series of “tours of duty”: Rotational, Transformational, and Foundational.
Having spent 15 years at Procter & Gamble, where rotation was embedded in our development, the concept was intuitive. But beyond that structure, the book helped frame a mindset that has become increasingly important: self-agency. We must take ownership of our careers. That means thinking in terms of building a portfolio of skills (technical, business, emotional intelligence, leadership), not just climbing a ladder. With companies now shifting focus on skills, this is good news. It allows us to grow more flexibly and build relevance across evolving roles.
Hellos, Goodbyes, and the Beauty of Yuan 缘
Growing up, I was taught to treat every “hello” as the first and every “goodbye” as the last. In Chinese culture, we believe in yuan,缘, that each encounter is predestined. But in today’s connected age, those beginnings and endings are not as finite.
I left Convergys 20 years ago, P&G five years ago, and Kraft Heinz three years ago. Yet, many of the connections I built while working for these companies are still alive and well. We don’t speak every day, but we know we’re just a message away. There’s something beautiful about that – a quiet assurance that someone out there remembers the late nights and shared challenges and would be happy to reconnect if we reached out.
Three Practices for Building Stronger Connections
In this evolving world of work, where relationships are more important than ever, here are three ways we can nurture our hellos and goodbyes and build our career agency:
1. Own Your Onboarding (Hello):
When starting something new, take responsibility for building authentic relationships. I often coach clients who face career transitions or exits, and many realize they’ve only built relationships within their immediate teams. Broaden your network early, including those who’ve already left the company. They’re often your bridge to the outside world.
2. Be Kind to One Another:
Corporate structures sometimes feel like Game of Thrones or The Hunger Games—survival-driven, competitive, and isolating. But that’s a myth we need to debunk. Real success is collaborative. The people you work with today may become mentors, champions, or partners tomorrow.
3. Own Your Offboarding (Goodbye):
Maya Angelou said, “People will forget what you said, people will forget what you did, but they will never forget how you made them feel.” The way we treat others, and are treated, when it’s time to move on, leaves a lasting impression. Our goodbyes should reflect the same grace and authenticity as our hellos.
Today, when I scroll through LinkedIn and click those little celebration emojis, I feel genuine joy. I’m celebrating more than a title change or a work anniversary. I’m honoring the people, the growth, and the shared humanity behind those updates. We are no longer bound by place or time in this networked age.
So, let’s not just build résumés. Let’s build lives rich with connection and meaning, one hello and one goodbye at a time.
The views and opinions expressed in this content are my own and do not necessarily reflect the views or positions of any organization I am affiliated with.