10 Ways Leaders Can Build a Strong Support Network

Leadership can get lonely. In a 2024 survey, Harvard Business Review found that 25% of CEO’s reported frequent loneliness and over half reported “meaningful bouts” of loneliness. As you steer your organization toward new goals and navigate complex challenges, it can feel natural to think you have to do so much of it on your own. You bear the responsibility for making significant decisions, implementing strategy, and guiding the overall direction of your team. Yet, leadership thrives on collaboration. Leaning into connection can get you better results AND ease the burden of those tough choices.

I was thrilled to have Heather Bennett, an experienced coach and consultant, join a recent episode of our Culture Conversations podcast. Together, we explored how solitude at the top can stall growth and creativity. During our chat, we came up with several tips on establishing support networks that sustain leaders and make the journey feel a little less lonely.

To make the advice even more actionable, we decided to compile a list of ten actionable ways to help leaders cultivate genuine connections and navigate leadership effectively, without going it alone.

Internal Resources

1. Invite Collaboration

One of the simplest ways to feel more connected is to lean into your team, rather than

standing over or apart from them. Collaboration turns leadership into a shared effort and reminds everyone, including you, that progress comes from working together. The easiest way to invite collaboration on your teams is to start admitting you don't have every answer. When you tell your team you're still learning, they feel safe to share their own ideas, questions, and insights. This kind of openness and honesty brings people together, turning a group of individuals into a genuine, united team. It shows that everyone's contribution matters and that you value collaboration over perfection.

"I don't know at this time, do you have any thoughts?" is an excellent answer to a tough question.

2. Encourage Vulnerability

After modeling openness to invite collaboration, you can extend that sense of safety across your entire group. Every team member, from entry-level to senior leadership, should feel empowered to share the challenges they face, including project hurdles and even personal concerns that may impact their work.

If the team needs prompting, try "Where do you feel stuck?" Be curious, then practice empathy. Be intentional about offering support rather than trying to fix every issue immediately. When everyone feels secure enough to be honest, a deeper level of connection and mutual understanding emerges, which in turn boosts both morale and collective performance.

3. Use Clear Communication to Strengthen Connection

Loneliness in leadership often grows from feeling misunderstood or unheard. When you create clarity in the way you share ideas, you open the door for connection. A shared language helps people feel included, which is the starting point of any network.

For example, I often use the term “owning a project.” When I use it, I mean taking responsibility for the entire process and outcome. I expect proactive followup, identify and implement next steps  and make decisions. Some members of my team or colleagues might understand it differently, and left undefined, that gap leaves room for frustration and disconnection. By explaining what I mean, I invite others to share how they define their role and how we can lean on one another.

Within your team, you can establish communication norms that foster regular check-ins and open dialogue. A five-minute chat, a weekly stand-up, or scheduled one-on-ones provide people with reliable opportunities to voice concerns and offer support. Over time, these touchpoints stop people from drifting into isolation and create the steady rhythm that keeps a team or network strong.

4. Embrace Strategic Delegation

Delegating key tasks frees up your time from daily firefighting and invites others into your leadership circle, lessening the sense of isolation at the top. When you share responsibility, you signal that you trust your team and that you are willing to lean on their skills. That trust creates a deeper bond and builds a reliable network inside your organization.

Write down every task you handle this week. Choose at least 3-5 things that a team member can own instead. Remember that giving work away is a way to protect your energy and help others grow. Delegating is part of your job! When you let go of these responsibilities, you give others the chance to grow, and you create natural opportunities for collaboration and support. Over time, you build a culture where problems are solved together and leadership is shared, which makes you less likely to feel alone in carrying the weight of every decision.

External Resources

5. Be A Lifelong Learner

Outside perspectives remind us that growth and leadership are a shared journey; you are not the only one slogging through the mud. When you hear other stories and get excited about how others have accomplished their goals, you bring that energy back to your team and demonstrate that leadership development is a continuous process.

Choose a handful of leadership books, podcasts (including Culture Conversations), and webinars to rotate through each quarter. Block out one hour each week to dive into this material. When possible, pair up with a colleague or coach to discuss the key takeaways and how they apply to your leadership challenges. You'll also be contributing to a culture of curiosity, and your team will feel supported in their own development.

6. Assemble Your Personal Board of Directors

As Heather Bennett shared in our conversation, leaders often wait too long before reaching out for guidance, but if you've gotten this far in life, you most likely already have a collection of people you've trusted and learned from over the years. Make them your official (or, more likely, unofficial) panel to lean on. Avoid tackling big questions alone and benefit from the collective wisdom of others who you already know have your back!

Do you have someone who challenges your ideas, someone who encourages you when things get tough, and someone who offers a perspective outside your industry? A good board combines voices that showcase optimism, realism, strategy, execution, insight, and lived experience. Consider individuals whose experiences you respect, such as former managers, industry colleagues, or close friends. Reach out and explain that you'd value their input on key decisions. Establish regular meet-ups or calls, or just bring them in when you shine the bat signal. You'll know you have a group in your corner that'll provide you with honest feedback, fresh ideas, and, of course, support.

7. Join CEO/Leadership Peer Groups

Learning from peers who face similar pressures brings fresh ideas and builds a sense of community. When you hear how others handled a rapid growth challenge or avoided a costly mistake, you gain practical lessons you can apply right away.

Look for local or virtual forums and industry associations. (For more inspiration on this point, check out another episode of the podcast, Building a Culture of Collaboration with the great Larry Prince! Commit to attending a certain number of meetings or events and being open to sharing. Over time, these gatherings become a reliable sounding board and a network of trusted peers who understand exactly what you're going through and what it means to lead at the top.

8. Plug into Incubators and Accelerators

Incubators and accelerators bring together leaders who want to grow fast, along with mentors who have been there before. These leaders learn new ways to solve problems and get advice at every step.

There are often programs available for your specific industry - a great place to start your search. Many also offer special tracks for experienced leaders or maintain the community's momentum after the main sessions conclude. Dive into its workshops and meet other leaders, allowing your skills and connections to continue growing.

9. Engage a Dedicated Coach

A coach becomes a partner who listens, asks the questions others might miss, is a thought partner, and offers a fresh perspective. Regular sessions create a safe space where you can share doubts, tackle tough decisions, and stay accountable to your goals.

Look for a coach who specializes in leadership (hi there!) and whose approach feels like a good fit. Meet with your coach at least once a quarter, but biweekly check-ins are preferable whenever possible. Over time, these conversations become a steady source of support that keeps you connected and confident as you steer your team forward.

10. Cultivate Informal Coffee and Mastermind Circles

Formal meetings serve a specific purpose, but casual gatherings fuel connection and creativity. Hosting a monthly breakfast or virtual coffee with a small circle of peers provides everyone with an opportunity to speak candidly about wins, challenges, and fresh ideas. In this relaxed setting, you'll hear new perspectives that can spark solutions and build deeper trust. Expand your circles across different teams and industries to keep the conversation energized with each session.

You Can Start Today

Loneliness at the top can feel unavoidable, but it doesn't have to be that way. When you bring any of these resources into your routine, you open yourself up to new ideas, genuine connections, and the confidence that comes from knowing you have a network behind you. Your greatest leadership edge will come from the relationships and support you cultivate as much as from the vision you set.

Ready to try something new? Choose one of the resources above and work to make it part of your schedule this week. If you would like extra guidance on building your leadership support system, consider reaching out. A leadership coach can help you identify skill gaps, set goals, and stay accountable. Your journey to a more connected and resilient leadership style begins with a single step, and you don't have to take it alone.