Senior leaders typically have informal 'personal board of advisors' — 4-6 people they consult for different career questions. Most mid-career workers don't have one explicitly, missing the benefit. Building one deliberately accelerates career.
Who belongs
Senior leader in your function (industry expertise). Senior leader in different industry (broader perspective). Peer in different company at your level (benchmark). Mentor or coach (skills development). Family member or friend grounding you (sanity check).
How to maintain
Quarterly check-ins with each. Specific career questions or decisions to discuss. Reciprocity where possible (share useful information with them).
Most ambitious mid-career professionals can identify these people but never deliberately convene the relationships. The deliberateness produces compounding value over years.