HivePix CEO on building sponsorship networks that create real opportunities

Claudine Ogilvie, CEO at HivePix and an ADAPT Advisor, shares how careers move through promoters and trust networks, and how to turn mentoring into sponsorship that leads to outcomes.

She has spent two decades moving between the operator seat and the boardroom, leading technology and innovation at scale, then taking those lessons into entrepreneurship through HivePix and advisory work.

Her career has ranged from CIO leadership in aviation and enterprise, to guiding organisations through data, AI, cyber risk, and emerging technology decisions, with a consistent focus on turning strategy into execution.

For ADAPT’s International Women’s Day 2026 series, Claudine spoke with Content Marketing Manager Justina Uy about what actually shifts progression in practice, especially in environments where opportunity is shaped in informal rooms, succession discussions, and fast moving change cycles.

It is a network, not a single break

“It’s not just one moment, it’s a network. It’s not just supporters, but also promoters, who will speak about you, when you’re not in the room.”

Claudine’s emphasis is on building a promotion network over time, people who trust your delivery and can describe your value and trajectory with confidence.

That means being deliberate about relationships across functions, levels, and forums, and being clear about what you want next so your name travels with the right framing.

Speak up with evidence, even when the path is unclear

“Be able to confidently speak up with clarity and data backed evidence, conviction.”

Her advice is practical, treat voice as part of the role.

Form an opinion early, bring evidence, and contribute while the direction is still being shaped.

In fast-changing conditions, waiting for certainty often means missing the moment where influence is formed.

Turn mentoring into sponsorship by making the ask specific

“I think you need to be quite specific about what it is you would like them to sponsor you for, make it easy for them. Give them the material that they need.”

Claudine draws a clear line between a helpful relationship and a sponsor who will act.

Sponsorship becomes real when the ask is tied to a concrete outcome, a role, a project, a speaking slot, a stretch assignment, and when you equip the sponsor with what they need to advocate in the right rooms.

Differentiate by being forward looking

“It’s not just backwards looking. It has to be forward looking as well.”

Claudine links progression to having a credible point of view about what is coming next, not only what you have done.

Leaders stand out when they can connect their experience to emerging shifts, translate ambiguity into direction, and articulate where capability needs to evolve.

Include men in shaping the solution

“We could do better to involve and include men in the discussion, men in shaping the solution. Otherwise, we’re just talking to ourselves.”

Her focus is execution.

Decision makers still shape opportunity allocation, succession pathways, and visibility.

Progress moves faster when those with authority are actively engaged in the work, not watching it from the sidelines.

Sponsor from wherever you sit

“Never think that mentorship or sponsorship is always somebody else’s domain, it’s an onus on all of us.”

Claudine’s message is that sponsorship scales when it becomes normal across the organisation.

Anyone with influence over a shortlist, a project team, a recommendation, or a room can create access for someone else, and the compounding effect is how leadership pipelines change.

As an ADAPT Advisor, Claudine Ogilvie supports leaders on technology strategy and architecture, cyber security risk and resilience, and leadership development and stakeholder engagement, drawing on 20 years leading transformation across data, AI, and cyber risk.