Tag: Careers

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New Dad, New Town and New Franchise in Four Months

Contributed by Leslie Kuban, President of FranNet in Atlanta

Michelle and Ryan Kinsley are a dynamic young couple who always envisioned themselves as business owners. They were focused on finding a business that would be right for their newly growing family but overwhelmed with so many options. With Ryan’s background as a government analyst, he knew how to do the research, but decided he needed someone with the right franchising experience to help.

 

In just four months’ time, Ryan moved to a new city, bought a new house, welcomed his first child and invested in his family’s future through franchise ownership.  How DID he do it?

 

What drove you to make the leap from a seemingly secure career position to the entrepreneurial unknown?

 

Ryan: My wife, Michelle, and I had been married for about a year.  We were still living in a 1-bedroom apartment in downtown Atlanta when we found out that we were expecting a child.  We realized that we needed to make some life decisions quickly so that we would be ready when our child arrived.  At the time, I was extremely burned out in my position with the government.  I had been reading books for over a year on franchising and small business.  After talking with my wife, I decided to reach out to FranNet to explore franchise opportunities.

 

What were the most important factors in deciding on the business you ultimately chose?

 

Ryan: With a child on the way, Michelle and I knew we wanted to get out of the hustle and bustle of city life.  We both grew up in medium-small cities in Georgia, so we wanted to raise our child in a similar environment.  Finding a business that would work in one of our desired areas was a major factor.  I also wanted to find a business that would allow me to attend my child’s activities and life events. Finally, finding something with somewhat traditional work hours so that I was not always working when my wife and child were at home.

 

You and Michelle just welcomed your first child…how did you think about the timing of starting your family and the timing of going into business for yourself?

 

Ryan: We bought our first house, started a business, and had a child all within four months.  We joke that if our marriage survived that, we can make it through anything.  As I mentioned, the baby was a driving factor in getting this business started so I wanted to get everything up and running as far in advance of the baby coming as possible.

How are you managing so much change at once – a new business and a new family member?

 

Ryan: As the owner of Monster Tree Service of Athens, I tell everyone that all my time is now spent with either the big monster or my little monster.  I put a lot of time into running my business and raising my child, but I don’t do it alone.  I made sure to hire experienced, driven employees who are self-sufficient and can troubleshoot many of their own problems.  Because of this, I am able to focus on the most important issues in growing a company.  It goes without saying that I couldn’t do any of this without Michelle and the support of our friends and family.

 

What advice would you give to young families like yourself wanting to start their own business?

 

Ryan: Be sure to do your research! I can’t stress that enough. Read books, talk to business owners, contact a franchise consultant, and find the end of the internet before you commit to starting your own business.  The right franchise consultant will help you find the right fit for you and your situation. I reached out to Leslie Kuban at FranNet of Atlanta because she has many years of experience in the industry, knows my local market and is a franchisee herself. She took my wants and needs and generated a short list of opportunities that she felt would fit my goals. She never pressured me in any direction, and she was always available to help with any concerns I had.

 

“You will be scared,

but you will also know when you have found the right opportunity for you.” 

 

Do you think he was talking about franchising, new home ownership or the joys of his new family? Perhaps all of the above. Happy Father’s Day from FranNet!

 

If you’d like to explore whether business ownership is right for your family, give us a call today at 770-579-3726 or take our free Readiness Assessment at frannet.com.

__________________________________________________

 

Leslie Kuban

Leslie Kuban is a nationally recognized franchise industry expert, CFE (Certified Franchise Executive) and Market President of FranNet in Atlanta; a locally owned and operated franchise consulting firm.

Leslie and her team have helped close to 500 individuals and families achieve their dreams of business ownership through a no-cost, extensive educational and coaching process. Her personal experience as a franchise owner provides a unique perspective to help her clients assess their real opportunities, risks, and timing to make sound decisions.

Connect with Leslie online or call 770-579.3726 to start the conversation today.

 

 

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Are You Asking The Right Questions?

Some things people do really irritate me. Wasting my time is at the top of the list. Insulting my intelligence is right up there, as is taking too long to get to the point.  People who are condescending, and those who like to grandstand round out my top five. It is particularly annoying when one incorporates all these irritants into one act, like asking a question.  I have witnessed people take a simple, but important question, and turn it into a three-act play.  These questions begin with a prelude which is meant to put the question in context, act one.  The actual question is act two.  Act three is an admonition of consequences if the inquisitor isn’t satisfied with the answer.  Often, these questions are somewhat insulting, designed to make the subject uncomfortable or defensive.  This type of question, asked during a business meeting, is counterproductive.

 

If you’ve ever watched a press conference, you know what I mean.   This behavior is on display during the daily briefing of The White House press corps. It seems to be less about asking a thoughtful question to solicit information than about drawing attention to the inquisitor.  You will also see this style on display during question-and-answer periods after someone has delivered a speech. It is particularly amusing to watch college students attempt to demonstrate their brilliance and trip up the speaker.  It happens during shareholder’s meetings too.  Sometimes, if the inquisitor is sympathetic to the subject, a leading question will be asked to guide the answer to a welcoming place.  These are known as “puffball” questions.  I suppose I’m like most people; depending on our backgrounds, we take a lot of things for granted. I have assumed that professionals have been trained to ask effective questions. That is a bad assumption.

 

Questions are a powerful tool.  Asking the right question in the right way can open a dialog leading to greater insight and a significant breakthrough.  The ability to ask questions that result in an exchange of useful information is fundamental to effective leadership.  It is a skill that is necessary for employee recruiting and selection as well as choosing new vendors.  Skillful managers ask questions that inspire and empower their team. The ability to ask the right questions is required to define a problem and find its solution.  And yes, questions are required to hold our politicians accountable.  There is a direct correlation for success in one’s profession and the ability to ask good questions.

 

So, what are the attributes of a good question?  Whereas the specific question will depend on the situation we can agree on some fundamentals.  First, you must be clear as to the information you seek.  What do you want to learn?  A good question is positive, non-threatening, and respectful to support an open, free flow of information.  The likelihood of receiving useful information from someone you’ve insulted is not great.  The question should be carefully worded, using a common language to ensure its meaning is clear and understood.  For most situations, open-ended questions will yield the best result.  Although, closed-ended, direct questions may be more effective for problem-solving situations.

 

Having been trained to conduct interviews, and for problem-solving in general, I’m confident in my ability to ask questions that generate useful information.  This skill was honed during my corporate career and twenty years interviewing people as an Executive Recruiter.  While executing my coaching and leadership responsibilities I’ve learned that what may appear to be the seminal issue at the beginning of a conversation is often a symptom of the actual problem.  One can only get to the root problem by asking follow-up questions.  In this case, asking ‘why’ questions may be most effective.  My friend Faith calls it peeling off the layers of an onion.

 

The flip side of asking good questions is to be a good listener.  Silence on the inquisitors’ part can draw out a more comprehensive response.  Body language can be helpful as well.  You may have seen an interviewer thoughtfully nodding during their subject’s response.  This demonstrates acceptance, encouraging the subject to continue.

If you want to improve your overall professional skill set, learning how to ask effective questions is a great place to start.  If you want to be viewed as a serious person and a good team member avoid questions that resemble a three-act play.  Respect your subject and your team by asking questions that elevate the conversation.

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

 

 

 

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For the Sake of Learning

Josh Sweeney Presentation on Culture First Hiring

Recently, a number of info-graphics comparing the habits of successful people to those that aren’t, landed on my Pinterest feed.  A few of their points spoke to reading as opposed to watching television and a zest for continual learning as significant differentiating factors.  Although I couldn’t disagree, I didn’t pay it much attention until a recent conversation with my friend, Faith.  She was excited to tell me that she had just received a tuition reimbursement check from her employer.  As she is working to complete a college degree, she is making good use of her company’s education assistance program.

 

She continued, saying that she valued that benefit and planned to take full advantage of the program.  I agreed with her thinking and complimented her employer for offering the benefit.  However, I lamented that too many employers have scaled back on their training programs and lack cultures that reinforce the benefits of life-long learning.  Naturally, we agreed that it was a topic I needed to explore further.

 

A few days later, Dennis, an alumni buddy, and I were enjoying our cigars and adult beverages, talking about cars. He told me how another friend, John, got him interested in doing his own car repairs.  John showed Dennis how to research the issue, find the right parts, and make the repairs.  Over time, he gained confidence as he accumulated experience.  He has resolved many maintenance issues, like replacing brake pads and rotors, saving a lot of money.  This is a skill set he developed with a little encouragement from a friend.  I know that he takes pride in this ability which gives him great satisfaction.

 

On the other hand, I am reminded of a colleague who had no interest in learning how to use a Personal Computer.  It was a time when PCs were moving rapidly into the workplace but before the introduction of laptops.  He told me, “why should I know how to use a PC, that’s why I have an assistant.”  The irony is that the PC replaced the administrative assistant, except for the more senior level staff. I often wonder how long it took him to catch up to his peers?

 

Much has been learned about the brain that supports the value of lifelong learning.  A healthy body and sound mind is the key to a long and happy life.  The brain is like a muscle, either use it or lose it!   Learning is like any other skill that requires practice.  With practice one masters the subject. Lifelong learning or continual learning is an attitude, a mindset.  If one believes in the importance of learning new information, or skills they will make the effort to pursue that course.  If not, stagnation may develop, putting one’s career in jeopardy.  As a commercial enterprise is a collection of people, an organization, it follows that it would benefit from continual learning.  Building a learning culture is a viable strategy to keep employees interested and engaged, supporting innovation and productivity improvements.  A learning culture creates competitive advantage.

 

I am a big fan of YouTube.  The variety of their videos seems to be endless.  Among others, I have viewed programs to improve my efficiency with Office 365, manage my websites, develop landing pages to build my contact database, and facilitate greater exposure for my brand.  My time on YouTube has increased my productivity in so many areas that I’ve become an addict. The point is, YouTube is a free service.  It’s a platform for brands to build customer loyalty by training to maximize the utility of their products.  Tuning into YouTube seems to be a ‘no-brainer,’ for individual learners, and for employers.

 

It is all too easy for professionals to get into a rut, going on autopilot as it were, as the vicissitudes of daily life take president.  Companies are no different.  They develop successful business models and continue executing that formula, sometimes without noticing the changes happening around them.  Brands that maintain long term relevance, do so by listening to their customers.  They Learn.  The best brands know that their employees are their customers too.

 

Creating a learning culture really isn’t difficult.  One small change can spark a virtuous cycle of change.  Providing education benefits to employees is a good step toward creating a continuous learning culture.   At the end of the day, however, it’s the responsibility of leadership to build a culture for success.

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal

 

 

 

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Interact, Participate, Engage

I’m reading Strategic Connections, an interesting book about networking recommended by a friend.  So far, I have found it to be insightful. This past week I came across the author’s list of the 10 biggest mistakes members make. It was amusing and to the point, but sadly truthful. I thought those insights needed to be repeated. However, I’d take a different tact and make the point more positively.

 

If you plan to join a networking group do so with a strategy in mind. What are you looking to gain from the relationships you develop? Is it for professional development? Or, maybe your intention is to generate more customers. Then again, maybe it’s just for fun and fellowship around your favorite hobby. Whatever your objective, be clear about your expectations and make a commitment to the group.  Otherwise, membership is pointless.

 

So, you’ve joined a networking group.  Now that you’re a member, plan to enjoy the full benefits of that association. Your first objective is to become an active participant. Make a commitment to attend every meeting you can. Arrive early and leave late. Don’t come to hear the speaker or enjoy the breakfast and leave. If that is all you want from the group, save your membership fee.  You can eat breakfast at home and watch the subject matter on YouTube. But, don’t expect to get any referrals for new opportunities.

 

Attend the meetings with the intent to be remembered.  Stand out from the crowd. An easy way to stand out is by the way you dress.  Ladies may wear a distinctive piece of jewelry. I know gentlemen who’ve established a persona by wearing a vest. A vest is stylish, but not commonly worn and will get attention. I like to wear shirts with French cuffs, even if I’m not wearing a suit and tie. Women often wear distinctive pens or scarves to be different. Flag pens, company pens, or even pens from civic associations are noticeable.  These ideas also serve as conversation starters.  Having a distinctive style is a good start, but you still won’t be noticed if you stand in the corner by yourself. Get into the crowd, mingle, introduce yourself to a stranger.  Ask questions of the presenter.

 

The second broad theme is to interact with others. Don’t hesitate to walk up to a group and introduce yourself. After all, it is expected.  It’s the point of networking, meeting people you don’t know to expand your network. Join in the conversation.  Show interest by asking questions. That’s how relationships are formed. Don’t spend your time talking exclusively to people you already know.  If you find someone standing alone in a corner, go introduce yourself.  Often, you’ll find these folks interesting, albeit on the reserved side. And while you’re interacting, focus on important topics relevant to the group. Save discussions about the weather and sports for other occasions. If you’re new to the group, try to learn about their culture, norms, and protocols.

 

The final point is to become involved in the group. Look for opportunities to demonstrate your competence and leadership skills. Take on an assignment to help the group. Recently, Paula a member of ITB Partners volunteered to organize a Speed Networking Event, over cocktails and hors d’oeuvres. The event was a big success.  Paula was recognized for her initiative.  You may volunteer to speak on an important topic or serve on a committee. If your group meets for breakfast, organize an after-hours cocktail party. Show your commitment and your ability to plan, organize, and follow through. These activities demonstrate your competence, leading to more referrals.

 

Networking is the most effective way to land that new job or to expand your business. Approach the concept with enthusiasm and a plan.  As with any skill, networking can be learned. With a little guidance and practice, you will gain confidence. Confidence leads to credibility and credibility leads to opportunities.

 

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

Author of: Fighting Alligators, Job Search Strategy For The New Normal
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Interview with a Career Coach

Richard Kirby, Executive Impact

Last week I ended my post recommending that you seek professional help to achieve your career goals, especially if your efforts haven’t been successful.  This week I am pleased to provide you with more information in this connection.  What follows is my interview with my colleague Richard Kirby a Career Coach.  Richard has been helping people achieve their career goals for 20 years, so he is the ideal person to provide insight into the subject.

Jim: Richard, thank you for making time to talk with me. To get started, tell me what a career coach does. Why does someone come to you for help?

Richard: Jim, I help my clients evaluate their strengths and weaknesses and develop a plan to address those weaknesses. A large part of my work is to help them find a role that makes them happy.  This may be with their current employer or with a new employer if they are between jobs.

Jim: That is terrific Richard! Can you tell me more about the process you follow to help your clients?

Richard: My process begins by having the client complete a self a valuation.  I use a number of online assessments to identify needs for improvement. This helps me focus the client on their objectives. I also help them craft a marketing plan to land their desired role.  It could be a role different from their current career path but one that will use the same skill set that is equally fulfilling. So, I help them identify and uncover career opportunities and to go after them.

Jim: After you’ve worked on needs and have developed a marketing plan, what’s next?

Richard: The next phase is to help them prepare for the interview.  I began with a five page ‘how to prepare’ worksheet which gets the candidate thinking about answering questions they should expect. I also help the candidate respond to difficult questions which may relate to changing industry segments or gaps in their profile compared to the employer’s expectations for ideal candidate. We’ll conduct mock interviews, which I video, to be reviewed and studied by the candidate. I make notes and comments about their body language, verbal style, and the quality of their answers. Later, we have a follow-up discussion to reinforce the positives and identify work to be done. I am very hands-on with my clients.

Jim: Richard, how important is it to understand the employer’s culture? How do you coach a client in this area?

Richard: I have tools to help the client understand the target’s culture. I suggest they use Glass Door and talk with people who work for or have worked for the company.

Some aspects of the culture will inhibit the candidate from getting the first interview, like educational background or prior employment. There is nothing to do to fix those gaps, at least in the short run. It is different than one looking to improve their situation with their current employer as they are already part of the culture. They know it, live it, and understand it.

In one case a client was able to create his ideal job by finding a need that wasn’t being addressed. I coached him to present the need to the department head and then sell himself as the solution.

I consider myself to be the client’s champion. I am their chief motivator and inspiration.  “I believe my clients have more potential and can achieve more than they think they can.”  I push them to believe in themselves and to face their fears. A good coach must believe in their clients. I have turned down or canceled contracts with one or two who did not have enough self-confidence or failed to follow through on their assignments.

Jim: What else do you do for your clients, Richard?

Richard: For an additional fee, when appropriate, I help them negotiate an offer to arrive at the best possible outcome.

Jim:  Richard, thank you for your time today!  I am a big fan of your work, especially for people who find it difficult to achieve their career goals.  I will provide links to aid anyone interested in more information about your services.

Thank you for visiting our blog.

I hope you enjoyed our point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com


Author of:  Fighting Alligators, Job Search Strategy For The New Normal

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Job Search In The New Normal: Three Perspectives; Originally Published February 13, 2016

My activity during the last two weeks has included three networking meetings with prospective candidates.  Two of the meetings were face-to-face at Starbucks, and the third was over the phone.  Their experience and individual situations ran the gamut.  The first candidate I met, Matt, is a referral from a solid networking connection which I have known for many years.  Matt had gone to school with my friend and had worked together earlier in his career. He was in town for a few days prior to leaving for a boys-skiing weekend.  Matt is an established Financial Planning and Analysis (FP&A) professional employed in a good job with a major company.  He and his wife want to get back to the Atlanta area to be closer to their extended family.  His objective is to find a good job first and then move.   I found Matt to be very affable and professional.  Little surprise as his background included a private school education and Ivy League college degree.  Additionally, he had earned an MBA from a prestigious, top-tier University.  Matt is a very polished guy who knows how to communicate.  His intention was to establish a relationship with me and to explore some options.  Although a preliminary discussion, I enjoyed our visit and will work to help him achieve his goal.  Clearly, Matt is well grounded for a job search in the “new normal.”

My second meeting was not as positive.   John has had a difficult time finding a new job.    Also, a native of the Atlanta, he has been out of work for eighteen months. John has lived out of state for the past 16 years working in a small company.   He moved back to Atlanta to be close to family after the failure of a business venture. After earning an Ivy League Degree, he worked as a manager for established restaurant brands, later transitioning into the small company sector. In his most recent situation, he was in charge of administration for a small company which included the responsibilities of a CFO, a CIO, and Director of Construction. John was not comfortable during our meeting.  He was visibly nervous and a bit awkward.  We discussed options he has considered including consulting and project work. His references were very positive. However, his experience is not resonating with prospective employers.

Mark was my third networking encounter; this meeting was via telephone. Mark was referred to me by a CEO contact who had to terminate his employment as part of a company restructure.  Mark is a middle manager who has worked his way up the ladder to middle management without a college degree.  He has not had to look for a job for a very long time as he has been recruited from one job to the next by people who know him. Mark is well spoken, and his resume is solid.  Now unemployed, he really does not know how to look for a job in the new normal.  I suspect his network needs to be rebuilt as well.  We scheduled a phone call to trade information, but he made little effort to prepare for that call.  He did not review my background by visiting my website or checking out my LinkedIn profile.  As a result, we spent too much time on fundamental issues without learning how I could be helpful to him.  After our conversation, I made one referral on his behalf.  I need to follow up with Mark to more fully understand his needs and aspirations.

There are interesting similarities between these gentlemen.  They are all about the same age and have enjoyed success in their chosen fields.  Their circumstances are very different, however.  Matt is in the best position as he begins the process to understand his options.  John is in a difficult position as the time between situations is taking a toll on his psyche.  He must reboot his search.  Mark will be fine.  He will need to rebuild his network, but his skills and experience are highly marketable.  I suspect that he has a suitable severance package.  He can ramp up his job search quickly and will likely be reconnected by summer.

The one thing they have in common is that they are learning to adapt to job search in the new normal.  Their ultimate destinations will take them down different paths, but each will need to engage in the same activities.  Matt and Dave will have more options to consider than Mark whose background is exclusive to restaurant operations.  Nevertheless, each must assemble and nurture an effective network, their team, to identify appropriate opportunities.  They must craft a viable personal positioning strategy to evaluate opportunities presented.  They must be able to convince hiring managers and recruiters that their experience and skills match the job requirements and that they are a cultural fit for the enterprise.  And, when employed again, they must get off to an effective start by taking ownership of the onboarding process.

Of the three, which represents the situation you would aspire to?  Matt’s of course!  He is proactively directing his career, building from a position of strength.  He is working on a plan to make a career move before circumstances force the need.  More than ever before, one must be vigilant in the management of their career.  Nurturing an effective network is the starting point.

Thank you for visiting our blog.

I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox.  Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read.  Your input is very important to me so; please leave a comment.



Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com



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The Middle-aged Salesman

A friend recently contacted me regarding her husband’s need for help finding his next job. Jerry, (not his real name) is an accomplished sales manager in his own right whose experience has been in the commercial printing industry. Now in middle age, he has become sidelined in a dead-end job. Jerry is someone I have spent time with over the years and found him to be affable and witty. I had no reason to doubt his networking abilities. He is a salesman after all. Networking is about building relationships, the most fundamental part of sales.

 So, I happily arranged a coffee meeting with Wendy, a friend who has a business helping companies find optimal solutions to their print marketing needs. Since they were both professionals from the Printing Industry I thought this meeting would be a natural. Wendy is an excellent net-worker with very strong connections in Jerry’s target market. I could not have arranged a better connection for Jerry. This meeting looked to have great potential benefit for them both. Well, at least that was my thinking.

We all know that good networking includes the productive use of time. Get to the point. Let me know what you are trying to accomplish. How I can be helpful? The 30-second elevator speech is at the heart of the process. Unfortunately, as the meeting progressed, I saw that Jerry’s goal was to tell Wendy his life story. Jerry’s single-minded intent was to follow through on that objective. Had Wendy been an Executive Recruiter, like me, learning about Jerry’s full history might have been useful. Being a potential networking contact, Wendy’s knowledge of Jerry’s life story was not only irrelevant, it wasn’t a productive use of her time. In the process, Jerry learned absolutely nothing about Wendy. Doubtless, Jerry would not be a very useful networking contact for Wendy.

Frankly, I was astonished. More than once Wendy stopped Jerry to ask him what he was looking to do and how she might be helpful. This irritated Jerry. He did not answer her question but continued on with his story. It was excruciating. Wendy politely cut the meeting short, indicating that she had another meeting to attend. Jerry and I went off to have lunch and debrief.

During our lunch, Jerry expressed his frustration with Wendy. He was completely baffled as to why she continued to interrupt him during his soliloquy. I tried to address his fundamental misunderstanding as to how networking is conducted; i.e. time is of the essence, and the process is meant to be a two-way exchange of information. I explained that Wendy had tried to get Jerry to come to the point, but he refused to budge from his script. I went on to explain that over time, in order to build relationships, it may be useful to reveal more of one’s life story. It is totally inappropriate, however, in an initial networking meeting. My final point was that the message to Wendy was; “it was all about Jerry.” I think Jerry got the message, but I cannot be sure.

 I am still unclear as to why Jerry conducted the meeting as he did. It was not only strange, but it was also a little creepy. At his age and with his experience I expected a focused and productive presentation. I had been with him in a number of social settings and always found his behavior to be appropriate. His meeting with Wendy was totally unexpected. Could it be that Jerry was just a very poor salesman? I was beginning to wonder.

Key Learning: To help facilitate a productive networking meeting I use email to introduce my contacts and exchange their information. Exchanging resumes and LinkedIn profiles is a very useful part of the process to prepare for an effective meeting. This gives the participants the opportunity to learn background information prior to the meeting so the focus of the meeting can be on the present. It puts the meeting in context. A “good networking meeting” is a productive exchange where all parties leave with clear knowledge as to how to help the other.

 In this case, I should not be too hard on myself. I had enough experience with Jerry to expect a good outcome. I did exchange biographical information in advance. Jerry, Wendy, and I are all about the same age so there are a lot of similar life experiences which made the connection easier. I was surprised that Jerry did not grasp the fundamental concepts of mutual benefit and the productive use of our time. He learned nothing about Wendy and how he might be able to help her. Sometimes, even with the best of intentions and solid preparation, things don’t go well. That’s life. Suck it up and move on. As with last week’s horror story our efforts to help Jerry ended with that meeting.

My balance sheet with Wendy is very much in the positive so there was minimal damage to my credibility. Life goes on. Fortunately, my failed networking meetings continue to be a very small percentage of the total. Work in Progress:

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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A Tale Of Two Holiday Networking Events

In last week’s post I spoke about maximizing one’s effectiveness at holiday networking events. The primary message was as follows:

  • Time is short. Be strategic! The objective is to meet influential people, gain their interest, and schedule a follow-on meeting. 
  •  If the event is for business networking, stay focused on business. If the event is a social gathering, be sociable.
  • Remember to thank the host before leaving, and later, send a thank you note. 

This week I had an opportunity to take my own advice as I holiday networking events on Tuesday and Thursday.  Both were scheduled between at 4:00 p.m. and 8:00 p.m.  They were open house come-and-go-as-you-please events.  On Tuesday I attended the CFO Round Table event.  Thursday’s event was hosted by an Investment Advisor who hosts a monthly Lunch With Four Interesting People, (LW4IP). I wrote about the latter group in September.  Of course, each event reflected the host’s personality and networking strategy.

There were many similarities between the two events.  Neither required a cover charge, and both provided an ample selection of luscious hors-d’oeuvres. Beer and wine were served at one, and the other was wine only, a Cabernet and a Chardonnay. Of course, one could enjoy sparkling water if preferred.  They were held in different types of venues and included a different mix of people.  

The CFO group was overtly business-related. The members of this group pay an annual fee and meet periodically throughout the year.  Although I let my membership lapse, I was invited as a guest of the moderator.  The attendees were coming from work, so they were dressed appropriately for their respective work environments, mostly business casual. Few neckties were observed.  It was an older crowd, as it takes significant career-development time to become aChief Financial Officer.  At least three were people looking for a new job. 

The LW4IP event was meant to be more social than overtly professional.  The attendees were a more diverse group, both by gender and age, sporting a wider range of attire.  I must say, the ladies were much more stylish. The gentlemen, on the other hand, ranged from very casual to professional business attire. As I am more old-school, I decided to dress more businesslike. For the event with the CFOs, I wore traditional gray flannel slacks and a blue camel hair blazer. No tie, however.  For the event on Thursday, I went full ‘Brooks Brothers,’ complete with a white pocket square and a popular red necktie. I say popular as I received a few compliments on my tie, including one from a lovely young lady. I wore a white cotton dress shirt with French cuffs for each event. It’s my signature look.  My mother impressed on me as a young man, that it is always better to be over-dressed than under-dressed.  While I wasn’t overdressed, I did make a positive impression.

My plan for the CFO event was focused on my Executive Search Business, as much of that work involves CFO searches. The Thursday event gave me an opportunity to talk about the consulting part of my business, ITB Partners.  Surprisingly, there were a lot of  freelancers attending the LW4IP reception.

As I reflect on these events, I did a  respectable job of taking my own advice.  I had a plan and executed it well.  I focused on getting know others with less talk about me.  I enjoyed the food and beverages in moderation.  I collected a lot of business cards and distributed many of my own.  I expanded my network, and plan to renew my membership with The CFO Round-table.

Each event was well executed and well-attended. The CFO group was impacted somewhat by weather and traffic issues in the Atlanta area, however.  I enjoyed both events.  I knew more of the folks at the Tuesday event as I have been active with that group. I knew only a few people at the Thursday event.  This gave me an opportunity to make new acquaintances and to expand my network. Almost immediately, we arranged to become connected on LinkedIn and began scheduling coffee meetings.  It was fun and productive.

Thank you for visiting my blog.  I hope you enjoyed my point of view and would like to receive regular posts directly to your email inbox. Toward this end, put your contact information on my mailing list.

Your feedback helps me continue to publish articles that you want to read. Your input is important to me so; please leave a comment.

Jim Weber, Managing Partner

ITB PARTNERS

Jim.Weber@itbpartners.com

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December 11, BENG Atlanta Meeting featuring Chris Butsch

DATE AND TIME

LOCATION

Bella’s Kitchen

6600 Peachtree Dunwoody

350 Embassy Row

Atlanta, GA 30328

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$10 Fee

Join Us for the December Business Executives Networking Group, (BENG) Atlanta Chapter Meeting featuring Chris Butsch who will present:

“Executive Speechwriting Secrets: Crafting Killer Content that’ll Make Employees Love to Work Hard for You”

Register Now

Chris Butsch works with organizations who want happier cultures with higher engagement and lower turnover. He is the author of The Millennial’s Guide to Making Happiness and is considered a global expert on applying positive psychology to the workplace and classroom.

A $10 Registration fee includes a sumptuous breakfast buffet.  Register Now!

BENG Mission

BENG provides mid- to senior-level professionals with a platform to enhance their networking activities and skills.

Members in-transition benefit from tools to accelerate their job search (including opportunities for networking), targeted employment information and emotional support.

Employed and self-employed members benefit from a platform to network and cultivate relationships with community leaders and professionals interested in expanding a business.

We rely upon the generosity and cooperation of our members – whether in-transition, employed or self-employed – to accomplish the mission of “Members Helping Members.”

Register Now!

 

Monthly meetings are structured to help each member get the maximum benefit.

BENG Networking Meetings:

  • Are approximately two hours in length.
  • Are typically held monthly.
  • Range from 10 to 30 attendees, but the average is 20.
  • A skill building presentation.
  • Allows each attendee 30 seconds to introduce themselves, talk about their background and expertise, and to present their Target Companies and networking needs.
  • Please bring business cards and your marketing plan if you have one.

Networking meetings provide members with an opportunity to sharpen their networking skills, meet peers from various disciplines and share business opportunities and job leads.

Register Now!

To register or for more information:

R.S.V.P required. For more information about The BENG, go to www.thebeng.org.