NETWORKING: A BLACK BELT SKILL

I attended a one hour teleclass by the Los Angeles Chapter of ASTD on Networking hosted by Tom Henschel of Essential Communications. Clearly one hour hardly covers the complexity of networking but Tom discussed some critical points that are important when trying to complete your networking strategy. This blog will cover some of Tom’s key points.



“Networking is about planting, not hunting” was Tom’s lead in. He couldn’t be more on target. I can’t begin to tell of how many times I have been approached by someone at a networking event who wanted something from me, expected me to give it, and had never met me before. The balls on some people. For me, networking is more relationship building than anything else. My goal at any event where networking is an activity is to build relationships and get to know the people in the room, nothing more. I am not looking to sell them anything or even pitch an idea. Typically I reroute conversations away from me and I start asking questions about them. These questions derive from a genuine interest also. Which brings us to a second point made by Tom.




“Be Genuine when you are networking”. Tom seems to subscribe to the Networking School of Trust. A phony might as well walk around with a tattoo on his or her head saying, “It’s all about me”. I like to get into the mindset that I am at this event to prove that the people in the room are way smarter than me. This allows me to want to learn from them. Also, my listening skills become activated because there is no other agenda.




Keep the close for another time. I paraphrase Tom a little here but in essence, he is stating that closing a stranger during networking is like, “proposing to a blind date when you first meet them”. What a way to lose trust (and not know what you’re getting into). It’s so hard to get trust and to waste it on a selfish agenda should be a crime.




Tom further gave a few tips on “ Elevator speeches”. As professionals, these are common and often an aspect of networking that sees the poorest performance from many people. For those reading who may not be familiar with this, the “Elevator Speech” is a high level and very short summary of who you are and the value you bring. You’re stuck in an elevator for about 20 to 30 seconds with the CEO of a company you would like to work for or do business with, what do you say to leave an impression before the doors open again. You can stare at the ascending or descending numbers or make the most of that brief but valuable time period. Here’s 3 of Tom’s suggestions on making your pitch memorable:

• Use numbers and specific language - “I’d like to tell you three things about my company”
  
• Use short labels – “I’m in the Talent Harvesting Business”
  
• Make the pitch repeatable
  
  

So let’s summarize here. Here is the executive review of Tom Henschel’s teleseminar on Networking. It also includes a few other key points that I didn’t elaborate on.

• Networking is about planting not hunting
  
• Be genuine when you are networking
  
• Keep the close for another time and event
  
• Make your (Elevator) Pitch” memorable
  
• When networking, think, “stop talking sooner”
  
• Follow up with those you meet
  
• Be positive
  
• Forecast your question before the event
  

Networking can be a powerful skill. Like all skills, it takes careful preparation and flawless execution to bear a bountiful harvest. Thanks Tom for you tips and advice.

You can follow me on twitter @TerrenceWing.

TIPS FOR MANAGING GEN Y

This isn’t an article or even a blog site where someone else is complaining about Gen Y or any generation for that matter. I refuse to be that unproductive. I look for the solutions to channeling the talent of all generations into productive and profitable workplaces. We all are a piece of a puzzle whose image is only seen when we are all placed together in the right way. That being said, how do we welcome Generation Y into the workforce with eagerness to incorporate their talent and potential?

Like every generation, there is a distinct yet common dynamic to Generation Y. They are not lazy but simply don’t like wasting time. They are not disloyal but loyal to the right cause. They aren’t addicted to technology but believe in its power to make life more enriched. They aren’t selfish but are simply looking for their place in the world. They aren’t oblivious but are looking for the answers. Essentially, they really aren’t that different but they are misunderstood. Their place in the world and workplace is yet to be determined but make no mistake they are here to stay. So let’s address how to channel their talent.

The following are 10 ways to manage Generation Y.

1. Be Sincere – They can spot a fake a mile away, whether it is within their ranks or outside. You are not one of them and they will never see you as such. What they will see is your value if you prove it.
   


2. Be Part of their Network – They hate to fail and will lose trust in you if you put them in a “sink or swim” situation. They don’t think they know it all. What they feel is that they can get the answers to it all through their networks. Be present in that network.
   


3. Provide Technology – Pen and paper is as antiquated as the horse and buggy to them. They express themselves through technology. This isn’t an addiction to the technology. What it is, a strong drive to find the most efficient way of doing a task.
   


4. Allow them to Explore – Tell them what you want, provide recommendations and let them explore their options. They may find a better way of doing something that was hidden by the malaise of routine that perhaps blinds the rest of us.
   


5. Communicate Standards – Sure they want to explore and innovate. More importantly, they want to succeed. You hold the key to that. Coach them so they understand what is needed to succeed. Don’t take their questions as insubordinate or arrogant but as their methodology for discovering truth and meaning. Which is what they are looking for.
   


6. Provide them with Feedback – They are accustomed to hearing this and frequently. There is a need to depart from the type of feedback they are use to hearing. They are not perfect and capable of anything they put their minds to, which is what they have heard from their Helicopter Parents. The truth is they aren’t perfect and there are many things they are not capable of doing (just like all of us). When the feedback is negative it needs to contain a message of hope. They don’t want to feel the discussion is going to change their career trajectory but instead helps them to achieve it.
   


7. Listen to them – They have innovative and even curious ways of seeing the world. Sure sometimes curiosity kills the cat but at other times it cures a disease or changes a life. The next great idea could come from the mouths of Babes.
   


8. Trust Them – Give them exciting projects and assignments that clearly demonstrate you see their value. Provide them the needed support through the process. The exposure and meaning you help them discover in their work will create an advocate in them.
   


9. Take the Time to Explain – “Do it because I said so” is a management strategy that is as useful as a square wheel. Even if you were victimized by this strategy when you were trenching your way through the labor force to management, realize today that it is extremely ineffective with Generation Y.
   


10. Don’t Contribute to the Gap – Everyone is out there talking about how lazy this generation is. Opinions are a dime a dozen. One’s like that are only going to create adversaries and not allies. How successful have you been in the past working with a group of adversaries?
    Generation Y is misunderstood by many managers. The evidence of this is in the turnover numbers. Millennials have the ability to instantly reshift their loyalties and change employers instantly. Be careful not to blink. You may discover as your eyes open that you have another vacancy to fill. You don’t have to fear this because solutions are available.
    

This is not a conclusive list in any way, shape, or form. We haven’t even discussed encouraging their desire to change the world and the use of social networks (as well as so many more). With the exception of a few tweeks specific to Generation Y, my recommendations are a strong management strategy despite its application to Generation Y. Managers should adopt these tactics to encourage all four generations too reach their potential.

Follow me on Twitter @TerrenceWing

TWITTER, MY DEVLEARN CONFERENCE COMPANION

Devlearn 2009 wasn’t my first conference but it was with the eLearning Guild. Their promotions and catalog of topics captured my interest at a time when I am looking for solutions to learning and training challenges. Since it was a gathering of “Learning Techies”, I expected an underground network of Twitter users who would undoubtedly share their thoughts on sessions they were attending, organize meet-ups via the viral effect of Twitter, and guide the niche to areas of interest throughout the convention. Historically, this had always been my experience with social media at many conferences. I decided I wanted more and identified my goals for the conference. These goals were:

Goal 1: Identify leading trends in elearning design and delivery to solve my challenges

Goal 2: Engage in the learning experience (One of the goals Twitter enhanced the most)

Goal 3: Network with thought leaders and practitioners in the training field.

Goal 4: Promote my expertise within the area of training design and content development

Goal 5: Have fun.

My goals were simple and fairly standard but having experience with many conferences, I realized there were degrees of success. These were hindered or helped by my motivation and conference logistics. Let’s face it, we can’t be in all places at the same time, or can we.

Following are the top 10 ways Twitter helped me meet and in some cases exceed my conference goals for Devlearn 2009.

1. 
   I was able to experience the content of several (concurrent) sessions while attending the most interesting (to me) ones live.


2. 
   I was able to maximize my precious time posting or reading tweets when speakers were less than engaging or informative. Not saying others weren’t interested in the speaker at those moments, I simply wasn’t and didn’t have to be held hostage listening to stories. As a presenter myself I will be sensitive to the potential karma coming back at me on this one.
   


3. Twitter became my notebook where I was able to capture ideas, share them, receive back channel feedback on a tweet, create a deeper dialogue on the note and ultimately gain greater insight into the topic through the collective intelligence of those willing to collaborate on the initial idea.
   


4. I became a part of the pre-conference community who built up the suspense of meeting each other live in San Jose, CA. This was the first conference I went to (of which I have never previously attended) where I was greeted by people who recognized my Twitter Avatar. I felt like I had been a part of the Devlearn community for years yet I was essentially a stranger to it.
   


5. Some presenters, followed up post conference with responses to my conference tweets. This allowed the learning and networking experience to continue (at this point, indefinitely).
   


6. My tweets (like everyone’s) became part of the conference (vibe, pulse, and voice) with people hovering around a monitor posted in the registration area. I was part of the learning experience, a contributor as opposed to traditional participation. This made me feel vested and a part of everyone’s learning.
   


7. I was able to network with people who by the shear logistical challenges, we may never have met, virtually or not and been able to share our thoughts and experiences with each other. One of the presenters literally used my name when responding to a question I asked (live). In and of itself, no big deal, but he couldn’t see my name badge and later informed me he was wondering when I was going to start tweeting for his session. He recognized me from my Avatar. I was glad to oblige.
   


8. I became part of the Devlearn experience as I participated in the live #Lrnchat session.
   


9. I Met a wonderful group of people whom I hope will foster into a group of friends. Although spread throughout the world, I can read their tweets as if I am in a cubicle next to them listening to them tweet about their thoughts on Learning every day.
   


10. Learned that if ever lost in a city one of the greatest urban navigators was a New Zealander who helped us find a hidden restaurant and gave us all a great story to go home with. It must be a middle earth thing. She didn’t even use a compass and I didn’t see any stars that night. Thanks @schnicker.
    

Some of the people I met live or virtual during the conference whom I feel are great resources for learning and development are (please forgive me if I left anyone out):

@bschlenker, @mrch0mp3rs, @koreenolbrish, @schnicker, @kelticray, @LearningPutty, @espnguyen, @marciamarcia, @quinnovator, @robrobertson, @safetysparks, @dr_kg, @badsquare, @aveyca, @srcrawf2, @Kelly_smith01, @gminks, @tonykarrer, @chrisstjohn, @moehlert, @xicanowan, @writetechnology @jeddgold, @kristencromer, @jenebean, @ranig2u, @shantarohse, @elearning @tim_m_martin

Twitter helped me enhance my live and virtual experience with Devlearn. There is still room for improvement though. I would like to see more presenters use Twitter to reach those who are not in the session or to make the general sessions more interactive. Twitter doesn’t have to be a post presentation summary but can be a way of building the live conversation. Twitter can also be a live sentiment reader when the speaker makes a point. The greatest value I experienced through the week was when the dialogue branch-expanded as opposed to a traditional linear conversation. Congratulations to the elearning Guild for making Twitter one of the informal keynotes who still has a lot to say and for helping me achieve my conference goals.

I can be reached on Twitter @TerrenceWing