It’s All About Networking (WT638)

It’s All About Networking (WT638)


WT 638 It's All About Networking (WT638)

Since we’ve been back in Newcastle (after selling the motorhome), I’ve attended a number of networking events and have even been a guest speaker at some.

When I first started my business, I used to get teased by my colleagues. They would say that I would go to the opening of an envelope. Hahahaha, although I did attend a lot of networking events.

Networking is a great way to meet people and promote your business, however it helps if you know the etiquette for networking.

It’s not polite to thrust your business card in someone’s face. It’s not polite to harass guests to work with you. What does work is to go with an intention to be helpful to the people you meet.

How you show up at an event influences what people think of you and what they say about you. How you behave impacts on the impression people have of how you do business.

If you are consistent in your attendance and you find ways to help people, you’ll be rewarded with a great reputation and many many referrals, many of which you may receive years after you’ve been in touch with the referrer.

Just this week, I started working with another fabulous client. She was referred to me by a colleague that was in the same BNI group as me about 16 years ago. It has been over 3 years since I was in personal contact with the referrer and thankfully she reached out to me via Facebook so I was able to reconnect with her and thank her for the referral.

It’s all about networking. Networking in my opinion is about helping people. You might introduce someone and recommend another colleague. You could provide some resources that are helpful or you might just make someone feel comfortable.

I remember attending a luncheon for a Lifeline fundraising event. Marlena Jeffreys was the guest speaker. Marlena was the wife of the then Governor General. She told us of her experience attending Princess Mary’s wedding to Prince Fredrik in Denmark. She was teaching us how to network.

She said, “Look for the person who is standing by themselves and looks a little lost. Go and talk to them and make them feel comfortable.” As she was waiting in the reception area, she noticed a lady standing by herself, so she thought she would go over and introduce herself. “Hello, I’m Marlena Jeffreys from Australia”, she said. The lady smiled and bowed slightly and said, “And I’m the Queen of Norway.”

You don’t know whom you might meet at a networking function nor where it might lead. Thanks to the Lake Macquarie Women in Business Network, I’ve connected with some long time business pals and rekindled some great relationships.

It’s so good to attend a function and be able to smile, wave and hug with people you know. Your Community. We certainly missed this sense of belonging and familiarity whilst we travelled to places with people unknown.

It’s all about networking.

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Push Push Push Rest Rest Rest (WT632)

Push Push Push Rest Rest Rest (WT632)


WT 632 Push push push Rest rest rest

Wowza, have the past two weeks been confronting for me.

I have been completing a time log for 10 out of 14 days.

The idea is to see where you are spending/investing/wasting your time in order to get more productive.

It’s not meant to be judgemental although I’ve gotten myself in such a tizzy judging my time entries.

I’ve also noticed the difference between the personality types as I’ve listened to some of my colleagues talking about productivity versus self-care.

My “Driver” colleagues go “push push push”. More productivity. More Tasks. Get more done. Pay someone to do a lesser costing job so you can do tasks that add more value.

My “Counsellor” colleagues say “rest rest rest”. Look after yourself. Be kind to yourself. Nurture yourself. You’ll burn out if you don’t.

In my opinion, both have merit.  We do need to “drive” ourselves and push to get things done and we also need to look after ourselves.

It’s been interesting for me to see my reaction when I log time with Ross to sit and talk (which happens to be my Love Language – Quality Time & Conversation) and enjoy dinner with him or sitting together on the lounge of an evening and the feelings of guilt, frustration and fear that surface, in anticipation that someone will analyse my time log and judge me to be wasting time.


I have identified some areas I could improve my productivity however the biggest aha for me has been the realisation that I am still fearful of other’s judgement (so I judge myself first).

How do you think you’d go if you committed to documenting your time from the time you wake to the time you go to sleep at 15 minute intervals for 2 solid weeks?

If you’re keen to do it, you can either record the times and the activities on paper or digital thingy or you can determine the categories and record the category entry in a spreadsheet that has 7 days of columns and 15 minute intervals for rows. 

My time log finishes on the weekend. I’ll let you know what further insights I have next week.  Let me know how you go if you decide to do it.

Where do you sit on the Push Push Push Rest Rest Rest continuum?

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Who Are You Recruiting? (WT629)

Who Are You Recruiting? (WT629)


WT 629 Who are you hiring

I’m constantly amazed at how weeks seem to have themes.

This week’s theme is around recruitment.

Because I know my clients and their businesses and their people really well, I’m often asked to profile potential candidates and interview them.

I don’t analyse the candidates’ skills or experience; my clients do that.

What I do is test for a cultural fit with the company and the people they’ll be working with directly, as well as get an insight into who the candidate is.

I use a number of profiling tools, however one in particular provides insights into the candidates’ level of responsibility and accountability and truthfulness to name a few.

It also measures how important it is for the candidate to be seen in a favourable light.

We know that interview alone is the least reliable form of recruitment. Often the job goes to the person who interviews the best and who may not be the best candidate for the job.

The one who interviews the best is usually the one who figures out what the interviewer wants to hear and gives that answer. 

One value or trait that I think is very important in a candidate is their degree of “responsibility”.

Here’s a question I use to test for responsibility.

“Please tell me, in detail, about a time when you failed to achieve an outcome. What happened?”

I’m not really interested in the subject they talk about, rather who they assign responsibility to for the outcome.

For example, they may say, “I failed 3 subjects at university”.

It’s the “because” that I’m interested in.

“Because I partied too much and didn’t do enough study” or “the lecturers were hopeless; they weren’t prepared and didn’t give good instructions”.

Which answer do you want?

Which answer would you give?

Obviously the ones who own up and say they partied too much are the ones we want. Why? Because they are taking responsibility for what happened.

We also know that the best indicator of future performance or behaviour is past behaviour – so there’s a very good chance that if they owned up and took responsibility for the outcome, they’re very likely to own up and take responsibility in their work.

I don’t know about you; I don’t want someone who lives below the line and gets into B.E.D. with Blame, Excuses and Denials.  Mistakes happen. I’d rather be working with the person who owns up to what’s happened, rather than hiding it, lying about it or throwing someone else under the bus and blaming others or circumstances.

Who are you recruiting?

Remember, people get hired for their skills and experience and fired for their attitude.

I’d rather know a bit more about who they because skills can always be taught.

Who are you recruiting?

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They Don’t Know if You Don’t Tell Them (WT590)

They Don’t Know if You Don’t Tell Them (WT590)


WT 590 They don't know if you don't tell them

This morning I finished re-fuelling the motorhome and was waiting for Ross to finish cleaning the windows before paying.

I noticed two flags that read “Car Wash”.

I looked around to see where the car wash was and wondered if it would be high enough for us to drive through.

“Hey Ross, can you please ask about the car wash when you go and pay?” I asked.

After what seemed like ages, Ross came back and said he and the attendant went and measured the height and width and we’d be able to use the machine.


As we drove off I reminded Ross about our marketing training with Emerson Brantley many years ago. Emmerson taught us “they don’t know if you don’t tell them”.

If the flags weren’t out I wouldn’t have known we could get Contessa washed.

So, I have to ask, “What’s it like in your business?” “Are you letting people know what you have to offer and how you can help?”

As we’ve been travelling around Kangaroo Island this past week, I’ve noticed heaps of Welcome and Open signs and lots and lots of flags.

It’s important to let people know you’re open for business and what you can do.

Equally, it’s important for us as individuals to let people know what we can do and how we can help. That’s not bragging. That’s advertising.

Remember, they don’t know if you don’t tell them.

Do you want to be overlooked because someone else spoke up and you didn’t?

And one more tip. It includes letting people know about the positions you aspire to have, training you want to do and responsibilities you want to take on.

If you’re up for it, do a little audit for yourself (as an individual) and for your business.  What areas can you improve and what can you do to make sure management and your customers know what you have to offer.

Remember, they don’t know if you don’t tell them.

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Put a Letterbox Near the Exit (WT581)

Put a Letterbox Near the Exit (WT581)


WT 581 Put a Letterbox Near the Exit

For many years I was employed by various government departments before I joined the team at Kip McGrath Education Centres.

This was my first full-time role with a private company. I’d had plenty of casual and part-time roles which didn’t afford me the opportunity to understand the difference between public and private companies.

Because my job was to look after the franchisees, who worked according to the school terms, I understood that my holidays could only be taken at the same time as the education centres (school holidays) and that I would not be able to take more than a couple of weeks at a time; certainly not a month.

I don’t have children so I didn’t particularly want to have time off in school holidays, however as Kip explained, “We work to serve the customers, not ourselves”.

Today I wanted to share that policy and attitude with one of the caravan parks we stayed at.

The park was split into two sections by a very deep gorge and a dry creek. The office was situated on the other side to where we were told to stay. That wasn’t a problem. We checked in and then drove to the other side to set up.

We had been given a key ring with a key for the amenities and a remote to open the boom gate.

This morning as we were leaving in the pouring rain and very strong wind, Ross informed me that we had to drive over to the other side to hand in the key ring.

“What? Why don’t they just put a letterbox near the exit like other parks do?” I responded.

Wow! I couldn’t believe it. To put a letterbox at the exit would mean that they would have to drive over and clear the letterbox. They’d rather make the customers drag their caravans and motorhomes and campervans etc. around the streets, drop the keys off and then have to navigate turning to head back out of town.

I truly wanted to share Kip’s philosophy of looking after the customer and working to serve them.

Your turn, what happens in your business or organisation? Are you serving your customers or yourself?

Regards Shirley

P.S. Save the date for Friday 20th August for our next free online training. We’ll be doing a LIVE re-run of How Your Personality Affects How Well You Lead. Register now for 11:00am Sydney time. There’s always something more you can learn.

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Recruit for the Role (WT578)

Recruit for the Role (WT578)


WT 578 Recruit for the Role

Last week in our online training I provided a formula for finding, hiring and keeping the right people.

What I’ve found as I’ve worked with hundreds, if not thousands of companies over the years is that many are still making the mistake of hiring the person instead of hiring for the role.

What do I mean by this?

Many are still hiring people that they know and then do their best to create a role to suit the person.

I have to be clear about this.

This is the wrong way to hire.

The first thing you want to do is to map your processes to work out the tasks and standards that are required of the role.

Once you’ve done that you can give the role a title and start to look at what we call “KESAQ” – the knowledge, experience, skills, attitude and qualifications that the ROLE needs.

Being clear about the KESAQ for the role helps you to create a compelling advertisement to attract the right people.

It also makes it easy for you to determine whether applicants match the KESAQ for the role.

If they do, you can add them to your shortlist.

We know interview is the least reliable form of recruitment because it’s often the person who has the best interview skills that gets the job and not necessarily the best person for the job.

You can minimise your risk here by giving them some practical tests such as a typing test or a case study.

You can also include profiling to get a better idea of who the person is and what their personality and values are.

Too often I see the wrong people hired because the recruitment process isn’t rigorous.

How about your organisation? Is your recruitment process defined and followed or is it adhoc and dependent on who gets recommended?

P.S. Our signature Leading Yourself and Leading Others Experience is now open for registrations and we only have a couple of places left, plus the Early Bird Discount ends at the end of this month. For more information Click Here.

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