Question – How to get the most out of a networking event or business

Quick Tips– How to get the most out of a networking event or business
exhibition?

Quick Tips!

 1.Find 5 new contacts at each event
2.Wear your name badge on the right hand side
3.Think strategically what you want to get out of each event
4.Follow up on contacts post event
5.Ask what you can do for them
6 Pre-event – use social media
7.Link contacts into other events
8.Don’t sell you – sell the concept and reach new contacts’ contacts
9.Offer discounts
10.Establish the rapport at the start so they remember you
11.Make a focussed choice on which event is right for you – pick the right
audience

6 six critical steps for coaching for improved performance - Coaching for Improved Performance

1. Describe the problem in a professional non-confrontational manner.
2. Ask for the employee's help in solving the problem.
3. Discuss the causes of the problem.
4. Identify and write down possible solutions.
5. Decide on specific action to be taken by each of you.
6. Agree on a specific follow-up date.

1. Describe the problem in a professional non-confrontational manner

As you describe the problem, be specific. Point out the acceptable levels (quantity or quality) of performance and show the employee exactly where his/her output doesn't meet those levels. Refer to any available data that will help you indicate to the employee that there is a problem. Avoid discussions about the employee's attitude. Such comments will only put the employee on the defensive and make it difficult to have a productive discussion. It's important to open this discussion in a positive, non-threatening way. Remember, this is a discussion to uncover causes for the performance problem and work toward solutions, not to place blame. It's important to focus attention on the performance problem, not the employee.

2. Ask for the employee's help in solving the problem

Telling an employee that he or she has to do better may be the most direct way to deal with a drop in his/her performance, but it doesn't stand much chance for success if the employee doesn't want to improve performance. You want to work together to get performance back up to an acceptable level. The best way to get the employee's commitment is to ask for his/her help in deciding what to do about the performance problem. This will boost the employee's self-esteem because it signals that you value his/her ideas. And when the employee realizes that you want to hear what he/she has to say, you are more likely to get cooperation and commitment.

3. Discuss the causes of the problem

Remember that you are having this discussion to talk about a performance problem, not the employee's attitude or personality. Remain relaxed and friendly. Gather all the information you can about the problem by asking open-ended questions (general questions beginning with words like "How," "What," "Who," and "When"). Since these kinds of questions are not threatening, the employee will be encouraged to answer them. These questions will bring you closer to the source of the problem. You may find it appropriate to ask some specific questions designed to clarify and pinpoint causes. This is a good time to listen and respond with empathy, since the employee may express concern or frustration over factors which he/she feels cannot be controlled.

4. Identify and write down possible solutions

After you have identified the likely causes of the performance problem, you will want to decide how to correct it. Again, the employee is closest to the problem - so ask for his/her ideas and write them down. This not only enhances the employee's self-esteem, but it provides a written record of possible solutions. These may come in handy if the first solution you try does not work out as well as you had hoped. The employee will be more committed to solving the problem if he/she has had a say in the solution.

5. Decide on specific action to be taken by each of you

Now it is time to choose the best solution. At this point you are ready to pinpoint exactly what must be done, by whom and by when, to correct the performance problem. Assign responsibilities for specific actions and write them down. Remember to support the employee's efforts to improve performance, but emphasize that the responsibility for improvement rests with the employee.

6. Agree on a specific follow-up date

Setting a date to meet again sends a message to the employee that solving the performance problem is important to you. It also tells the employee that you want to know how well he/she is handling the actions agreed upon. A follow-up meeting enables you and the employee to get together to discuss any progress or problems and plan further action. End the discussion as you began it, on a friendly note.

Coaching styles

Coaching is most effective when managers demonstrate a genuine or sincere interest in helping the employee, while at the same time empowering them to solve job-related problems and challenges. Coaches must be able to diagnose factors contributing to performance related problems and help employees identify strategies for dealing with them.

Coaching strategies

An expected outcome of coaching is improved performance. Opportunities for promoting change through a coaching relationship are enhanced if feedback:

• addresses behaviors that can be changed
• includes alternative positive behaviors
• focuses on only one or two issues at a time

Helping employees develop their skills and increase their knowledge strengthens the whole team. Employees feel valued and are more efficient when they can perform job functions. Managers who do not encourage career development may lose productive employees when positions are eliminated or people become dissatisfied. Thus, it is crucial for managers to assume a coaching role and accept a few additional responsibilities. Make it clear the employees are primarily responsible for their own professional development. Many already know that, given the possibilities of downsizing and restructuring. Still, it is important to be explicit and to explain it to them. Encourage employees to become subject matter experts so they will have greater professional options, opportunities, and security in the company and a greater employability in the job market.
Talking with employees about their careers plans and helping them identify and take advantage of training opportunities are great ways to send a signal that you are willing to help employees grow, even as you communicate more demanding work expectations.

Thanks to UTC for this article

NABO Networking Eastbourne 10th November 2011 Launch Date Confirmed:

NABO Networking

HYDRO HOTEL EASTBOURNE

Thursday 10 November 2011

Where: Hydro Hotel, Mount Road, Eastbourne BN20 7HZ

When: Thursday 10 November 2011 at 7:30 - 9.30am

Meeting Fee: £15 per meeting, every two weeks.

First Time Visitor Special Offer price - £10

Pay on day by cash, please. Receipts will be issued.

Membership Offer: Yes! - 50% discount on annual membership fee for first time visitors joining on the day

Key to the success of NABO Networking is the balance between cost effective, value for money networking and the provision of ongoing business support through business education.

NABO Networking provides over 20 hours of education each year, which you can access as a member, and will be provided via NABO Networking TV followed by a discussion within the meeting focussing upon the video content. No other networking organisation offers similar.

Our six broadcasts on NABO Networking TV have been about:

~ The 3 Biggest Challenges Business Owners Face
~ Building Credibility
~ Using PR in Your Business
~ Getting the content right for your business
~ Does your business have the X Factor?
~ Importance of Strategic Ventures

At the recent Group Directors meeting, we heard about a number of success stories as a result of action taken following the Q & A around NABO Networking TV - what a great way to impact upon your business?

A typical meeting runs as follows:

Open Networking

Welcome by Group Director

Breakfast and commence 45 second presentations

Open Networking

Q & A session based on NABO Networking TV - business education

1 -2 -1 meetings

Hot Seat

Testimonials

Each two hour meeting is structured so that you get the best group experience, plus one on one talking time, too. A supportive, mentoring environment like this is a hot bed of ideas and inspiration.

In conclusion, NABO Networking offers:

• A fresh approach backed by a young and active team of successful business people
• Value for money with renewals set at the same level of joining
• Ongoing education, development and support
• An organisation, which is not afraid to embrace new technology, but retain what works
• A meeting structure that is educational as well as business orientated
• NABO has over 50,000 members
• Members who are ambitious for success

To book, please click the above - It is £15 per person, £10 for 1st time visitors(by cash only) and receipts will be issued.

There will be a sales literature table and attendees are encouraged to bring material with them for display - we want you to promote your business and do business with others.

Thursday 10th November 2011 saw the successful launch event for Eastbourne. With the next meeting due on the 24th November 2011.

Meeting fees of £15 will be collected on the day (CASH ONLY), please and receipts issued.

Please register above, but pay on the day.

You can read more here: http://www.facebook.com/#!/pages/NABO-Networking-Eastbourne/166293526779654

The next issue of Accelerate Magazine is out NOW, and includes a four page write up on NABO Networking. Availalbe at the breakfast meeting for all new members

Further the new NABO Networking website goes live at the end of the month, and will deliver an additional number of membership benefits.

The present website (& other groups) can be found here:

http://nabonetworking.biz/

Future Dates:

Thursday 10 November
Thursday 24 November

Thursday 8th December
Thursday 22nd December

Dates in 2012

Thursday 5th January

Thursday 19th January

Thursday 2nd February

Event registration for NABO Networking - Eastbourne 10 November 2011 powered by Eventbrite

The UK's fastest growing business network today!

NABO Networking Eastbourne is the exciting new networking organisation run by the Nationwide Alliance of Business Owners (NABO).

It provides ambitious, pro-active business owners (and people who want to do business with business owners) with a golden opportunity to connect with like-minded local entrepreneurs who are just as passionate about growing their businesses.

Members connect in local venues at fortnightly meetings, in a relaxed, yet professional, environment.

As a registered member you’ll have the opportunity to learn from other experienced business owners, as well as the chance to share your own expertise. Whatever your level of experience, you will always be welcome to participate, and are sure to come away from each meeting with new ideas and new opportunities to expand your business.

Priced for the new economy, and run with all the professionalism and expertise that NABO brings to all its programmes, NABO Networking is currently the fastest growing networking organisation in the UK, and looks set to be the biggest within a few years.

I look forward to meeting you!