CREATING POWER NETWORKS

Networking for professional development is a career-long process. It’s easy to return to your office from a business event with stacks of business cards that go into dusty piles. Focused networking involves the intention to build lasting relationships.

 

Instead of scattershot introductions, set the intention to meet someone who can help you with your career or business. Know what you want before you enter an event and don’t be afraid to tell people what you seek.

 

Tips to creating powerful networks include:

 

  • Attend professional events on a regular basis
  • Maintain contact with those you meet
  • Look for opportunities to volunteer
  • Give, give and give! Be generous.

 

The objective of networking is to create meaningful and valuable career- long relationships.

 

Make it a goal to create circles of trust and support. By actively participating in a professional network, you can become a trusted ally and a player in your industry.

 

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Ready to hire for your team? Or ready to power your own career for personal success?

Call Dianne Gubin
818-222-0300

 

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WORKPLACE VIOLENCE

Do you believe you’re safe in the workplace?

Threats to our security don’t always come from overseas. Workplace violence and sexual harassment happen daily throughout corporate America.

Can you pick up on warning signs? You can start with the interview process. According to Monica Ballard, CEO of Parallax Education, behavioral-based interviewing is grounded on the theory that past behavior predicts future behavior.

“You can write questions to examine specific past experiences that demonstrate potentially violent behavior,” Ballard said.

Red flags* during an interview can include:

  • Victim mentality–blames others
  • Defensive or angry
  • Past history of domestic or criminal violence
  • Fantasizes about retaliation
  • Holds grudges
  • Moral righteousness
  • Short-temper
  • Violence in family or extreme dysfunction
  • Mention of owning or using use of firearms during the interview process (if not in context to the dialogue)

If you have doubts about a candidate who can do the job, seek a second opinion from others involved in the interview process. Check references, run a background check and do due diligence. If in doubt, don’t move forward.

*Provided by Monica Ballard, Parallax Education

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