In this post-GFC era of distrust of corporations, we are relying more and more on the individual relationships we build to grow our businesses. This is more important than ever before for financial services.
Yesterday I spoke with Dr Jim Taggart of Taggart Group about his recent doctoral thesis. Jim chose to research the role of business networks and in particular the importance of trust, commitment and reciprocity to effective networking.
This started me thinking about how you would select, or coach, employees who have a role that includes the important task of networking to bring in new business.
Here are just five of the 155 traits measured by Harrison Assessments that I believe would enhance your team’s networking success:
Other traits that could have a positive impact on networking include self-motivation, assertiveness, diplomacy, influencing, flexibility and tolerance of bluntness. On the other hand, care should be taken to avoid employing someone to this type of role if their profile shows they are blunt, dogmatic or self-sacrificing.
Every one of these traits can be measured as part of our online assessment that takes less than half an hour. You can try it for yourself here.
It is possible to assess these traits in your selection process. Employees can also improve their performance through coaching, once you know their strengths.
Imagine how your business could benefit from knowing your employees better.
Susan Rochester has been managing director of Balance at Work since 2006. Susan has a natural tendency to balance analytical thinking with an optimistic outlook to set direction and solve problems. She is an effective facilitator and constantly creates new and more effective ways of doing things, motivated by helping others to achieve their goals.