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.
"Coaching with Ben gave me a great opportunity to reflect and explore strategies, tips, and tools to improve ways of working and to work through opportunities & challenges. I really valued the focused discussion on specific areas to support my growth and development. I highly recommend working with Ben."
- Manager, National NFP
"In a challenging role in a new organisation, coaching with Paula was the ideal time to reflect, problem-solve, brainstorm options and arm me with next steps in all areas - from staffing, internal politics and relationships to tackling key initiatives. The sessions were by video and face to face, both equally effective. Using video allowed for easy integration of sessions into my busy workdays without any hassle. Paula’s style of coaching quickly built trust so I felt safe being vulnerable, quickly getting to the heart of a number of issues and propelling me and my performance forward significantly!"
- Executive GM, People and Culture
"We used the Harrison Assessment tools followed by a debrief with Susan, for career development with staff, which then allowed us to work with Susan to create a customised 360 degree review process. Susan has a wealth of knowledge and is able to offer suggestions and solutions for our company. She is always ready to get involved and takes the time to show her clients the capability of Harrison Assessments. "
Jessica Hill - Head of People and Culture, Choice
"Balance at Work are the ideal external partners for us as they completely get what we are trying achieve in the People and Culture space. Their flexibility and responsiveness to our needs has seen the entire 360 approach being a complete success. The online tool and the follow up coaching sessions have been game changers for our business. The buzz in the organisation is outstanding. Love it! Thanks again for being such a great support crew on this key project."
Chris Bulmer - National GM Learning and Development, ISS Australia
"The leadership team at Insurance Advisernet engaged Susan from Balance at Work to run our leadership development survey and learning sessions. Susan was very professional in delivering the team and individual strengths and opportunities for growth. Susan's approach was very "non corporate" in style which was refreshing to see. I can't recommend Balance at Work more highly to lead employee and team development sessions."
Shaun Stanfield - Managing Director, Insurance Advisernet