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.
"The last couple of years at batyr has seen incredible growth and the Balance at Work team has supported us along the way. They have helped us improve leadership skills across the team by helping us source and manage mentors, and even engaging as mentors themselves. As a young and fresh CEO Susan has also supported me personally with genuine feedback and fearless advice to achieve great things."
Sam Refshauge - CEO, batyr
"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
"We use Harrison Assessments with our clients to support their recruitment processes. We especially value the comprehensive customisable features that allow us to ensure the best possible fit within a company, team and position. Balance at Work is always one phone call away. We appreciate their valuable input and their coaching solutions have also given great support to our clients."
Benoit Ribe - HR Solutions Manager, Polyglot Group
"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