I recently was invited to speak at an event on behalf of Walden Businesses, Inc. about Knock Out Networking.
The audience was made up of financial advisors, M&A advisors, attorneys, CPAs, insurance agents, and other trusted advisor types.
One of the highlights was a discussion about the four phases or “tools” of business networking. I’ve been sharing these ideas for years.
Submitted by Jane Halford
When NBC Sports bought the streaming rights to the Premier League in 2012, they needed to find a way to make British football appealing to their American audience. Over time, what resulted was the now beloved show, Ted Lasso. The eponymous American college football coach who goes overseas to coach a British Premier League team has come to personify what it truly means to lead with kindness. Ted Lasso’s fictitious story is a typical fish out of water narrative, as he enters a foreign country for the first time as an incoming leader. Adapting to the culture of both his new home city and workplace is a steep learning curve he approaches with patience, an open mind, and most of all, optimism and joy. While navigating the stark difference between his sunny disposition and the stoic keep calm and carry-on nature of his British colleagues, his energy is infectious, and in time, by living his moral values out loud, he is able to set the standard for his London team, AFC Richmond.
From the club owner, to the players, to the die-hard fans, Richmond is full of characters who aren’t afraid to speak their minds about the unusual choice of Ted as their new leader, especially given his lack of prior knowledge of the sport. Fortune Magazine statistics will tell us that 40% of new leaders fail within the first 18 months of their transition. Much of this depends upon the support they’ve been given within those crucial first months in the position. Ted’s situation is unique in that we find out early on that the team’s owner, Rebecca Welton, has actively set out to see him fail to spite her ex-husband and previous owner of the team. Yet Ted’s unfailing optimism in taking on the challenge of winning over the often rough personalities within the Premier League shows tenacity and resilience that ultimately leads him and his team to victory.
Written by Suzanne Davis
Do you give presentations on a regular basis to your clients or potential clients? Are you sharing video content on social media to gain visibility and credibility in your business? Many of us do; of course, we want to be perceived as trustworthy, persuasive, and engaging. We also want our audience to learn something from us, and to retain and use our content.
There has been much written on delivering great presentations, and much of it focuses on things presenters should do or not do. There are some great tips out there for presenters, but here, I’d like to take a slightly different approach and shine a spotlight on the audience – who they are, what they need, and what they expect from presenters.
Written by Jane Halford
Diversity and inclusion have been front of mind for many organizations in recent years. While cultural and gender diversity have come to the forefront of DEI conversations, we still have a long way to go when it comes to exploring the true depth of diversity in the workplace. Many voices remain unheard in professional settings. For instance, 85% of autistic individuals in the US are either under, or unemployed.
The continued stigma surrounding neurodivergence means many organizations are missing out on an entire demographic of talent that isn’t reaching their attention.
I’m excited to have the King of Sales, Jeffrey Gitomer, as my guest for my 100th episode. We’re discussing some of his golden nuggets of sales advice from 19 years of experience. Jeffrey’s books have appeared on major bestseller lists more than 500 times and have sold millions of copies Worldwide.
Written by Susan Fitzell M.Ed, CSP
Or, how do you make the workplace neurodiverse-friendly?
At the beginning of this century, one of the hottest trends in office design — at least at dot-coms, where companies all vied to look like they were on the cutting edge of trends — was creating a “loosened up” workplace. Companies wanted to attract younger employees with lots of energy and creativity. So, dress codes were relaxed. Recreation centers were added that offered video game consoles, nap centers, and meditation rooms. Larger companies added perks like a massage studio, kitchens fully stocked with food, and even beer and wine.
Written by Machen MacDonald
A new CEO with rugged good looks and a Stanford-educated mind sought executive coaching because he wanted more confidence to take his company to the next level. He was looking for the wrong thing.
To truly succeed, confidence is essential. Confidence is exhilarating, a feeling we all naturally crave. Yet, it’s courage that truly tests us, compelling us to step beyond our perceived limits and into the realm of the unknown. This journey begins with a commitment—a pledge to the goal and ourselves that summons the bravery needed to take the first step. It’s in the act of facing our fears and embracing challenges that we discover our true capacity. This is where confidence is born: not in the comfort of the familiar, but in the triumph over trials we once thought insurmountable.
Written by Dr. Dorothy Martin-Neville
Life is an adventure filled with ups and downs. How we deal with them is fully our choice. Some we can prepare for and some we can’t. This week yet another friend was operated on for cancer; a very old and dear friend who has had progressively debilitating dementia passed away and yet simultaneously we had a college graduation, a new baby coming shortly, and my daughter and son-in-law have begun their beloved boating season. The ups and downs of daily living are filled with beginnings and endings…
I speak of, and support clients in, thriving in the face of major transitions rather than getting lost in fear, uncertainty, or grief. The reality is that transition, as seen above, is a part of daily life. Relationships with people we love change. We change. Our situations change on a daily basis and yet any transition can be defeating, freeing, and transforming all at once.
Written by Michael Goldberg
Absolutely the fight of the century!
There hasn’t been an undisputed* heavyweight champion in boxing since 1999. Now we have one – Oleksandr Usyk!
Written by Jane Halford
Knowledge transfer is a key element to the continued success of any organization, especially when it comes to leadership transitions. Explicit knowledge is easy enough to pass on to an incoming leader. Facts, processes, and procedures are tangible pieces of information that can be documented without a second thought. However, there is a second category of knowledge that is far more difficult to grasp.
Tacit knowledge is a formidable asset that often goes overlooked.
Written by Machen MacDonald
Call reluctance is a common obstacle that hampers the productivity of sales professionals and small business owners. It’s the internal resistance to the act of picking up the phone and contacting prospects, often stemming from fear of rejection, lack of confidence, or the comfort of procrastination. Below are a sequence of 9 strategies to overcome these mental and emotional barriers. You can remember them by the acronym: MAKECALLS to overcome reluctance.
Understanding Call Reluctance
Call reluctance comes in many forms, the most popular being creative avoidance behavior, where individuals find alternative tasks to avoid the discomfort of making sales calls. This resistance not only impacts sales performance but also inhibits growth opportunities. The right environment plays a crucial role in mitigating this resistance. An organized, distraction-free workspace, clear goals, and supportive relationships can significantly reduce the emotional and mental burden associated with sales calls.
Written by Michael Goldberg
I was leading a business networking event and at the end, I asked one of the guests how their night was, and she responded, “Not fun!”
(Not the response I’m accustomed to hearing.)
Written by Susan Fitzell
Does your team seem a little unfocused, less productive, or stressed out? Changing the rhythm of the workday can help employees feel recharged and better focused. A team-building exercise or another type of group activity can really help.
Team-building is essential, especially for neurodiverse employees who may have difficulty building a social rapport with their colleagues. But traditional team-building exercises can cause extra anxiety for neurodiverse teammates. Here are some group activities that can benefit everyone on the team.
Submitted by Jane Halford
Most people avoid using the word "retirement" when it comes to their own careers. The reality is that retirement marks a significant life transition, one that is often accompanied by a complex array of emotions. Preparing to leave a career spanning decades can stir up feelings of grief, long before your actual departure. This anticipatory grief is a natural response to the loss of something that has defined a significant part of your life. Gallup has even found that 55% of workers’ identities are tied to their job. The authority, responsibility, and routine that you have become accustomed to for many years prior to your retirement can be hard to let go of. When you lose these most fulfilling aspects of your career life as you head into retirement, you will have to find ways to fill the void you’ve left behind.
It takes time and careful preparation to build up the next chapter in your life.
Written by Dr. Dorothy Martin-Neville
One of the ironies of life is that we are called, almost compelled, to go after our dreams and set creative goals. Those visions and our commitment to them, are what give us the ability to walk around obstacles and persevere even when all seems hopeless, and yet the gift of being detached from the outcome frequently makes the attempt so much purer, so much more valuable than the “win” itself.
I saw a movie this weekend, Arthur the King, based on a true story. The ending reminded me so much of what I have seen and experienced in achieving goals, for myself, clients, and others. After previous failed attempts to win, the disgraced head of a 435-mile endurance race team, (biking, hiking, running, etc.) attempts his last chance at winning this race. He “needs” this win. His ego “needs” it. His earlier attempts to push through at all costs, with a very narrow vision of anything other than winning, cost him, and his team, dearly.
Written by Juli Shulem
How many times do you speak like this?
“Hey Steve, I understand you didn’t follow through on the customer order yesterday. Can you tell me what happened?”
Written by Machen MacDonald
Creating a high-performance culture in any organization requires a balanced approach that drives results and nurtures the human spirit. Strong leaders tend to be proponents of a “carefrontational” approach – they care for individuals and confront challenges directly. Effective leaders don’t avoid conflict, they become proficient at dealing with conflict. They are carefrontational. Let’s explore the PERFORM model, a seven-point plan to achieve excellence while staying aligned with your company’s vision, mission, values, and objectives.
P – Purpose and Vision
Every high-performance culture is driven by a clear purpose and vision. Understanding the “why” behind an organization’s existence and where it intends to go is crucial. As the Stoic philosopher Seneca once said, “Our plans miscarry because they have no aim. When a man does not know what harbor he is making for, no wind is the right wind.” In the context of organizational culture, this highlights the importance of defining a clear vision to guide and motivate the team’s efforts.
Written by Michael Goldberg
Best boxing movie?
Arguably, Rocky. The original. The one and only. And the one that helps establish Sylvester Stallone as a movie star and a member of the Boxing Hall of Fame. And, of course, Apollo Creed played by the master of disaster, Carl Weathers.
Written by Susan Fitzell
We know, from surveys and studies over the past decade, that people who are neurodivergent – those on the autism spectrum, or who are diagnosed with ADHD, dyslexia, dyspraxia, etc. – have far more trouble finding employment. Globally, it’s estimated that as many as 40 percent of neurodiverse individuals are unemployed.
A White House report on bio-workforce development noted that, “Young adults on the autism spectrum have the lowest rate of employment compared to their peers with other disability types,” And yet, “In many cases, employers have found that, with relatively small changes, many individuals who are neurodivergent are able to fully participate in the workforce.”
