"YOU’RE HIRED!"
THE BUILDING BLOCKS OF JOB SEARCH
by Michael Goldberg

February / March 2005 Issue 5

FUNNY YOU ASK

What Can You Say About 2004?

Happy 2005! I know we’re already well into the New Year but this is our first 2005 issue. Forgive us as we dwell one last time about the hijinks and merriment of the past year.

What can you say about a Presidential election where more than 122 million people voted, a number that translates into the highest turnout -- 60.7 percent -- since 1968?

What can you say about Jason Giambi, Barry Bonds, and the other estimated 50% of Major League Baseball players using illegal performance enhancing drugs?

What can you say about Kobe Bryant appearing on more front pages than back pages of newspapers?

What can you say about Janet Jackson’s wardrobe malfunction and all the FCC chatter that resulted?

What can you say about Howard Stern leaving the airways for Sirius Satellite Radio?

What can you say about a war in Iraq that has killed over 1,400 American soldiers and civilians?

What can you say about Jon Stewart as a best selling author and Martha Stewart decorating a jail cell?

What can you say about a year that lost its Superman – Christopher Reeve, it’s Bud – Marlon Brando, it’s Dutch - Ronald Reagan, it’s Felix – Tony Randall, it’s Genius – Ray Charles, and it’s King of New York – Jerry Orbach?

What can you say about Scott Peterson, Amber Frye, and the death penalty?

What can you say about the Red Sox curse being reversed and the Yankees being responsible for the greatest playoff choke in the history of sports?

What can you say about wizards, Jesus Christ, and Michael Moore being featured in the top 5 grossing movies of the year?

What can you say about a year that saw people wrapped around the block at flu vaccine clinics?

What can you say about Britney Spears getting married more times in one year than Jennifer Lopez?

What can you say about a year where a tsunami delivers a death toll of over 220,000?

What can you say about Desperate Housewives and a silly Monday Night football locker room skit topping the charts as ABC’s most noteworthy moments?

I can’t think of anything.

If you have any ideas or suggestions,
drop us a line at info@building-blocks.net.

Rules and Regulations for Successful Networking
By Michael Goldberg

I was recently reading the Pool Rules and Regulations for a golf and country club in town. You may not belong to one (I don’t), but you can probably imagine how strict the rules must be to even enter the pool area. At the gate, you have to show a picture ID, have your bags checked (no food or alcohol), sign an agreement stating that you understand the rules and regulations, get dusted for prints – the usual. It’s like being at the airport. It’s a safety and liability thing so they really cover their bases. Have comfort in knowing that the rules are strictly enforced by the lifeguard on duty. Hey, at least everyone splashing around you knows what they should and shouldn’t be doing.

When networking at a business meeting or event, wouldn’t it be great if everyone splashing around you knew what they should and shouldn’t be doing? If registration was treated the same way as entering the pool area, more of us would know the rules of the game. Imagine if everyone that attended association events, networking groups, chamber mixers, conferences, conventions, and cocktail parties had to read, understand, and sign off on the Networking Rules and Regulations? We’d do a ton more business and be much better swimmers overall. In fact, more of us would just jump right in. Without knowing the rules, it’s no wonder so many sales folks, business owners, and job searchers are fearful and uncomfortable when it comes to wading in even the shallow end of the pool. Below are some networking Rules and Regulations that might make the list. Swim at your own risk.

Proper attire required (no Speedos).
Determine ahead of time if the event requires business, casual, or very casual attire. There’s enough on your mind, why let your appearance and fashion sense be one of them?

Must be equipped with business cards, a pen, and other related swim gear.
It amazes me how many folks I meet at business functions don’t have a business card with them. Business cards breed business and seasoned pros know that. Or they should.

Know who you will be swimming with.
Do you know who rounds out the guest list? Have you determined ahead of time if your prospects, clients, referral sources, colleagues, associates, counterparts, competitors, or advocates will be in attendance?

Networking only, no selling allowed (no splashing either).
I’ve mentioned this in previous issues – networking and selling are two different animals. Use this event to meet and greet others, make a good connection, and take it from there. Otherwise, expect a loud whistle to be blown and to be escorted off the premises by the lifeguard on duty.

Be prepared to ask questions – about them.
Know what questions you will ask of all those you’ll be meeting. It’s the best way to start a conversation, learn about other professions and industries, and attract people to you. If you’re authentic, genuine, and a little lucky, you may have questions asked of you. Imagine that!

Greet and introduce others with passion.
I love introducing people I know to other people I know. It helps provide an easy connection for others, I’m helping the cause, and I feel pretty good about myself. What can be better than that?

If there is a connection, ask for their business card.
Don’t be shy. If you’ve spent time with a quality contact and you’re interested in continuing the conversation at a later date, ask for their business card. They might just ask you for yours. How else are you going to re-connect?

Hand out your business card (when asked).
I only hand out my card when asked. It seems rude to me to offer a business card to someone who may not want it. If they wanted it, they would ask.

Have a buddy system and help others.
I’m all about helping others get their feet wet and encouraging them to swim. It’s a nice thing to do and a big part of making a splash at the event. It’s also a lot of fun (and sometimes safer) to network with a buddy – especially if they’re looking to meet the same folks as you.

Mention your Call to Action – when asked.
Know what your purpose is and only share it when asked. If you don’t know or can’t share your purpose, it will be difficult making solid business connections (swimming metaphor aside).

Spend more time listening and less time talking (especially right after eating).
We spend way too much time thinking about shat we’re going to say next rather than listening to others. If we listen and learn enough, we may have something more worthwhile to say.

Know when the conversation is over and mingle with other swimmers.
Ask for a card and say your good-byes once the chat is over. That is, if it’s worth chatting again. If not, say your good-byes and offer them an opportunity to meet or introduce you to others. Or offer to do the same for them.

You must make a friend (or two) and have fun!
Once you meet a few great people and get the hang of a few of these swim strokes, you become much more comfortable in the deep end and it becomes more fun. Heck, you may even get some business out of it.

Establish these Rules and Regulations as your standard and help provide a safe and enjoyable swimming experience for all! Thanks for your cooperation.

Next Issue: Did you say how to listen louder, better, and faster?

“Any fact facing us is not as important as our attitude toward it.”
-Norman Vincent Peale

Michael Goldberg is a speaker, trainer, and the President of Building Blocks Consulting. He helps organizations achieve measurable growth in sales, service, and leadership. Michael delivers seminars, runs sales meetings, and conducts training programs on networking, leadership, public speaking, customer service, and job search. He can be reached at 732-446-2233 or via e-mail at megoldberg@building-blocks.net.

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Biz Writing Tip: Commonly Confused Words
By Sheryl Lindsell-Roberts

Spell checkers are wonderful tools, but they’re just that—tools. They won’t identify all errors. Following are some of the sticky wickets you must find on your own:

Sheryl Lindsell-Roberts & Associates is an award-winning business writing and marketing communications firm. Sheryl and her team have written brochures, web text, and proposals that have helped companies to close multi-million contracts. Sheryl has written 18 books for the professional market, including Business Writing for Dummies, and she conducts business writing workshops that clients such as EMC, Tufts University, IDG, the Massachusetts Society of CPAs, and others rave about. For more information check out www.sherylwrites.com.

It is not all about money!
By Elizabeth Randazzese

Have you ever heard anyone say “this employee is not motivated?” or “I can’t seem to motivate my employee?” In today’s economy, employers are more concerned than ever with finding ways to retain top performers as well as figuring out how to motivate “mediocre” employees. Since this impacts the bottom line, I want to share some useful information that will help you discover how to get the most out of your most valuable resource – people!

Through my work with a consulting firm, Augur Inc., I have been using and interpreting a behavioral assessment tool called the Predictive Index or PI for the past few years. Although seemingly rather simple, this “test” (as some people call it) offers employers a depth of insight into a person’s motivations, styles, and work-related behaviors; its purpose is to assist employers in making more informed and effective employee-related decisions, whether it is hiring, promoting or encouraging employees.

Not everyone is motivated by money!

It is true. Not everyone is motivated by money. Through my work with the Predictive Index (PI) tool, I have learned that many different influences, besides money, motivate people. For example, if you are an individual with dominant behaviors who needs to “take charge” of situations, you are motivated by a sense of independence and freedom. On the other hand, if you are more agreeable and cooperative, you are likely driven by a sense of teamwork, support and encouragement when moving into new areas. Some people are motivated by talking through their ideas, while others are motivated by contemplating and analyzing ideas on their own. Structured and regimented work environments drive some people, while others thrive in a more casual and flexible work setting. There is no right, wrong, good or bad style. People are motivated by different forces, and when an employer is able to understand what drives his or her employees, the employer is more well-equipped to maximize employee performance.

Therefore, when you are faced with a challenge of motivating a “difficult” employee, here are some action steps to consider:

1) Stop and think about what behaviors he or she is exhibiting. Chances are, if you begin to be more aware of his or her behaviors, you will begin to uncover what makes him or her “tick” and in turn begin to motivate each individual differently.

2) When this employee does something well, make sure you recognize them. Research tells us that 25% of employees leave jobs because they are not “recognized.” A simple “thank you” and “I appreciate you” can go a long way!

3) Assess if this employee is in the “right” job. When was the last time you had a one-on-one meeting with this employee? By putting yourself in their shoes, it will help you begin to understand where he or she is coming from and therefore help you determine “effective strategies” moving forward. Employees want to feel important and supported. Taking time to understand what is most important to the employee in their job can help you more than you may realize!

Elizabeth Randazzese is a consultant with Augur Inc. She helps business leaders more effectively hire, manage and develop their key assets - their people. As a licensee of an international assessment tool called the Predictive Index® (PI®), Augur has achieved positive, bottom-line results in improving management processes such as hiring, teambuilding, leadership development, problem resolution, succession planning, coaching and mentoring. If you would like to learn more information about the Predictive Index, please visit our website at www.augurinc.com or contact Elizabeth at erandazzese@augurinc.com and 800-679-9885 ext. 601.

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