NETWORKING!!!! Do I HAVE TO?!

Sorry for YELLING in all caps, but I have heard this phrase too many times to ignore it. Here are some corollaries:

“What if I don’t KNOW anyone!?”

“I don’t know what to say!”

“Is it really necessary?”

“I HATE it! My experience should speak for itself!”

We constantly read about networking. It’s the secret to cracking into the “Hidden Job Market” (whatever that is!). Yet most of us don’t have a clue how to do it. What’s more, the vast majority of us are likely to be either frightened or disgusted by the thought of “influence peddling” to get what we really want and deserve – an opportunity to do a good job, have a career for a fair wage.

Why do most of us find networking so awful? Is there a networking secret, a clandestine handshake that one can learn to open the door to Career Nirvana?

No, not really. There are, however, some significant misunderstandings and misapplications of this unfairly maligned process that need to be addressed before I move on to the how-to portion of our little discussion. I like to call them Networking Myths.

Networking Myth #1

Networking is dead. People have been using it for so long that no one has time to talk to anyone anymore. They know you’re looking for a job or a killer lead and don’t have one for you. Go away!

Nope, networking isn’t dead. If it doesn’t work, it may be that you don’t understand the very nature of the networking process. To be sure, there are people out there who have abused the process, wasting others’ time and manipulating relationships to get what they want, but that doesn’t mean that you can’t network both effectively and professionally.

Networking Myth #2

Networking is telling everyone, everywhere, all the time, that you need a job or a new career. Don’t stop until someone gives in and hires you. The more people that know you are out of work or dissatisfied with your career, the higher the likelihood that someone will help you.

Wrong again! Telling everyone you need a new job is a good way to start a career as a hermit. Most people will not be aware of opportunities right away and are likely to feel that they are “put upon” to help you. What is more, they may actually feel that they can “catch” your unhappy (un- or under-)employment status. It’s much more effective (and positive) to seek information and advice instead of job leads.

Networking Myth #3

Networking is pretending to be interested in people until they like you, then going for the vocational jugular. Ask them for a job while you have them warmed up.

Oh, please – people are smarter than that! Individuals who try to practice this mangled type of networking will soon be “blacklisted” by every potential networkee out there. A genuine desire to learn from others is the only way to make networking work for you.

Networking Myth #4

Networking is the ultimate answer. It’s not what you know, it’s WHOM you know.

Wrong again! Although extraordinarily effective, networking is only a part of the employment search process. It’s a very important part, to be sure, and something that should command a large percentage of your time. The what / who you know issue is an important one. If you have nothing to offer, and know everyone out there, you are likely to remain dead in the water. Conversely, if you are rich with knowledge and ability and are a complete unknown, you will also be vocationally adrift. Networking allows you to create the “positive visibility” you need to discover and identify opportunities.

Networking Myth #5

You need to have killer contacts, people in the corridors of power with whom you are on a first-name basis to be an effective networker.

Sorry, not true. My experience has shown that the most effective networking contacts are frequently NOT first generation contacts (the first person you talk to), but typically referrals from that contact or people that you you’ve not talked to in some time. My clients have also found that many of their best results come from people who would not appear to be at the top of the corporate ladder, people “in the trenches.” This is not to say that networking with movers and shakers is a waste of time, but that effective networking with all sizes and shapes of people from diverse walks of life has the potential to yield extraordinary results.

Networking Myth #6

Networking is a means to an end. Once you have a job, you can cut out all of this networking nonsense.

Try again! Networking, the exchange of ideas and opinions, the give and take of sharing perspectives, should be a lifelong endeavor. Developing and growing your network throughout your work and life (networking does not have to relate only to employment) will continue to enrich you personally and professionally, while providing opportunities for you to help others.

The Key to Effective Networking

Give and take. Listen and talk. Any networking session you leave without offering something in return is not a good one. Phone calls and e-mails also count, by the way. Building relationships through constantly cultivating and expanding your network not only allows you to stay plugged into the world of work and beyond, it provides opportunities for you to give back to your networkees (and others) in appreciation for all of the help that you’ve received.

So, GET NETWORKING! (Yes, I AM yelling again!)

Billboards, Branding, and Quarantine…

As many of us are either sequestered in our homes or limited in our ability to experience what the Australians refer to as a “walkabout,” what are we to do with our time? Here’s a suggestion: work on your “billboard”!

“The squeaky wheel gets the grease.” This statement can be true at times. However, there is always the possibility that the “hearer” gets a new wheel or, at least, ends up sporting those fancy noise-canceling headphones!

In our present situation, here is my suggestion for keeping your brand out there: think of your brand as a billboard (My definition of a brand: “When people walk away from you, what do they have that they didn’t have before you arrived?”) .

The reality of my billboard metaphor is this: NO ONE installs a billboard on a well-traveled thoroughfare (LinkedIn, WordPress, Facebook, Twitter, Instagram, et al.) on Monday, takes it down Tuesday, and awaits the response from eager inquirers! The best you hope for from such a practice is the bemused question from travelers, “Didn’t there use to be a billboard there?” (hardly a recipe for being noticed!).

No, they must drive by that placard again and again! THAT’S why those annoying commercials are played over and over again, sometimes during the same break in your favorite shows!

Please understand: I don’t want you to be that annoyingly repetitious “billboard” that causes people to seek detours (or use those aforementioned headphones to drown you out). I DO, however, encourage you to take full advantage of this time, using your “digital billboard” to regularly present your “value proposition” (sorry to use this hackneyed phrase, but it fits here!) to the world.

So, what does your “billboard” say, and how often do people “drive by”?!

BTW, here’s mine:

“I help people identify and practice their God-given abilities in their work and lives.”

Turning an “Oops” into “Eureka”…

Ready to increase your vocabulary (as in Readers’ Digest’s “Increase Your Word Power”)? Here’s a great addition to your career “toolbox: – COUNTERFACTUAL (n): a conditional statement the first clause of which expresses something contrary to fact, as “If I had known.”.

In his excellent book If Only: How to Turn Regret into Opportunity, Neil Roese describes the two directions which counterfactual thinking can take, explaining why the Bronze Medal Winner at the Olympics is happier than the Silver Medal recipient. Even though Silver is #2 in the world in their sport, they focus up to missing the Gold while the Bronze recipient focuses downward to see what they have accomplished (“I almost didn’t medal!”).

Here’s the Career Application: this “downward” thinking causes the “Bronze Medal careerists” to be better equipped to learn, to develop insights, to challenge themselves to greater accomplishments, while the “Silver Medalist” (without the benefit of downward counterfactual thinking) may find themselves in a self-defeating “woulda, coulda, shoulda” spiral.

Let’s close with a few timely quotes on Failure:

“There are defeats that carry with them the radiant promise of coming victory.” – F.W. Boreham

“We failed, but in the good providence of God apparent failure often proves a blessing. “ – Robert E. Lee

“Failure is always an option.” – Adam Savage, Mythbuster

“Make excellent mistakes.” – Dan Pink (via Johnny Bunko)

So, the next time you “fail,” think downward!

Maturity Bonus: The Value in Seasoned Employees

Many individuals who would be entertaining retirement are finding themselves staying in the workforce much longer. Sometimes this is the result of finances, and other times it is more a case of their not being ready to stop working. After all, daytime television seems to be a vast wasteland, and the “To Do” list can become the “It’s Done” list. This decision, of course, places them in the position of both competing with as well as potentially working for individuals who could be decades their junior! How can these “mature” candidates make the case for their contributions to their company?

Although the following characteristics are hardly exclusive to the “older worker,” here are some suggestions as to the key qualifications the mature candidate may offer:

Experience
“Experience is the teacher of all things,” a quote attributed to Julius Caesar, may not always be accurate, but those who have been around longer have certainly amassed more experience. Learning by doing will always be a key way to gather knowledge and expertise, and those whose life experiences span a greater time frame certainly have had this opportunity.

Expertise
Experience can beget expertise, as the more time we spend doing something, the better we get at it. Thus, the worker who has been at it longer is likely to have developed significant skills in their areas of experience. This could shorten the learning curve for them as a “new” hire.

Real-World Knowledge
As contrasted with theory and concepts, the individual who has been at work and life for a longer time frame has had the opportunity to connect what is being taught and written about with what really happens out there. As I have often said, “For almost everything I’ve learned in life, I can point to a scar.” Sometimes, literally! 🙂

Demonstrated Interpersonal Skills
“Playing well with others,” being a good team member, demonstrating facility in effective communication, etc., all have had the opportunity to be more developed in those who have been around longer.

Work Ethic
Although this is not universally the case, the “Protestant Work Ethic” is often well developed in those individuals from earlier generations, many of whom have spent extended time in the work force. Showing up on time, being responsible and dependable, exchanging a good day’s work for a fair day’s pay, etc., are often well developed in the mature employee.

Why They Are “Not” the Best Candidates: Mature Worker Concerns
As I am frequently working with individuals who would fall into this category, I will often suggest that the key reasons you may not be hired (or promoted) may include the following:

• You want too much money.
• You are not good at change.
• Your technical skills are poor.
• You may have impending health issues.

My counsel to these individuals is to demonstrate in their work, online presence, resume, interviewing and lifestyle that these reasons cannot be categorically applied to them as older candidates. With these issues addressed, they are able to present themselves as exceptional candidates based on all of the attributes noted above.

A Word on the Younger Candidate

To be fair, many younger workers can possess these qualities as well. The only item that may not be there for them is experience. But you can address that deficit by hiring them!

Ruminations on Resolutions

Let me start this anti-resolution treatise with a disclaimer. I have no problem with people who choose to use the start of a new year to make significant, life-changing commitments. I simply wish to share to my personal musings on the advantages/disadvantages of New Year’s Resolutions.

Early in my career I spent years working in fitness centers, both as a sales consultant and a trainer. The die-hard “gym rats” (not a term of derision, to my way of thinking) always dreaded the first couple of months of the New Year. Scores of “newbies” would descend on the equipment, monopolizing the machines while grunting and groaning in search of that elusive, fit individual hiding deep within them. By the end of February, however, most of the smoke had cleared, and we were back to the “old faithful” regulars at the gym.

This fanaticism is rampant in the ads on TV and the blogs/tweets/updates on the Internet. Lose weight, transform your business, embrace success, take charge, be all you can be, etc. And you are all but guaranteed success in any of your endeavors as, after all, it is the New Year! It’s all New! You can have a Fresh Start! It has to work, right?!

Well, yes and no. Bless those dear souls who, with all the integrity and resolve they can muster, make these Resolutions. I recall a tweet from someone just before the arrival of the new year that noted they had 2 days left to achieve the results they had committed to 363 days before! Well intentioned, yet not likely to be realized in the next 48 hours!

So, you may well ask, what’s my point?! Simply this: To borrow a well-known phrase from Madison Avenue, “Just Do It!” Start it right away, whether in the shadow of the New Year’s fireworks, the excitement of spring blossoms, the oppressive heat of the dog days of summer or the grey skies in the dead of winter. To quote the title of one of my favorite books by Barbara Sher, “It’s Only Too Late If You Don’t Start Now!”

And, once you’ve started, stay with it! I remember a Nike™ T-shirt emblazoned with this pithy phrase – “Just Doing It.” Two steps forward and one step back (the way I typically advance) is still a net gain of one step. Remember that success is more often the result of “grit” than anything else (another favorite blog of mine on what I call the “secret sauce for success”).

Make your resolution, whenever and however you can and, once you have done so, get caught “JUST DOING IT!”

Networking and Egg Nog

As the holiday season bears down on us all, the pressing questions for the job hunter/careerist are: Should I take a break? Is anything really going to happen in the job market before the New Year? Don’t I deserve a respite from this brutal process and relax by the fire with eggnog?

Well, YES and NO. To be sure, taking some time during the holidays to enjoy the delights of the season and appreciate those around you is an excellent idea. This is certainly NOT the time to pull out the plastic and run up a tab with the retail industry, but having a sensible, enjoyable holiday time with family and friends is something you DO deserve.

That being said, please allow me to make a case for maintaining a certain level of activity between now and the waning din of the noisemakers on the first day of the New Year.

1. There is no better time to network.

The holidays represent an extraordinary number of opportunities to see and be seen by family, friends, and folks from all over. It would be foolish to not consider all of this “face time” as a resource to increase your “Positive Visibility.” Please understand the importance of your attitude and approach, however. Nothing can put the damper on a festive gathering more quickly than someone who is pumping the crowd for job leads, or who has the “deer in the headlights” look of someone whose career is stalled! Be sure to focus your contact with others in a positive manner, seeking information, advice, and referral to investigate and consider alternatives. Remember that most individuals truly would like to help, but are at a loss on how to be of assistance. Allow them the luxury of simply giving advice rather than 1) feeling pressed to deliver that killer contact for you or 2) staring through you to someone, anyone on the other side of the room. My experience has been that, in such cases, most people will choose Door Number 2!

An additional word of warning: be sure that your solicitation of “next step” options and advice is not the first question on your list, nor is it the only item of conversation. Ease into these topics. Ask how they are doing, what is new in their lives. Show honest, genuine interest and concern for them as people, not as networking contacts. Also, help them realize that you are in the investigation mode, not desperate for a pay stub or a lead to that next great promotion.

2. Many decision-makers are at home, not on the road.

One of the challenges of job search and networking is navigating through the maze of individuals who need to participate in any decisions being made. In mid-August, for example, it is often difficult to get the right people in the same room (or even in the same state) long enough to give their opinions, since Smitty is at Myrtle Beach and Ms. Jones just left for New England. This is not as true during the holidays!

Indeed, many people will be staying nearer to home, traveling less and be more accessible. Although staffing issues may not be at the top of the holiday list, there are still decisions being made, perhaps even more quickly due to the availability of decision-makers. In addition, the end of the year is often the time when budgets are being reviewed and finalized, and new business plans are starting to take shape. Remember: The best time to get connected is always the present!

3. Your competition may be reduced.

This is one of my personal favorites! Many of your fellow careerists may decide that this is simply not the time to think career at all (for all of the reasons I recounted earlier) and mothball their power suits until the New Year. As a result, there is high potential that your competition will be less. Why not take advantage of this “thinning of the field” to forge ahead? As others decide not to take any action until early next year, your well-placed voicemail, LinkedIn update, tweet or short e-mail may improve your standing. In addition, it’s much more effective to maintain a level of activity than attempting to ramp up again on January 2nd!

4. Most individuals are more open to being helpful at this time.

Admittedly, this will not always be the case. Certainly I would not recommend an intense networking contact at the checkout counter on Christmas Eve! It is true, however, that many are more full of the “milk of human kindness,” more willing to share and provide honest insights and assistance to a well-placed question or request.

5. Pace yourself!

Now that I’ve made my unassailable arguments for burning up the snow-covered pavement with your career development, I want to introduce the other side of the issue – we ARE in the Holidays! Be sure to take time to care for you and yours, to be thankful for what you do have, to count your blessings. And perhaps, even sip a flagon of eggnog at least once in front of a crackling fire! Sounds good, doesn’t it?!

Happy Holidays and best wishes to you and yours!

Some musings on #HumpDay …

Can we eliminate Hump Day?! OK, I will admit that this is probably an impossible task. Gallup research tells us that there is a certain percentage of any work force that will remain “disengaged.” What a great word – DISENGAGED. Sounds painful, doesn’t it?!

I still recall reading a license plate on the front of a vehicle in Western PA which opined, “I LOVE PAYDAYS, VACATIONS, WEEKENDS.” Some quick mental calculations told me that the driver must HATE most of their existence!

There are, of course, people out there who will never be happy unless they are miserable. While discussing this phenomenon in training with a company, one of the attendees raised his hand in the middle of the presentation to “give his two cents.” Anyone who has trained knows that the raised hand can go one of two ways – very badly or very well! Breathing a silent prayer, I acknowledged the gentleman’s presence and gave him the floor.

I am happy to report it went well, and this is why: he shared THE STORY OF SMITTY.

Smitty was a long term employee of the company. Smitty was also a pretty miserable person. Smitty wore a perpetual scowl, seemed to be trying to decide between staying on the job or having root canal without Novocain. His interaction with his co-workers was consistently negative. If queried as to what he liked about work, his response would probably be something like “Payday, lunch and leaving.” That’s assuming he answered at all.

Smitty’s job, by the way, was working in The Pit. I never found out exactly what that involved, but it clearly did not sound good.

One day, his supervisor decided to ask, “Hey, Smitty, do you like working in The Pit?”

“Nah,” said Smitty with his typical venom-laced voice, “I HATE it!”

Deciding to wade in deeper, his supervisor then asked, “Well, what would you LIKE to do?”

Smitty responded immediately, “I’d like to work in Banding” (Once again, I really did not know what this entailed, but clearly Smitty preferred it to The Pit).

The result of this exchange was that the supervisor was eventually able to transfer Smitty to Banding. When this happened, something AMAZING took place!

Smitty became human! He actually smiled on occasion, working more effectively with his co-workers and becoming more productive.

Here is the Big Question: Whose fault was it that Smitty was so miserable for so long? The supervisor or Smitty?

And the Big Answer: BOTH!

To quote from two companion books by Beverly Kaye and Sharon Jordan-Evans (Love ‘Em or Lose ‘Em and Love It, Don’t Leave It, my reviews are on Goodreads.com, of course), “ASK!”

Smitty should have thought to ask if there were any other positions that he felt he could enjoy/do better at (often these two factors work together), and the supervisor should have checked much sooner on Smitty’s situation at work, etc. To paraphrase a favorite author of mine, Marcus Buckingham (formerly of Gallup), “Companies should stop trying to make people what they aren’t and use them for what they are.”

By the way, so you do not consider me to be a starry-eyed idealist, I realize that EVERY position will require us to perform some tasks they would rather give up. I like to call this “The Grown-up Stuff.”

I don’t want to do it, but I have to because they told me to. Welcome to Life.

Gallup’s Question #2 in their Q12 resonates here: Do you get to do what you do best every day?!

I must take issue with the 80′s rock group Loverboy – Not “Everybody’s working for the weekend!”

How about YOU?!

Billboards Along the Highway…and You!

When I think Branding, I think of Billboards! 

“The squeaky wheel gets the grease.” This statement can be true at times, however, there is always the possibility that the “hearer” gets a new wheel or, at least, ends up sporting those clever noise-cancelling headphones!

Here is my suggestion for keeping your brand out there: think of your brand as a billboard (I say your “brand” answers the following question: “When people walk away from you, what do they have that they didn’t have before you arrived?”) .

Here’s how my metaphor works: NO ONE installs a billboard on a well-traveled thoroughfare (LinkedIn, WordPress, Facebook, Twitter, Instagram, et al) on Monday, takes it down Tuesday and awaits the response from eager inquirers! The best you can get from such a practice is the bemused question from travelers, “Wasn’t there a billboard there yesterday?” (hardly a recipe for getting noticed!).

No, they must drive by that placard again and again and again! THAT’S why those annoying commercials are played over and over again, sometimes repeated during the same break in your favorite shows!

Please understand: I don’t want you to be that annoyingly repetitious “billboard” that causes people to seek detours (or use those aforementioned fancy headphones to drown you out). I DO, however, want you to regularly use your “billboard” to present your “value proposition” (sorry to use this hackneyed phrase, but it fits here!) to the world.

So, what does your “billboard” say, and how often do people “drive by” it?!

If you are unsure, I can help!

BTW, here’s mine:

“I help people identify and practice their God-given abilities in their work and lives.”

Are There “Stars” in Your Company’s Constellation?

Robert Kelley, author of How to Be A Star at Work, suggests that your “Star Employees” may already be on the payroll. Kelley’s book (my review is on Goodreads.com) speaks of his failure to find any formal assessment process that would guarantee that a company hired nothing but Stars.

Kelly continues by identifying the key themes that seemed to be present in many of these so-called “Stars,” the employees that always seems to get more done with less.   Team members who appear to have the almost magical ability to contribute at multiple levels, sometimes simultaneously.  They are always there for the company and the group, so enthusiastic and energetic for their work that you almost have to send them home.  They are never “5 o’clock shadows,” may even lose track of the day of the week, and the time of the day because they are so engrossed in their work.  “Hump Day” is likely not even in their vocabulary. Oh, they like their downtime, but return on the first of the week with energy and vigor to get things done.  You can turn your back on these folks, confident that the work will be done well and on time.  And, if you are so unfortunate as to lose one of them from your team, you have lost much more than their job description.

Here are a few of Kelley’s  “breakthrough strategies you need to succeed” that are found in Stars:

Initiative – “blazing trails in the organization’s white spaces ” (one of my favorites, by the way).

Knowing Who Knows – being aware of where the specific knowledge exists in the team. All of us are smarter than any one of us. Stars know who to ask for what.

Getting the Big Picture – recognizing the importance of perspective. Remember the story of the blind men and the elephant? Each had a part of the puzzle, but it needed to be assembled to complete the picture.

Followership –  “checking your email at the door to lead in assists.” This always makes me thing of Steve Nash feeding the basketball to his teammates. Not a basketball fan? Google his name.

There are nine “strategies”  in total. I just gave you four of my favorites. Read the book or email me for the other five. It’s worth your time.

Here’s the good news – Virtually anyone in the organization is capable of becoming a Star, if you assist them in learning what they are best at and provide the opportunities to capitalize on their “gifts.”

If they are “Human Resources,” (and they are), work on “taking advantage” of what they have to offer!

Power Networking Questions

The networking process continues to be one of the most maligned, underappreciated, abused, yet potentially powerful tools in your job search and career development “arsenal.” Suppose that you manage to nail down an appointment with someone to “discuss alternatives,” “seek their feedback,” “bounce ideas back and forth,” etc. Just what does this really mean? How can you assure that you are getting the most out of this process, while treating the individual with professionalism and respect?

The answers to these questions are not always obvious, but I feel that there are some significant keys to effectively using this time to the best advantage of all involved. In considering the questions to be posed during the networking experience, consider focusing your questions around the three key themes of the entire process – Information, Advice and Referral (I recommend that your questions follow in this order).

Use these three areas of focus to consider key questions to include in your networking inquiries:

INFORMATION

Every individual possesses a unique perspective on what is going on, both in their field of endeavor as well as in the more global areas of the region, the nation, the hemisphere, even the world. I like to think of this as “electing them to expert.” Solicit their “take” on things, as in the following:

1. How has your industry changed over the years?
2. Who and where are your competitors?
3. Regarding technology, how does it impact the way your business is conducted?
4. Are there any emerging trends in your field that demand your attention?
5. How is this field changing? Is it stable, growing, or in decline?
6. Are there any key alliances or relationships forming that will be necessary to remain competitive?
7. Are you happy in your industry and field? If not, in what way would you change your current situation, if you could?
8. Could you describe the best (and worst) day you’ve had in this career?
9. What type of person is best suited for this work in terms of personality, style, values, etc.?
10. What is your perspective on the economy and opportunities in your field as you look ahead?

ADVICE

Advice can be both precious, almost invaluable, and it can appear to be virtually worthless. Bear in mind that advice typically costs no more than an investment of your time and attention, and the relationships it can forge may be even more valuable than the information itself! That being said, here are some suggestions for questions:

1. If you were me, with my background and experience, what would your next steps be? (I believe this may be THE ULTIMATE NETWORKING QUESTION).
2. What experience or expertise is the most valuable in this field?
3. If I were to move in this direction, are there any specific areas where you feel may be at risk, perhaps in relation to age, education, technical knowledge, salary expectations, etc.?
4. As someone looking at a new field, how can I help a company understand my abilities in an area that is somewhat different from my background?
5. Regarding my thoughts regarding employment, advancement, salary, job search time frame, opportunity, etc., do you see my expectations as reasonable, or should I adjust my target?
6. Do you have any specific suggestions as to areas for me to investigate? How might I start to make inroads into these areas?

REFERRAL*

The referral phase of the networking process is designed to expand on the information and advice that you are gathering from this kind individual. Seeking referrals is most often easier than it sounds. Most people, once they determine that you are “safe” – not pumping them for jobs or killer connections, but simply seeking to benefit from their knowledge, will be happy to share other contacts. I do feel, however, that you should approach this final topic carefully, perhaps starting with something like the following:

1. I really appreciate your time and the insights you have shared with me. I’m wondering if you can think of anyone else that I should talk to, someone that could provide any additional perspectives on these issues?
2. Do you know of anyone in a related field that might have a unique view of which I should be aware?
3. Are there any people in other areas that you would recommend I contact, based upon what you are learning about me and my interests?
4. Thinking “outside of the box” is an important part of my research. Can you think of anyone else that I should talk to help me look beyond the obvious?

*As you receive a positive response regarding additional individuals, be sure to ask permission to use your contact’s name in introducing yourself to others.

As I noted on the outset, these people are doing you a tremendous favor. Be flexible, gracious, and appreciative. Ask for about 45 minutes – you will almost always get more! Send a thank-you note right away (I recommend hand-written ones). Be sure to ask for their permission to check back with them regularly (As a general rule, I’m fond of the two-week time frame) with updates on their referrals, more questions, perhaps even a simple “staying in touch.” I will often directly request that they serve as a “sounding board” for me as I work through my career development. Most people will be pleased to hear from you again.

You will be amazed at how many people are ready, willing, and able to talk, providing invaluable ideas, insights and suggestions as you move ahead in your career.