Networking 101


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Marketing Works presents a quick, how-to guide for optimizing your networking. No matter what industry, these tips and tricks will help you get through your next event with skill and finesse.

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  • “ Responsibility time” The operating days and hours of the Company are Monday through Thursday, 8:30 a.m. to 5:30 p.m. and Friday, 8:30 a.m. to 4:00 p.m. All employees are expected to be at work during these hours unless approval is granted for a flexible work schedule (flextime). Flextime is a work schedule with time of arrival and departure that differs from the standard operating hours by not more than two hours . For example, a typical flextime arrangement is arrival at 10:00 a.m. and departure at 7:00 p.m. Supervisors approve flextime on a case-by-case basis. Fulltime employees who have completed at least six months of employment are eligible for flextime. The employee must first discuss possible flextime arrangements with his/her supervisor and then submit a written request using the Flextime Request Form. The supervisor will approve or deny the flextime request based on staffing needs, the employee’s job duties, the employee’s work record and the employee’s ability to temporarily or permanently return to a standard work schedule when needed. A flextime arrangement may be suspended or cancelled at any time. Exempt employees may be required to depart from any flextime schedule at any time in order to perform their jobs. Nonexempt employees may be asked to work overtime regardless of a flextime schedule.
  • Must be employed by the company at time of payout.
  • May not work for another agency representing a client who has been a MWFC client for the 12-month period prior to employee’s termination. May work for client. All employees are asked to sign the following statement at the time of employment: AGREEMENT THIS AGREEMENT is made this_________________day of _______________ , 20 ______, by and between FEKETE + COMPANY, Columbus, Ohio (“ Company”), and ______________________________, __________________, Ohio (Employee”). 1. Consideration for Agreement. In consideration of Employee’s employment as a _____________________ and the agreed upon compensation, and intended to be legally bound, the employee agrees to the following terms and conditions. Agreement not to Disclose Confidential Information. Employee acknowledges that confidential information used in Company’s business is secret, confidential, unique and valuable to it, was developed by Company at its cost and expense over a substantial period of time, and that the disclosure of such confidential information to or by anyone other than Company’s officers, agents or authorized employees, will cause Company substantial and irreparable injury. The Company’s confidential information includes: Client lists and other confidential data relating to Company’s clients, including but not limited to advertising plans and all other data identifiable to or relating to a client; Price lists, vendor lists, computer printouts, accounts receivable reports, revenue reports and other financial information relating to the Company; (c) Proposals, contracts, and marketing information; (d) Employee lists and data; and (e) Such other Company information designed as confidential, priority and/ or trade secret to which Employee may gain access during Employee’s employment. Except as required by the performance of Employee’s duties, Employee agrees not to disclose to anyone the Company’s confidential information, whether such information is developed before or after the date of this Agreement. The restriction against disclosure set forth in this Agreement applies during Employee’s employment with the Company and after Employee’s employment with Company is terminated and to confidential information developed by the Employee while employed by the Company. Upon termination of Employee’s employment for any reason whatsoever, Employee will promptly turn over to the Company all tangible objects, including computer data containing confidential information, and all copies thereof whether prepared by Employee or others which Employee possesses or has under Employee’s control. Remedies. Employee acknowledges that the remedies at law for the breach of this Agreement may be inadequate and that the Company shall be entitled to equitable relief against Employee in the event of any such breach. Employee further agrees that if Company institutes legal action to enforce any provisions of this Agreement, Employee will pay the Company’s attorney’s fees and litigation costs incurred in enforcing the Agreement. Nothing herein shall be construed as prohibiting Company from pursuing any other remedies available to it for breach or threatened breach of this Agreement. Survival. The provisions of this Agreement shall survive the termination of Employee’s employment, regardless of the reason for termination. Governing Law. This Agreement shall be governed and construed in accordance with the laws of the State of Ohio. IN WITNESS WHEREOF, the parties intending to be legally bound, have set their hands and seal the day and date above set forth.
  • Second wind advises $100,000 AGI per employee
  • Best AE made me feel like I was her only client. Pull Amy Tillinghast’s notes We are not order-takers
  • Networking 101

    1. 1. Networking February 13, 2012
    2. 2. Types of Events <ul><li>Known/Planned Audience </li></ul><ul><ul><li>Attendee list </li></ul></ul><ul><ul><li>Assigned Seating </li></ul></ul><ul><ul><li>Friends </li></ul></ul><ul><li>Unknown But Friendly </li></ul><ul><ul><li>No specific table assignment </li></ul></ul><ul><ul><li>You’ll know folks, but not sure who </li></ul></ul><ul><ul><li>Likely good prospects </li></ul></ul><ul><li>‘ See and Be Seen’ Events </li></ul><ul><ul><li>Not sure who will be there </li></ul></ul><ul><ul><li>Get your brand out </li></ul></ul><ul><ul><li>New introductions </li></ul></ul>
    3. 3. Planning <ul><li>Set A Goal </li></ul><ul><ul><li>Review attendee list. Identify attendees you want to meet, introduce to someone else, re-connect with, etc. </li></ul></ul><ul><ul><li>Do your homework. Look them up on LinkedIn, send a pre-event email, know what you may have in common to discuss. </li></ul></ul><ul><ul><li>If a ‘see and be seen’ event, goals may be in terms of making 3 new contacts, etc. </li></ul></ul>
    4. 4. Planning <ul><li>Know the venue. </li></ul><ul><ul><li>If hosting, be prepared to direct folks to coat check, restrooms, bar, etc. </li></ul></ul><ul><ul><li>Know if accommodations are open seating, assigned, etc. so that you may be strategic in your position. </li></ul></ul><ul><li>Come prepared. </li></ul><ul><ul><li>Put business cards in your pocket (not purse or folder). Have them readily available to hand out. </li></ul></ul><ul><ul><li>Put a pen in your pocket (not purse or folder) so that you can easily write notes on the back of cards. </li></ul></ul>
    5. 5. At-event <ul><li>Do not sit at a table and visit with co-workers, eat your dinner, etc. Rather, remain standing, mingle, move about the room. </li></ul><ul><li>Name tags on your right shoulder. </li></ul><ul><li>Hold drinks in your left hand. (Avoid ‘cold, clammy hand syndrome.) </li></ul><ul><li>Approach and introduce yourself to individuals who are alone. </li></ul><ul><li>Don’t: Talk politics, religion, scandals, negatively of groups, etc. </li></ul><ul><li>What do you want them to remember about you? </li></ul>
    6. 6. At-event <ul><li>How to exit from a conversation: </li></ul><ul><ul><li>Do not spend more than 5 minutes in a non-productive conversation. </li></ul></ul><ul><ul><li>Do not just leave them standing alone or move on. </li></ul></ul><ul><ul><li>Escort them to another group of folks an introduce them to that group. Once they are engaged, you can move on. </li></ul></ul><ul><ul><li>Make every contact feel important. </li></ul></ul><ul><ul><li>Eye contact, physical contact </li></ul></ul><ul><ul><li>Genuine question/answer </li></ul></ul><ul><li>Sales Tax </li></ul><ul><li>Client pass throughs, such as Vocus </li></ul><ul><li>How to exit from a conversation: </li></ul><ul><ul><li>Do not spend more than 5 minutes in a non-productive conversation. </li></ul></ul><ul><ul><li>Do not just leave them standing alone or move on. </li></ul></ul><ul><ul><li>Escort them to another group of folks an introduce them to that group. Once they are engaged, you can move on. </li></ul></ul><ul><li>Make every contact feel important. </li></ul><ul><ul><li>Eye contact, physical contact </li></ul></ul><ul><ul><li>Genuine question/answer </li></ul></ul>
    7. 7. Post-event <ul><li>Review your goals </li></ul><ul><li>Follow up with any action items </li></ul><ul><li>Send thank you’s </li></ul><ul><li>Add contact to HighRise </li></ul><ul><ul><li>Client </li></ul></ul><ul><ul><li>Prospect </li></ul></ul><ul><ul><li>Strategic Partner </li></ul></ul><ul><ul><li>Vendor </li></ul></ul><ul><ul><li>Other </li></ul></ul>
    8. 8. Conversation Starters: <ul><li>How are you connected to this organization? </li></ul><ul><li>Have you been to these events before? </li></ul><ul><li>We really appreciate your being here with us. Do you know many folks here? </li></ul><ul><li>Ask about their lapel pin, company name, etc. </li></ul>
    9. 9. Best Practices: <ul><li>Recognize that everyone you meet is a potential, useful network contact. </li></ul><ul><li>Create “win, win” opportunities to give and receive favors. </li></ul><ul><li>Practicing the “give without expectation” philosophy of great networkers. </li></ul><ul><li>Operate with complete integrity. </li></ul>