A successful start-up depends on much more than just a good idea (intellectual capital) and funding (financial capital). Crafting a relevant network of contacts that can help you succeed is vital: investors, advisors, potential hires, early customers, etc -- so building "relationship capital" is vital if you want your start-up to succeed. Attached are materials from a recent workshop I ran at Dartmouth for engineering students (Thayer School) and business school students (Tuck).
People analytics: Breaking myths with agility and passion | Talent Connect 2016LinkedIn Talent Solutions
Piyush Mathur, The Nielsen Company
Douglas Shagam, The Nielsen Company
Like the tale of the shoemaker’s son, Nielsen only began to employ workforce analytics in late 2014. After a 3 percent increase in attrition in 2015, we calculated that we could avoid $5M for every point of attrition we reduced. With only a dedicated People Analytics leader, could we figure out why people were leaving and engage leaders to do something about it?
The solution: engage a passionate, diverse group of people and tell a story with your data that people can relate to, all while retaining your most at-risk associates.
The field of analytics, and in particular, People Analytics, is exploding. Who knew that one day HR + Math = Game Changer?? We'll share our journey with you, some lessons we've learned along the way, how to get started if you haven't, and what's next for Nielsen People Analytics.
Key highlights:
Answer a critical business question and estimate financial impact.
Use the data and resources that you have and keep building.
Focus on creating outcomes, not uncovering insights.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
People analytics: Breaking myths with agility and passion | Talent Connect 2016LinkedIn Talent Solutions
Piyush Mathur, The Nielsen Company
Douglas Shagam, The Nielsen Company
Like the tale of the shoemaker’s son, Nielsen only began to employ workforce analytics in late 2014. After a 3 percent increase in attrition in 2015, we calculated that we could avoid $5M for every point of attrition we reduced. With only a dedicated People Analytics leader, could we figure out why people were leaving and engage leaders to do something about it?
The solution: engage a passionate, diverse group of people and tell a story with your data that people can relate to, all while retaining your most at-risk associates.
The field of analytics, and in particular, People Analytics, is exploding. Who knew that one day HR + Math = Game Changer?? We'll share our journey with you, some lessons we've learned along the way, how to get started if you haven't, and what's next for Nielsen People Analytics.
Key highlights:
Answer a critical business question and estimate financial impact.
Use the data and resources that you have and keep building.
Focus on creating outcomes, not uncovering insights.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
With talent recruitment and retention topping the list of issues facing CPA Firms along with partner alignment and succession planning issues, the stakes have never been higher for CPA Firms in their recruitment and retention strategies. BLI just announced the 'magnetic firm' framework and the 'big four' ways for firms to become talent magnets.
This presentation has the latest scores on the magnetic firm index which is averaging 67% or a D+ across CPA Firms.
The four categories for a magnetic firm are:
1) Purpose driven workplace
2) Culture of growth (Career Development)
3) Inspiring workplace – flexible and inclusive
4) Great leadership – trust & transparent
Visit us at www.blionline.org
ENGAGED! How to Create a Culture of ENGAGED Employees
Now is the time to engage your employees! Disengagement costs money, wastes time and strains resources. Join Michelle as she inspires leaders to look at their organization and make a plan to re-engage or further engage their employees.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Action plan for managing business and organisational challenges with agility ...Isman Tanuri
Organisations who are looking at "Agile transformation" are always struggling to get it done. Perhaps an alternative approach would make more sense?
Here's an option:
"A practical 7-never-ending-step problem-solving strategy to organisational growth and sustainable change"
VS Live 2021 VST09 agile team metrics Fast Focus - angela duganAngela Dugan
Are you still relying on the old standbys like percent complete, velocity, and burndown for monitoring the progress of your teams or projects? Those metrics may not be telling you what you think they are! In this fast-paced discussion, we'll talk about some of the pitfalls of commonly used metrics, and make the case for not so commonly used measures that give you the insights that you're really striving for.
You will learn:
Understand the connection between what you measure, your team performance, and product quality
Explanation of how many commonly used metrics will fail to tell you what you really need to know
Familiarity with uncommonly used metrics that will more reliably tell you how well your project or team are really doing
You don’t need a million dollars in funding to take startup hiring strategies and put them into action. Allison Ewing, Director of Recruiting and Omer Cohen, Chief People Officer at Lytro share how their recruiting team approaches hiring and leverages LinkedIn.
See the top 10 Most InDemand Startups for 2014: http://linkd.in/YU2mUq
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
Sage's Jennifer Warawa commissioned these workshops for CPAs and accountants in 2013 using BLI's i2a: Insight to Action Strategic Thinking Process. These interactive workshops allow CPAs and Accountants to create a compelling vision for the future and an action plan to get there.
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Making Diversity, Equity and Inclusion faster, easier, and actionableCenterfor HCI
CHCI took decade of data analysis and expertise to create the DEI360 assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
The First 100 Days: A Road Map for A Successful Transition into a New Leadership Role
They say that first impressions count. Well, when you’re the new CEO or ED how long does a first impression last and who do you need to make a good impression on? In this session, we’ll look at various milestones for a successful transition into leadership—what are those markers and when can you expect to achieve them? Good leadership needs to make a great first impression and this workshop will help show you how to put your best foot forward
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
ENGAGED! How to Create a Culture of ENGAGED Employees
Now is the time to engage your employees! Disengagement costs money, wastes time and strains resources. Join Michelle as she inspires leaders to look at their organization and make a plan to re-engage or further engage their employees.
The world at large is ever-changing, and our organizations and employees are doing all we can to keep up. The days of going off to a strategic planning retreat, planning a five-year vision and executing it are gone. We now operate in a world that is VUCA — Volatile, Uncertain, Complex and Ambiguous. What do you as the HR leader have to do to adapt to this new and ever-changing world? We will identify common needs of HR functions today and give tips and suggestions to align HR with the changes in the organization, ensure you gain the resources you need and establish yourself as the visionary team member that is helping to drive your organization forward.
Learning objectives:
What is the VUCA world?
Evaluate what areas of HR will be impacted by changes.
Establishing and advocating for needs of HR and your employees.
Aligning processes with the new initiatives in your organization.
Action plan for managing business and organisational challenges with agility ...Isman Tanuri
Organisations who are looking at "Agile transformation" are always struggling to get it done. Perhaps an alternative approach would make more sense?
Here's an option:
"A practical 7-never-ending-step problem-solving strategy to organisational growth and sustainable change"
VS Live 2021 VST09 agile team metrics Fast Focus - angela duganAngela Dugan
Are you still relying on the old standbys like percent complete, velocity, and burndown for monitoring the progress of your teams or projects? Those metrics may not be telling you what you think they are! In this fast-paced discussion, we'll talk about some of the pitfalls of commonly used metrics, and make the case for not so commonly used measures that give you the insights that you're really striving for.
You will learn:
Understand the connection between what you measure, your team performance, and product quality
Explanation of how many commonly used metrics will fail to tell you what you really need to know
Familiarity with uncommonly used metrics that will more reliably tell you how well your project or team are really doing
You don’t need a million dollars in funding to take startup hiring strategies and put them into action. Allison Ewing, Director of Recruiting and Omer Cohen, Chief People Officer at Lytro share how their recruiting team approaches hiring and leverages LinkedIn.
See the top 10 Most InDemand Startups for 2014: http://linkd.in/YU2mUq
Help Young Talent Develop a Professional MindsetDaniel Goleman
There is a chasm between what business leaders expect from recent graduates, and what these new hires offer. In a Hay Group study of 450 business leaders and 450 recent graduates based in India, the US, and China… a massive 76% of business leaders reported that entry-level workers and recent grads are not ready for their jobs.
In most cases, these hires are intelligent, ambitious, and technically savvy. They have proven their ability to accomplish the work. They’re committed and passionate about rising through the ranks. So what are these new professionals missing?
They’re lacking soft skills.
Sage's Jennifer Warawa commissioned these workshops for CPAs and accountants in 2013 using BLI's i2a: Insight to Action Strategic Thinking Process. These interactive workshops allow CPAs and Accountants to create a compelling vision for the future and an action plan to get there.
Brendan Browne, VP of Talent Acquisition at LinkedIn, shares an inside look at the LinkedIn recruiting team's strategic roadmap.
Catch the best of Talent Connect: http://bit.ly/2e5ojNe
Making Diversity, Equity and Inclusion faster, easier, and actionableCenterfor HCI
CHCI took decade of data analysis and expertise to create the DEI360 assessment that quickly allows organizational leadership to see how they’re doing from the employee’s perspective.
Learn how to build a better candidate persona with Paul Hebert, contributor to Fistful of Talent and Andre Boulais from Jobvite. They will outline what is a candidate persona and why you need them to improve your recruiting process
When faced with an opportunity to take on a stretch assignment, new role, or promotion, what’s your reaction? Be Leaderly surveyed more than 1,500 professionals to find out what it takes to say “yes” with confidence. In this webinar, learn what we discovered—and how you can prepare to step up to your next big career opportunity.
Guest speakers:
Shuchi Sharma, Global Vice President and Leader of Gender Intelligence at SAP and Robert F. Solomon Jr., Director of Culture and Engagement, Lowe’s Companies, Inc.
The First 100 Days: A Road Map for A Successful Transition into a New Leadership Role
They say that first impressions count. Well, when you’re the new CEO or ED how long does a first impression last and who do you need to make a good impression on? In this session, we’ll look at various milestones for a successful transition into leadership—what are those markers and when can you expect to achieve them? Good leadership needs to make a great first impression and this workshop will help show you how to put your best foot forward
Creating employee engagement isn’t as difficult as you might think. This guide explores three ways that investing in online learning can help you boost engagement, cultivate positive relationships, and build productive teams.
Learn more: http://www.lynda.com/Education-Elearning-training-tutorials/1792-0.html
In the second decade of the second millennium, many of us are approaching the web wrong. We have trouble defining goals, addressing needs, and defining scope. We use phrases like “Mobile First,” or “Content First.” We forget where we came from, and lack vision on where we’re going by bogging ourselves down in processes or allowing programmers to do front end UI. Everything about our environment is transitional – everything except one core component: us. People create websites, people consume websites, and there comes a point where strategy needs to yield to technological requirements and open itself to what our users want and need. I’m talking about “People First.”
Some first-day talking points about what is news, what is media literacy and why young people aren't paying as much attention to the news as older generations.
Cardell wanted to go to the park ever since he was a puppy. "Cardell Goes to the Park" is a photo book for children that follows Cardell and his adventures.
Would You Like Fries with that Virtual 10 x 10?Michelle Bruno
Based on the blog posts as Midcourse Corrections and articles in Convene, this presentation presents the case for selling online interactive trade show booth upgrades.
Sharing Superheroes - J.Boye Philadelphia 2012 KeynoteMichael Fienen
At JBoye Philadelphia 2012 I presented one-third of the Thursday keynote, focused on the theme of sharing is caring and how it applies to superheroes of our industry. In this case, it's taking a fast look at bolstering user-centric design principles.
SMX - How to Know If You've Been Hit by Google's Panda PenaltyHelen Overland
Not sure if you've been hit by Google's On-Page Panda penalty? Find out how to diagnose Panda on your site, FIX Panda, Clear up your site and RECOVER. See proof that your site can recover from Google's Panda Penalty
Originally presented at Search Marketing Expo (SMX)
If you're a college student, learn more about startup internships and careers. What roles are a fit for interns and recent grads, how do you find them, and how do you pick a good startup to work for? If instead you want to start your own business, how do you fund it?
Introhive is the relationship capital platform. We unlock the connections and relationships within a company to help sales. This results in better introductions and more meetings, not just more contacts.
Tony Dovale. Founder and CEO of LifeMasters.co.za - Revolutionary Workplace High Performance System With CLEARx Philosophy, Framework and System. Tony Provides Inspiring Talks through Tonydovalespeaks.com and organisation Optimisation
Clearx Exponential Performance Optimisation LifeMasters.co.za Tony Dovale Ove...Tony Dovale
How to use the 6 specific areas fot business optimisation detailed in Clearx exponential performance framework - by lifemasters.co.za Tony Dovale - free seminar at www.lifemasters.co.za/clearx-session.
Based upon 30+ years of research and development, CLEARx High Performance Framework is supported by the extensive academic work of HPO Center in europe.
Get a free HPO Diagnostic when you book a HPO Mindsets & Teamwork Talk with Tony Dovale to get your organisation optimised and operating exponentially.
To help visionary clients achieve unprecedented growth through a unique return on their strategic relationships.
Unprecedented Growth: Revenue, New Customers, Market Share
Unique Return: Quantifiable Return on Customer Relationships
Strategic Relationships: Customers, Partners, Employees
Aligning HR & Finance: How ReddyIce Transformed to Market LeaderProformative, Inc.
Effectively managing resources is challenging for any company, and a lack of visibility into information on operational factors that impact margins and drive demand makes it nearly impossible. Despite the fact that companies dedicate 36 percent of revenues to human capital, many accept having less than 20/20 vision into the return they’re getting from this huge investment. How are companies leveraging technology to enable systems across the enterprise (from HR to Finance) to communicate with each other to deliver the real-time information company leaders need to optimize company investments, and the consumption of company resources.
Join us as Elliott Lester, VP of IT at ReddyIce shares how his company was able to leverage enterprise-wide visibility to break down operational silos, transform processes, improve product margins, and develop actionable metrics to drive the allocation of key company resources to transform from a company on the brink of extinction to a market leader with sustainable competitive advantage.
Manish Patel, Global Vice President of Collaborative Solutions, will join Elliott in sharing actionable advice for companies to leverage
Is your firm ready to execute a succession plan? Is the practice one you would want to buy or is it too much of a uphill battle to make it what you would want to work in?
Will your firm thrive or just survive? Anticipation - The critical competency...Tom Hood, CPA,CITP,CGMA
Today, the world of professional education, and accordingly the accounting profession, is migrating toward a competencies-based learning approach. But what are the most critical competencies for practitioners and firms to thrive in today’s ever changing, fast paced business environment?
Research from the Business Learning Institute identified the Top 5 Competencies for CPAs, accounting and financial professionals as:
1. Strategic & Critical Thinking
2. Communication
3. Anticipating and serving evolving needs
4. Inspiring and motivating others
5. Collaboration and mobilizing consensus
In addition, research from CPA.COM shows that only 8% of CPAs are future ready. Future Ready is the Is the capacity to be ANTICIPATORY (aware, predictive and adaptive) of emerging technology and trends in business, demographics, and the social environment impacting your organization and industry.
Together this group of skills and competencies have been researched with a leading global futurist who has put together an innovative learning system, the Anticipatory Organization: Accounting and Finance Edition which is being used to transform firm cultures to build and enhance proactive business advisor skills.
Most of us wish we had the power to predict future trends, and would benefit by learning tactics to do so. Daniel Burrus is one of the world’s leading technology forecasters and innovation experts and the featured keynoter speaker at this year’s DCPA16. He is globally recognized for his exceptional 30+ year record of accurately predicting how technological, social, and business forces converge to create untapped opportunities.
Joey Havens, Executive Partner at Horne, LLP (A top 50 CPA Firm) discusses how he has used the Anticipatory Organization as a foundational learning system throughout his firm. He is requiring his whole firm of 400+ professionals to take this and running collaboration sessions by practice areas to create group learning and a shared language around anticipatory thinking that is being applied inside the firm and outside with clients.
This presentation is from the July 20th, 2016 webcast by CPA.COM. CPA.com President and CEO, Erik Asgeirsson as he discusses the critical Anticipatory competency with Daniel Burrus, HORNE LLP executive partner Joey Havens and the CEO of the Maryland Association of CPAs and the Business Learning Institute, Tom Hood.
For more information http://www.blionline.org/ao
You will learn:
Why anticipation is the critical competency for today's accounting and finance professionals
The difference between hard trends and soft trends
Why it is important to identify trend types
Use cases of how these skills are being used in the profession
How this learning system can be used as a foundational skill set to help CPAs and accounting professionals be more proactive business advisors.
Having a passion for what you do and making it profitable is something completely different. Learn how to build your Base Rate and your Billable rate. Visionary People will even show you how to track your Close Rate. Enjoy the presentation Contact Visionary People for questions or inquiries. www.VisionaryPeopleArise.com
HR Summit and Expo Africa 2015 - Assessments for high performance workforceThe HR Observer
Presentation by Samantha Carr, Assessment and Business Development Consultant, MAC Assessment & Development.
Scientific and rigorous assessments have been shown to increase productivity significantly, reduce costs and grow the bottom line. Join this session to will learn how to conduct effective job analysis, structured interviews and leverage the best assessment methods for organisational excellence.
Explore Sarasota Collection's exquisite and long-lasting dining table sets and chairs in Sarasota. Elevate your dining experience with our high-quality collection!
Best Crypto Marketing Ideas to Lead Your Project to SuccessIntelisync
In this comprehensive slideshow presentation, we delve into the intricacies of crypto marketing, offering invaluable insights and strategies to propel your project to success in the dynamic cryptocurrency landscape. From understanding market trends to building a robust brand identity, engaging with influencers, and analyzing performance metrics, we cover all aspects essential for effective marketing in the crypto space.
Also Intelisync, our cutting-edge service designed to streamline and optimize your marketing efforts, leveraging data-driven insights and innovative strategies to drive growth and visibility for your project.
With a data-driven approach, transparent communication, and a commitment to excellence, InteliSync is your trusted partner for driving meaningful impact in the fast-paced world of Web3. Contact us today to learn more and embark on a journey to crypto marketing mastery!
Ready to elevate your Web3 project to new heights? Contact InteliSync now and unleash the full potential of your crypto venture!
What You're Going to Learn
- How These 4 Leaks Force You To Work Longer And Harder in order to grow your income… improve just one of these and the impact could be life changing.
- How to SHUT DOWN the revolving door of Income Stagnation… you know, where new sales come into your magazine while at the same time existing sponsors exit.
- How to transform your magazine business by fixing the 4 “DON’Ts”...
#1 LEADS Don’t Book
#2 PROSPECTS Don’t Show
#3 PROSPECTS Don’t Buy
#4 CLIENTS Don’t Stay
- How to identify which leak to fix first so you get the biggest bang for your income.
- Get actionable strategies you can use right away to improve your bookings, sales and retention.
Strategic Analysis of Starbucks Coffee Company - MBA.docx
What is Relationship Capital and how do you go about building it so your start-up can succeed?
1. Professional Relationship Management
Entrepreneurs
Workshop
Intellectual
Capital
+
Financial
Capital
+
Rela6onship
Capital
=
Entrepreneurial
Success!
What
is
Rela+onship
Capital
and
how
do
you
go
about
building
it
so
your
new
venture
can
succeed?
Andy
Wilson
Rexter/Innovate
Pasadena
Rela%onship
Capital
Technologies
Inc:
Proprietray
2. Professional Relationship Management
Agenda
Rela%onship
Capital
Technologies:
Confiden%al
• About
me
• Se+ng
the
stage
• Success
formula
• Rela6onship
capital
(RC)
• Rexter
• Innovate
Pasadena
• Ge+ng
Started
• Q&A
3. Professional Relationship Management
Me:
Corporate
Weenie
è
Compulsive
Builder
• Engineering
@Dartmouth
• Strategy
consul6ng
@LEK
(big
picture)
• MBA
Harvard:
Technology
&
Ops
• Led
prin6ng
co
into
digital
age
• Founded
corporate
spin
out
to
IPO
• CIO/SVP
Ops
@Bowne
&
Co:
Growth
• Prez/COO
of
RiverOne
($50m
of
VC)
• SVP
Product
@Overture
($1.7B
to
Y!)
• Seed
fund/accelerator
(12
SoCal
Co’s)
• Rexter
“my
calling”:
Thesis-‐driven
• Innovate
Pasadena:
Build
ecosystem
4. Professional Relationship Management
Why
Does
this
Guy
have
a
$1B
Smile?
“Success is as much about who you know as what you know . . . ."
- Kevin Systrom, CEO Instagram
New York Times "Behind the Instagram Feat, Networking the Old Way" 4/14/12
7. Professional Relationship Management
Intellectual
Capital:
the
Idea
The
way
to
get
startup
ideas
is
not
to
try
to
think
of
startup
ideas.
It's
to
look
for
problems,
preferably
problems
you
have
yourself.
The
very
best
startup
ideas
tend
to
have
three
things
in
common:
• they're
something
the
founders
themselves
want,
• that
they
themselves
can
build,
• and
that
few
others
realize
are
worth
doing.
MicrosoE,
Apple,
Yahoo,
Google,
and
Facebook
all
began
this
way.
Paul
Graham:
Co-‐founder
Y-‐Combinator
10. Professional Relationship Management
Relationship Capital (RC) 101
• Key driver of success : who you know & how well
• Can be measured – not mysterious & intangible
• If can be measured then it can be managed
• Grows based-on quality & frequency of interactions
• Greater the RC the more valuable the relationship
• Effective RC management: building relationships &
engaging them to get things done
11. Professional Relationship Management
Types of Relationships
Theoretical Limits for Each Type
Max ~ 150
Core Relationships:
Friends, Family, etc
~ 1,000 or more
Purpose Specific
Occasional Relationships:
Extended Network
Source:
Hutch
Carpenter
bhc3.com
12. Rela6onship
Management
Process
Financial
Management
1. Define
your
long
term
objec6ves
2. Iden6fy
relevant
groups
3. Out
reach
to
grow
contact
base
4. Cul6vate
contacts
into
rela6onships
5. Engage
“ripe”
contact
for
outcomes
Rela6onship
Capital
Management
Professional Relationship Management
Professional Relationship Management
13. Expanding
your
Network
Classic
Networking
Engagement
Seed
Financing
Hire
CMO
Q2
Deals
Search
&
Selec6on
Mobilize
for
Outcomes
RC
Management:
A
Process
View
Groups
&
Priori6ze
Angels
Talent
BD
VC’s
Suspects
Organize
&
Develop
Ini6al
Screen
Work
Backwards:
Who
should
you
know
&
why?
14. Professional Relationship Management
Recap & Tips
• In the “Connected Age” who you know as valuable as what you
know
• Networking is no longer the exclusive domain of BD & sales: all
professionals
• Effective networking is systematic, focused and strategic . . . it
is not “magic” but a discipline that almost anyone can master
• Critical to network with intent: to what end? (work backward)
• This value driven view becomes your filter: who to target, who
to develop, who to prioritize (don’t confuse quantity with value)
• Relationships drive success so it is critical to have a strategy
and a system
15. The smartest list in the world.
Give your brain a break. Let Rexter do the thinking for you.
Professional Relationship Management
16. Rexter
Secret
Sauce
Quan6fied
Self
Your
Digital
Exhaust
Big
Data
&
Analy6cs
Real-‐6me
Guidance
Dynamic
Call
Sheet
Core
Concept
Rexter
Flavor
Rela6onship
Scoring
Who
you
know
&
how
well
17. Impact
of
the
Connected
Web
Accessing
Info
Networking
Exclusive
Domain
of
Sales/BD
Arduous
&
Labor
Intensive
Then
Now
Instant
&
Comprehensive
Open
&
Universal
18. Professional Relationship Management
Getting Started
• Step 1: Define success:
o What are your key long term goals?
o Where are your headed?
• Step 2: Think about what types of people can help you (define
your relationship groups)
• Step 3: Do an inventory of who you already know in each group
and build relationships of quality
• Step 3: Develop a reciprocal value proposition (what can you
offer them)
• Step 4: For groups that are thin, develop a strategy to grow your
contact base
• Step 5: “Cherry pick ripe relationships” to achieve results