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How To Play Hold Em

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How many of us have walked into a room full of people and wanted to turn around and leave?  When I think about networking events, my heart freezes. Didn't our mothers teach us not to speak to strangers?  Yet, in this article we're going to examine how to talk to strangers. The first thing you need to know is we all hate going to networking events.  Why?  It's hard to thrust yourself on someone else, no matter how "outgoing" you may be.  Knowing that we are all miserable makes these things a tiny bit easier.



Second, your job at a networking event is to meet people.  Your job is to learn as much as you can about as many people as you can.  Your job is not to sell yourself.  You can sell yourself in the process, but that is secondary and must be done with caution. The great Dale Carnegie said: "You can make more friends in two months by becoming really interested in other people than you can in two years by trying to get other people interested in you."   What Dale Carnegie meant is that whether you are attending a networking event or your family reunion picnic, the rules are the same.  Listen to the other person.  Question the other person.  Learn about the other person.  When you do these things, suddenly, you will discover that you have a new friend, a potential associate or a possible client.   How do you start?  Let's go back to that evening when you walked into the room full of people and looked around. This is what you saw.

Two people talking.  Their heads bowed slightly toward one another as if to hear above the crowd. A group of people laughing and talking casually by the food.  Another group talking casually by the bar. One person standing by the door, alone.

Which one of these three "groups" do you approach?  If you answered the one person standing alone, you win the gold star.  If you answered the group of people laughing and talking near the bar or food, you win the silver star.  If you answered the two people talking with their heads bowed, you get the booby prize.

The main reason you go up to the person who is alone is that is a person who is looking for someone to talk to.  They, like you, are feeling out of place.  That person wants to talk to you.  That person will be forever grateful that you approached them.

When to Hold 'Em.

As soon as you walk into the room and spot a person, go introduce yourself. You do not need to wait for someone to introduce you.

Once you've introduced yourself begin questioning the person. Ask what they do. Give them a chance to tell you all about their business. Ask what brought them to this event. Search for things you have in common.

Do not ask personal questions, such as: Are you married? Do you have children?

If someone walks up, introduce yourself and your new friend. Tell the new person a little about the two of you and what you were talking about. Bring that new person into the conversation.

As you begin to draw the conversation to a close, if the other person has not asked for your card, ask for theirs. That may stimulate them to ask for yours. Do not give someone your card unless they have asked for it.

When to Fold 'Em. After no more than 10 minutes and preferably 5 minutes leave the conversation.

If you notice the person you're talking to saying less or their eyes darting around the room, excuse yourself gracefully, even if you have not been talking 5 minutes. Do not leave the person standing alone. Instead, offer to take them with you to join another group.

Thank the person for giving you their card and for talking with you.

If you approach someone, who clearly does not want to talk to you, then gracefully thank them for their time and move on. Do not waste your time with people who are truly uninterested. You can note their interest level by the way they respond to you, namely, they answer your open questions with one word responses. Their eyes dart around the room, looking for someone "better" to talk to. They do not look at you while they talk. They do not ask you any questions.

Networking, like everything else we do, takes practice.  Try these tips and see if it's a bit easier for you the next time you enter that proverbial crowded room.
How To Play Hold Em
One of the biggest challenges companies are facing is the attraction and retention of top performers. The World Future Society predicted that the greatest test of durability for companies in the next five years would be the ability to get and keep good people. In some industries such as the homebuilding industry there is a phenomenon of merry-go-round employees where employees jump ship within the industry and companies are recycling employees. In the finance industry the big question to a top performer is "Where did you jump from?"

One executive management client had left a specific financial institution because a competitor wooed her. Once there, she wasn't as happy as she thought would be and was wooed back again to the original employer. She did this back and forth thing two more times! This is very common in specific industries as the fight for good people continues. So how do we attract the top performers and second to that how do we keep them from jumping?

Here are the top five things leaders can do to attract and keep the best of the best:

1. Top talent want to work for the top companies. If your company is committed to superior practices, has profile and brand recognition and is known for exemplary management practices, you will have a list of salivating hopefuls lined up to work for your company. This would be a good problem to have. Bottom line - the company needs to be working towards being the best, brand recognition and having excellent employee systems in place.

2. Build it and they will come. If your company is revamping, rebuilding or restructuring, be aware that every man and his dog out there has been through some form of reengineering in the workplace. To attract top talent you need to be able to show the vision of where you are taking the company and offer the opportunity for the talent to be part of building the new dream. Top performers are often drivers, which mean they are turned on by challenge, change and results.

3. Recognize and reward over and over again. Money isn't everything to top performers. On a list of ten items that are important to top performers, money ranks at number four. The most important element for top performers is having challenging work, the second is having an open and honest work environment, third is recognition for work and fourth is money. Again top performers thrive on opportunities for recognition in the form of time off, family days off or flex work schedules.

4. Don't take them for granted. Like anything, the novelty and excitement of a new job tends to wear off after about six months or so. Human nature is often to leave a good thing alone and this could be the worst thing we could do to our top performers. Ongoing coaching, retreats and training are crucial to top performers. Again people at the top of their game tend to be lifelong learners and are eager to learn as much as they can. Do not underestimate the value of providing ongoing learning opportunities, reimbursement for college or university and giving them challenging projects where they can be stimulated and challenged.

5. Know what thy enemy does. Be on top of your competitor's practices around attraction and retention of top performers. Don't get blindsided by a top performer coming to you to tell you what they have been offered. Be aware first and ensure you address it once you find out. If you are consistently establishing a top performers' value they won't go looking elsewhere but often when we don't pay attention to what else is out there they may be scouted right out from under your nose.

Powerful leaders know that the success of their company is built on the quality of their people. As leaders, we must make our people our priority and this is and will be the biggest challenge.

©This article is copyright protected any use of this article for reprint requires permission
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About Author
Both Joan Curtis & Cheryl Cran are contributors for EditorialToday. The above articles have been edited for relevancy and timeliness. All write-ups, reviews, tips and guides published by EditorialToday.com and its partners or affiliates are for informational purposes only. They should not be used for any legal or any other type of advice. We do not endorse any author, contributor, writer or article posted by our team.

Joan Curtis has sinced written about articles on various topics from Public Relations, Home Management and self improvement and motivation. Dr. Joan Curtis is a nationally known communications coach. She has over 20 years experience as a trainer and educator. She has taught communication skills and presentation skills to leadership groups throughout the country. With a doctorate in Adult Ed. Joan Curtis's top article generates over 33100 views. to your Favourites.

Cheryl Cran has sinced written about articles on various topics from Leadership, Management. . Cheryl Cran's top article generates over 33100 views. to your Favourites.
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