How Social Media Has Changed the Hiring Process & Other Timeless Hiring Tips

Please welcome Alison Green to my Blog. Allison Green is the talented voice behind the popular “Ask a Manager” Blog, where she dispenses advice on career, job search, and management issues. Also, she writes a weekly column on career and management issues for U.S. News & World Report’s website and is the co-author of “Managing to Change the World: The Nonprofit Leader’s Guide to Getting Results” (second edition to be published by Jossey Bass in the spring of 2012). Alison’s career advice has been featured in The Washington Post, The Wall St. Journal, ABCnews.com, Fox Business News, Men’s Health, and on NPR’s Marketplace Money. Check out her Blog, follow on Twitter, and become a fan on Facebook. I had the honor of interviewing Alison recently, and I would like to share the highlights.

How has social media impacted hiring – the good ways and the bad ways?

ALISON GREEN: On the candidate side, due to sites like LinkedIn, it’s easier than ever to figure out who in your network might be connected to an employer or field that you’re interested in – which is a huge benefit that I suspect most people aren’t taking enough advantage of. Twitter and other forms of social media make it really easy to build relationships with people you might want in your network – what used to require going to tons of networking events and conferences (which was sometimes impossible) can now be done from your home office or living room couch. On the employer side, social media has made it easier to get a more complete picture of a candidate: if he/she has a digital footprint/an online presence, what he/she is writing about, how he/she portrays himself/herself online, what is the person interested in, etc. Of course, this can be both good and bad. Employers can now find out less-than-flattering things about candidates that they previously would not have uncovered (and which, frankly, might not actually have any bearing on a person’s ability to do the job).

What are the most important questions an EMPLOYER should ask a candidate during an interview?

ALISON GREEN: Really dig into past experiences. Too many interviewers ask surface-level questions about past jobs and then move right on to the next question on their list. It’s far more useful to focus on a few key pieces from the candidate’s past and really spend quality time probing to get beneath the surface. So instead of just asking about a particular project and then moving on, the interviewer should follow up and follow up and then follow up some more. For example, “What was the biggest challenge there? How did you approach that? What happened? How did you deal with that? Then what happened?” You can learn a great deal of valuable information about how the candidate really operates, and it can separate a good on-paper candidate from a great in-practice candidate. I’m also a huge fan of asking what kind of feedback candidates have received from their previous managers. This can tell a lot in terms of the substance of the response itself and also how candid candidates are when answering. If people have been lucky and received constructive feedback about things they could have done differently, how have they processed the feedback and what improvements/changes did they make?

What are the most important questions a CANDIDATE should ask an employer during an interview?

ALISON GREEN: Ask about what’s going to be most important to achieve in the role during the first year and how the new employee’s performance will be measured. This provides a good picture of what the new employee will be expected to do and what success will look like, but it also shows how clear the employer is on what he/she is looking for. Another great question is, “What obstacles do you think the person in this position will face?” You might hear about the impossible coworker, the difficult bureaucracy, or the uncooperative vendor. Even better, you may hear about an aspect of the position that you might not have otherwise heard about. And conveniently, while these questions are about learning things that will help decide if this is the right fit, they also happen to be great questions that will impress a hiring manager, because they make it clear that you're thinking rigorously about the role.

Since employers are not hiring candidates for their weaknesses, and candidates may not always be honest about this question, what is the value of asking "What are your weaknesses?"

ALISON GREEN: The question itself has become so cliché – as have candidates’ answers to it – that it’s basically useless now. That said, as a hiring manager, I AM interested in figuring out what the candidate’s weaker points are, because I want to make sure that those weaknesses aren’t going to be fatal for this particular position. And I want as full a picture as possible about the person I'm hiring. But, often, you can get to that information by conducting a rigorous interview and a thorough reference check. However, there are creative ways of talking about weaker spots during an interview. For example, the question I mentioned earlier about feedback from previous managers can address this issue, and it’s interesting to see how insightful people are about their own weak spots – as well as how open they are about talking about them. In fact, I’ve always found that the stronger the candidate, the more able he/she is to provide a thoughtful and accurate perspective on his/her own weaker points.

How do you differentiate managers and leaders?

ALISON GREEN: When I was telling someone recently that I consult on management but not leadership, I defined the difference as “I don’t teach anyone how to inspire anyone.” I was half joking, but that’s pretty much it. I think of management as setting goals, monitoring progress against those goals and holding people accountable to them, building a strong team (which means hiring as well as being willing to fire when necessary), building a culture around high performance, etc. It’s the day-to-day business of getting things done. But I think of leadership as creating a vision and motivating other people to work toward that vision.

Since HR and Marketing Departments share a common goal of having successful employees who also need to be brand advocates, how can the two departments work together harmoniously? 

ALISON GREEN: Marketing can teach HR a lot about remembering who their audience is. HR sometimes gets so caught up in internal processes that they forget to assess what they're putting out with the eye of an outsider. So then you get deadly dull job postings that are full of jargon and bureaucratic references, instead of really describing the work and what should attract the ideal candidate to the role. A little bit of marketing’s focus on the audience and the fundamental goal wouldn't hurt!

Image Credit: Thanks to Scott Hampson for use of his comic with this post. Check out his work at http://www.agent-x.com.au/comic/your-true-profile/.

The Secrets of Employee Engagement

 

Please welcome Doug Brown to my Blog. Doug Brown is President of Engaged2Perform in Ontario, Canada. For the past 30 years, Doug has served in roles covering the gamut from supervisor to president and has overseen production, quality control, sales and marketing, administration, and distribution and fulfillment. Engaged2Perform is an employee engagement firm that helps growing companies to increase productivity, reduce absenteeism, and motivate employees to achieve corporate goals. It is a network of affiliated partners in Human Resources, Organizational Development, Strategic Planning, Leadership Coaching and Training, Communications, Business Consulting, and Health and Wellness. Engaged2Perform has improved overall efficiency of its clients' employees by an average of 30% by providing strategic tools and services to engage people, so it is no surprise that the company's tagline is “People, Passion, and Profit.”

I recently had the opportunity to interview Doug about employee engagement and would like to share the highlights.

Business jargon is full of long words with lots of syllables. Some are easy to understand, while others seem to be out of Mary Poppins. How would you best explain “employee engagement?”

DOUG BROWN: I would explain it as a strong emotional connection between the employee and the organization that fuels employee motivation, pride, enthusiasm, passion, and commitment to supporting an employee’s company. This translates into meaningful action items that drive performance and productivity and contribute to the success of the company. The “meaningful action” I refer to includes advocating for the company; willingness to grow, improve, interact, communicate, and connect with peers and colleagues; and become involved with ideas and suggestions to find new efficiencies to improve the company.

Why are there so many titles for HR members of the C-suite: Chief Potential Officer, Chief People Officer, Chief Happy Officer, and Chief Engagement Officer?

DOUG BROWN: I suspect this is due to an organization’s trying to put a new spin and focus on the same issues and problems. This may be done to help change the mindset of people and avoid some of the rhetoric (such as, “our people are our greatest strength and asset”), but this is lost down the levels of the workforce. But, in a competitive market where success is defined by small margins, leaders are beginning to understand motivation and engagement and the fact that people may be the key to their business’ success. Programs centered on basic people principles are the key: principles that for several reasons have been lost or strained over time – due to downsizing, restructuring, advances in communication, etc. These basic principles are treating people with respect and courtesy, valuing their ideas and contributions, supporting them in their roles and responsibilities, and finding ways to inspire and reward them.

What are the five best strategies for effective new employee onboarding?

DOUG BROWN: Here are my best strategies:

1. Recognition: Show appreciation of employee effort and accomplishment.
2. Communication: Help them understand their role and responsibilities clearly.
3. Listen: Allow them to ask questions and provide their thoughts and ideas on how aspects of the job could be improved.
4. Treat Employees as People: Understand what makes them tick in a personal and individual way; what interests them, motivates them, and inspires them beyond the paycheck and their desire to be with the company.
5. Help Employees Fit In: Employees need to feel that they belong, that their contributions are valued by the leadership team, and that they have become assimilated into the company’s culture.

What are the five best ways to create a successful corporate culture?

DOUG BROWN: Here are my best ways:

1. Understand the issues that employees deal with and are concerned about.
2. Strategize on how you can provide an environment that is meaningful for employees and will enable them to accomplish their best work. Leadership teams need to ask: What do the employees need to optimize their performance? Some programs can be applied across the workforce, while others need an individual focus.
3. Train managers on how to interact, communicate, and connect with employees in ways that will help them engage. This is a critical link.
4. Implement the proper tools and services that support the process.
5. Take time to read and understand the research surrounding engagement, what the benefits are, what the key drivers are – this must be done from the top leadership down.

Some final comments from Doug: “Every company has several groups that they need to keep happy. This includes shareholders, employees, management, customers, suppliers, etc. Employee engagement has important implications for all of these groups as well as on a company’s brand. To ensure that you meet the commitments and expectations of all groups, you must have employees who are engaged and enthusiastic about their work, have the right training, the right tools and information, and the authority to take action. Don’t forget: Gallup research has shown that engaged employees are more productive and profitable, create stronger customer relationships, and remain with their companies longer than less engaged employees.”

What kind of employees would you like for your company?

Learn more: http://www.engaged2perform.ca

Follow on Twitter: http://twitter.com/#!/dougkbrown1

Connect on LinkedIn: http://ca.linkedin.com/in/dougkeithbrown

Become a Fan on Facebook: http://www.facebook.com/dougkbrown 

Read “The Impact of Engaged Employees” by Doug Brown: http://bit.ly/pjVDmd

Image Credit: People Insight: http://www.peopleinsight.co.uk

Do You Know How to Complain Effectively?

As consumers, we have one thing in common: we all complain. We complain about minor skirmishes and also major upsets – ranging from the weather’s too cold or too hot, the movie was terrible, that driver just cut me off, and the item that just arrived in the mail was defective. Some of us become animated when complaining, while others remain calm. At one time or another though, most of us have spoken a bit too loudly while on a phone call with a customer service agent. However, according to Guy Winch, Ph.D., author of The Squeaky Wheel, Complaining the Right Way to Get Results, Improve Your Relationships, and Enhance Self-Esteem, there’s a correct way to complain.

“We have a complaining psychology,” Winch explained. “We believe that to complain to a company will take so much time and effort that it won’t be worth it. So 95% of us actually won’t complain at all when we have a problem. We’ll just go to the competition. Also, we’re afraid of the confrontation. We think it’s going to be nasty and time-consuming. [But] our complaints can be practical, emotional, and psychological tools that we use to better our lives. They can help us gain resolutions to meaningful problems. They can improve our moods, our self-esteem, and our general outlook on life. They can better and deepen our relationships. However, as many sharp tools do, complaints can cut both ways when used incorrectly. When we complain excessively or, in some cases, too little, we can end up getting more cuts, nicks, and scratches than we do benefits.”

As a result of Winch’s psychology background, he provided insight into the dynamics of complaining on a personal level, couples level, professional level, and consumer level. He shared numerous anecdotes to demonstrate good and bad methods for complaining. My favorites were Winch’s personal story about how he successfully dealt with loud noise in New York City, and how one customer disputed unfair pricing at the retail giant Marks & Spencer in England.

Winch explained the history of the toll-free 1-800 number and the reason that so many call centers don’t function in a productive manner. If more of us understood that most call center employees burn out and leave their jobs in less than two years, we might be friendlier when we call to complain.

Winch introduced the ingredients for a delicious squeak, or in other words, the complaint sandwich:

• Top slice of bread is the ear-opener: this statement (or paragraph if a written letter or email) should mention something positive about the situation.
• Middle section of the sandwich is the meat section: this is the actual request for action – the tone should sound more like a request for a favor instead of a complaint or demand.
• Final slice of bread is the digestive: the final statements or paragraph should make it more difficult for the recipient to dismiss the complaint immediately and also increases the reader’s motivation to help – the wording could be “I would appreciate…I would be happy…I hope to hear from you soon for any assistance you can offer.”

Above all, complaints are a gift for a business. They serve as free feedback, an opportunity to take action and make improvements. If the complaining consumer’s issue is resolved to his or her satisfaction – or if the expectations are exceeded, then he or she will become a lifetime customer and will tell friends and family how well the issue was resolved. And the story will be repeated again and again. Smart businesses know that customers who have a negative experience that is fixed become more loyal customers than if they’d been satisfied with their experience in the first place.

“Each time we visit a store, have a meal in a restaurant, take a bus or taxicab, or interact with a service provider, we have the option of letting them know what we thought about their product or service. Of course, most of our daily experiences are not worthy of comment as they fall somewhere in the “adequate” range. But when we encounter extremes in either direction, we have the perfect opportunity to take a quick dip in the waters of community activism.”

So how does your business deal with complaints? Is there a complaint resolution department? How quickly do you respond? And for those of you who represent the 5% who complain, how often do you get the results you desire? Please chime in.

For more information: http://www.guywinch.com

Follow Guy on Twitter: http://twitter.com/#!/guywinch

Become a fan on Facebook: http://www.facebook.com/thesqueakywheel

Watch Guy talk about the book on YouTube: http://youtu.be/2TgoDCX0uLs

Check out The Squeaky Wheel Blog on Psychology Today:

http://www.psychologytoday.com/blog/the-squeaky-wheel

Who determines the culture and voice of your blog?

These days, companies and individuals include blogs as part of their marketing arsenal and social media outreach to promote their product or service and/or to build buzz about a corporate, non-profit, or personal brand. While some blogs have several writers or bloggers, others feature only one. So who determines the culture and voice of a blog?

If you are promoting a product or service in the B2B (business-to-business) arena, you probably use industry-specific lingo that your target audience understands and often uses. But if you are promoting something in the B2C (business-to-consumer) arena, you probably use informal language, brief sentences, and one-topic paragraphs in order to capture and keep readers’ interest.

Your blogger or bloggers most often determine the voice of your blog, so would a company president be the main writer? Or would the marketing or public relations departments take responsibility for writing the posts? Or would the IT or HR departments chime in with ideas?

Once your company or non-profit determines who will write the posts, here are some things to keep in mind for successful blogging:

• Create a schedule that includes topics and timing for posting (daily vs. weekly).
• Monitor word count so that you avoid discrepancies between a 250-word post and a 2,000-word post.
• Choose graphics that align with the subject matter of each post.
• Ask readers for opinions.
• Proofread the posts several times before you publish.

In the words of Brian Clark, CEO of Copyblogger Media and founder of Copyblogger.com, “Don’t focus on having a great blog. Focus on producing a blog that’s great for your readers.”

Who do you represent: your company or your individual brand?

When we go to work everyday, we don certain attire to achieve a certain look as we become representatives of our company. Some companies have actual uniforms: McDonald’s, service departments within car dealerships, the US Post Office, and many, many more. Professional service firms, such as, accounting firms, law firms, and even banks, have an “unwritten” uniform that features a suit and tie for men and dresses or suits for women. However, do we represent our employer or our own unique brand?

Consider Zappos and the culture that Tony Hsieh has created: all employees strive to create an exceptional experience for customers. Zappos employees will even go above and beyond for potential customers even if the company doesn’t sell a desired product. Consider Southwest Airlines: while it is known as a low cost, no frills airline, the company’s employees understand that they are in “the customer service business and just happen to provide airline transportation,” and most customers encounter a positive experience in their interactions with Southwest.

Southwest Airlines President Emeritus Colleen Barrett explained, “Employees feel like owners because they are owners…How can you expect people to have passion and excitement for what they do if they’re not owners? We give employees the opportunity to criticize and question us. Southwest doesn't often need to conduct surveys or hire consultants to determine what we are doing wrong or well. The employees tell us face-to-face year-round. We're transparent and we're all-inclusive in telling employees what’s happening. Another thing that’s unique about Southwest is its sense of humor. We use words that corporate America doesn’t. Our stock exchange symbol is LUV. We give employees a lot of freedom. We don’t want them to be cookie-cutter copies of each other. When most people go to work, they take off their personal demeanor. Then they go home and act like themselves again. We hire people for their individuality, and we want to share that with the passengers. We test for a sense of humor. We want them to laugh. We watch their interactions with others outside of the formal interview. You can train anyone to move a bag from one place to another. A team mentality is what we're looking for.”

It’s clear that Southwest and Zappos employees represent their brands while on the clock – and it’s easy to see why. But while many of us are representations of our companies and extensions of our brands during business hours, what happens at the close of business? At that point, you represent yourself – your unique strengths, expertise, education, and experience. Your unique brand must be maintained so that you can give 110% each and every day.

Remember, it is due to your having your unique brand that you were hired in the first place, so here are five tips to nurture your individual brand:

[1] Write a mission statement and action plan to clarify your professional goals and list your key strengths

[2] Keep your digital footprint current – create a detailed profile on LinkedIn and update it regularly with project highlights, create a blog, participate in conversations on Twitter, Facebook, and Google+

[3] Attend continuing education courses in your specialty area, either from experts within your business or elsewhere

[4] Request to participate in cross-departmental meetings at your business in order to gain a more comprehensive understanding of how all departments work together – and as a result, volunteer for new projects outside of your comfort zone

[5] Share your expertise with others by speaking to chambers of commerce, panel discussions, local businesses, friends’ companies, etc. – and also join professional organizations

In the words of Tom Peters, “Big companies understand the importance of brands. Today, in the Age of the Individual, you have to be your own brand. [You have] to be the CEO of Me Inc. You’re every bit as much a brand as Nike, Coke, Pepsi, or the Body Shop. To start thinking like your own favorite brand manager, ask yourself the same question the brand managers at Nike, Coke, Pepsi, or the Body Shop ask themselves: What is it that my product or service does that makes it different? Give yourself the traditional 15-words-or-less contest challenge. Take the time to write down your answer. And then take the time to read it. Several times. Start by identifying the qualities or characteristics that make you distinctive from your competitors – or your colleagues. What have you done lately – this week – to make yourself stand out?”

To read more, check out Tom Peters’ article, “The Brand Called You,” in Fast Company (http://www.fastcompany.com/magazine/10/brandyou.html). While the article was written in 1997, it is just as current as if it were written today.

So remember, while you represent your company during business hours, you ALWAYS represent your individual brand!

140 Characters CAN Impact Your Business!

Those of us who spend a great amount of our day tangled in the social web sometimes forget what makes each site unique. So it’s a good idea to revisit the attributes of each site on a regular basis to remind ourselves how each can provide the best value for our time and business. Mark W. Schaefer does a great job of reminding us how Twitter can make an impact in 140 characters in his book, The Tao of Twitter. While it may have been written as an introduction to Twitter, it is a good read for those who have been in the Twitterverse for awhile – because we can see our own experiences in Mark’s stories.

Twitter, a micro-blogging site whereby users comment in 140 characters or less, has been in the news since it launched in 2006, but it really made its presence known in the mainstream media when the site experienced significant outages during August 2009 – and NBC news anchor Brian Williams discussed the outage on his Nightly News television broadcast.

As Mark writes, “There is a Tao to Twitter, a majestic random synergy that holds the potential to impact your life daily…if you know what you’re doing. [But] most people don’t know what they’re doing. They don’t grasp the Tao: a way or path or principle.”

Mark shares a myriad of memorable examples that prove how, without a doubt, Twitter can help your business to:

[1] Attract new audiences and potential customers, partners, and suppliers

[2] Follow news on your industry, market, competitors, and customers

[3] Stay on top of the latest research, opinions, insights, and competitive intelligence

[4] Strengthen new and existing customer relationships

[5] Open up low-cost marketing opportunities

Here are Mark’s questions and suggestions to make Twitter part of your marketing strategy and a competitive advantage for your business:

[1] Who are my target customers?

[2] Do they fall into distinct segments with different needs or interests?

[3] What are their goals as they relate to my business?

[4] What kind of information are my customers generally interested in?

[5] Who on Twitter regularly tweets this kind of information? Competitors? No one?

[6] What Twitter resources can be valuable to this (or each) customer segment?

[7] Use Twitter’s search function to perform real-time searches about your industry

[8] Offer helpful links and headlines that drive traffic to your main website

[9] Improve customer service by participating in conversations about your product/service

[10] Offer special deals, contests, and promotions on Twitter

[11] Showcase testimonial tweets as “favorites”

[12] Participate in or sponsor a chat or tweet-up based on your industry or niche

[13] Reinforce your brand with consistency (tagline, description, Twitter background, “voice” of your tweets, etc.)

As for the amount of time you should spend on Twitter, there is no easy answer. Only you can determine what works for your business. For newbies, try to spend 20 minutes a day – read, share, and learn from others. For those who have been part of the Twitterverse for a long time, Mark proposes that we take the Twitter 20-minute challenge – I had to laugh with his statement that “it’s easy to go down the rabbit hole” and read link after link. How many times have we all lost track of time?

Since Twitter’s “gold” can be described as “content,” Mark eloquently explains, “Content is the currency of the social web and sharing that content is the catalyst to new relationships and business benefits.” Twitter users fall into these categories: lead generator, customer satisfier, product development engine, problem-solver, lead for joint brainstorming session, storyteller, teacher – and you can probably think of many more.

For those who require visual explanations, Mark offers this description, “Think of the social web as a dinner party. If somebody only talks about themselves, their business and how great they are, you’re going to get away fast! But if a person shows genuine interest in you, and offers help without regard for their own personal benefit, you will like that person and connect with them.”

In a 2009 Time magazine essay, technology author Steven Johnson described the basic mechanics of Twitter, “As a social network, Twitter revolves around the principle of followers. When you choose to follow another Twitter user, that user’s tweets appear on your main Twitter page. If you follow 20 people, you’ll see a mix of tweets scrolling down the page: interesting new links, music recommendations, even musings on the future of education.”

When Johnson attended an event, he noticed that attendees in the same room were tweeting, but within 30 minutes, members of the Twitterverse who were not in attendance had joined the stream. “Injecting Twitter into that conversation fundamentally changed the rules of engagement. It added a second layer of discussion and brought a wider audience into what would have been a private exchange. And it gave the event an afterlife on the web. Yes, it was built entirely out of 140-character messages, but the sum total of those tweets added up to something truly substantive, like a suspension bridge made of pebbles.”

Over the last two-plus years, I have watched the pebbles of the Twitter suspension bridge and benefitted from Twitter: I have received invitations to write guest blog posts and to appear on radio shows. I have set up prospective business meetings that resulted in new business and also made new friends and business connections from all around the world – people I would never have had the opportunity to meet without Twitter – and all this resulting from 140 character messages. And, I admit, also by enduring the fail whale every now and then.

More about the book: http://www.thetaooftwitter.com

Follow Mark on Twitter: http://twitter.com/#!/markwschaefer

Read Mark’s Blog: http://www.businessesgrow.com/blog

Connect on LinkedIn: http://www.linkedin.com/in/markwschaefer

Connect on YouTube: http://www.youtube.com/user/MWSchaefer

Connect on Facebook: http://www.facebook.com/mark.schaefer3

Do you know how to stand out from the crowd?

Please welcome Walethia Aquil to my Blog. Walethia Aquil, coach, author, speaker, and entrepreneur, is the founder of Grace and Charm, a consulting company that features 30 unique training programs to improve organizational and personal behavior, business and social graces, and effective team building. Grace and Charm’s mission is to help “entrepreneurs move from invisible to impeccable,” and the company provides executives, entrepreneurs, public figures, and individuals with the skills, training, and resources to ensure that their image does not distract from their productiveness. Walethia worked at General Motors prior to starting her own company, is an inspiration to countless non-profits, and also hosts the “Success with Grace and Charm” radio show on BlogTalkRadio every Tuesday at 2pm EST.

Question: What is the history behind your company?

WALETHIA AQUIL: When I was growing up, my family did not have a lot of resources, and I was terribly shy and insecure as a child and as a young adult. Late in life, I realized that my shyness and insecurities were hampering my professional and social development. In my youth, after my first school dance, I walked into a restaurant and sat down at a table with silverware and china, and I knew I was out of my element. I made a decision then and there that I would never feel embarrassed again. If I struggled with social skills and self-esteem, I knew others did as well. Today, because the market is overcrowded and highly competitive, no one will tell you why you didn’t get a promotion, why you were unable to close a deal, or why you’re not invited to social events. This is how Grace and Charm started, as a result of my own experiences.

Question: What does your tagline mean to you: “Become More Charming, Persuasive and Memorable?”

WALETHIA AQUIL: In today’s competitive market, it is very important to stand out. Your image, your etiquette, your communication and interpersonal skills play a major role in the amount of money you earn, who comprises your circle of influence, the quality of your relationships, and the opportunities that are open to you. Also, your ability to get along with others is just as important as having technical and professional skills because 85% of success in business and social relationships is based on your “people skills.” So, having a polished image is vital to your success. A potential customer or client will, within seconds, determine if you are trustworthy. So, when you look polished and professional from head to toe, your credibility is undeniable and trust in you increases.

Question: What are the results of developing one's social skills?

WALETHIA AQUIL: Developing your social skills will increase your earning potential by opening doors of opportunity, enhancing your relationships, attracting better and higher paying customers or clients, increasing your self-esteem, and positioning you to attain power and influence. It is more important than ever before to build relationships, and the quickest and most effective way is to create what I call, “Relationship Currency.” To explain it simply, relationship currency is a resource – giving to others. Relationship currency can catapult your business or career to the next level because others will see you as approachable. The result will yield a more extensive network. The development of one’s social skills will change a person’s mindset from “what’s in it for me” to “how can I serve others and add value.”

Question: Some men may disagree with your business model, so how do you convince men (as well as some women) about the value of what you teach?

WALETHIA AQUIL: This is a very good question. Success in any industry relies on relationships, whether with co-workers, clients, suppliers, or investors. When you’re well-mannered and courteous in dealing with others, you create engaging, productive, and long-term business relationships. As such, it is important to learn not just the technical side of a business, but how to conduct oneself in the company of others. It has been my experience that the men and women who seek my services understand the benefits of having superior social skills and a polished image.

Question: What is the best way to overcome anxiety created by giving presentations?

WALETHIA AQUIL: Well, I always have butterflies when I’m preparing to speak. But as Mark Twain said, “There are two types of speakers: those that are nervous and those that are liars.” So, my secrets would have to be preparation, preparation, and more preparation. Acknowledge fear because it is normal. Dress comfortably – but I suggest dressing a level above the audience because you are the authority, the star, the speaker. Arrive early so that you can become familiar with the environment and any technical equipment that will be part of the presentation. Know your audience: who are they, what is their knowledge of your topic, how many will be in attendance, etc. If it is appropriate, greet members of the audience and introduce yourself as they enter the room. During your presentation, make eye contact with your new friends – this will ease the butterflies. Most importantly, smile and have fun.

Question: What is the best preparation for a networking event, and how do you recommend someone should “work the room?”

WALETHIA AQUIL: The best advice I can offer is to move outside your comfort zone. The best network and the most effective network is one that is diverse. Here are three tips that will help a person gain control of a room and command the attention of others:

[1] Smile and make eye contact – successful and confident people make direct eye contact, and a smile breaks down barriers.

[2] Have an attitude of gratefulness – when you are grateful, you radiate positive energy, and people are drawn to those who are positive.

[3] Abide by the three-second rule – acknowledge someone you don’t know, and within three seconds walk over and introduce yourself.

Learn more: http://graceandcharmblog.com

Follow on Twitter: http://twitter.com/graceandcharm2

Become a Fan on Facebook: http://www.facebook.com/graceandcharm

Connect on LinkedIn: http://www.linkedin.com/in/graceandcharm

Read more on the Blog: http://graceandcharmblog.com/blog

Listen to Walethia on BlogTalkRadio: http://www.blogtalkradio.com/graceandcharm