My Holland, Author at EQuest Asia

Why Women Are Successful Networkers

Why Women Are Successful Networkers For some time, networking has been the domain of men. They found it easy to connect with others through social groups and create professional relationships. Developing contacts and exchanging information informally are necessary to advance careers. Having mentors or knowing industry counterparts can be valuable to any person seeking success. Also, many businesses increase their clientele through social networks. But there are several reasons why people, many women, aren’t fond of networking. Among these, many think that professionals network for self-serving purposes. Alliances that are formed are only temporary. These exist only if they are advantageous to all persons involved. Also, one common belief is that networks become political. Politics is not everyone’s cup of tea. But, the word networking no longer conjures images of men drinking and smoking cigars in exclusive clubs. Women are forming networks, too and many of them are doing things differently. So, before you disregard networking, here are excellent reasons that might change your mind. 1. Women succeed with long-term relationships. Men understand that forming alliances is needed to get ahead. It doesn’t matter if their relationships are purely for business. Women, on the other hand, favor meaningful relationships. They prefer smaller and sincere ties with people they can trust. It’s not surprising that women are forming circles composed of women. Often, this leads to support systems where they share professional and personal advice. Friendships are created, making networks more valuable. 2. Women are wired for collaboration. Yes, men form alliances. But, they only do as long as these serve their interests. On the other hand, women find common ground, which helps them see eye to eye with others. Women work to enhance working relationships in the office, gaining them more visibility. Men, however, view getting ahead as a competition. Also, women tend to share career advice and information about advancement opportunities. This can result in a higher probability of getting a better position. 3. Networks are boundless. Women are better at making and maintaining connections with people from other industries and communities. They seek new relationships beyond their known circle. When they move to another company or city, they often keep their contact list while searching for new ones. 4. Women provide something different to networks. Successful women networkers are not only intelligent. They bring warmth to groups and aren’t afraid to show empathy. Women also favor authenticity. When sincere, they encourage people to trust them, which improves the exchange of ideas. Women are more transformational than transactional. They always think of what’s best for all members of their circle.

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The Pygmalion Effect in the Workplace

Happiness at Work, Leadership, Motivation, Workplace Culture / My Holland

The Pygmalion Effect in the Workplace The Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. Perhaps you were in a situation when someone asked you to do something you thought was beyond your abilities. But in the end, you accomplished what initially seemed an impossible task. Expect much from others and there’s a great chance they’ll deliver much if not greater. This is what happened to you. It’s not an isolated case. In many elementary schools, children grouped with brilliant students tend to achieve more. Also, leaders who hold employees to higher standards result in better performance. However, when expectations are lower, results are mediocre at best. Yes, how people are viewed and treated has a bearing on their behavior. This is the Pygmalion effect at work, a psychological phenomenon where high expectations lead to greater performance. So, you might think that all you have to do is expect more from others for them to achieve more. It’s not that simple. The Pygmalion Effect is just one factor. But, before holding colleagues and loved ones to higher expectations, keep the following in mind. >> Be Realistic Are your expectations attainable? Goals aren’t only measurable. These should be reachable too. Asking a sales force to double production by yearend may sound possible to some businesses, but not for others. When you hold people to your expectations, be sure they can achieve desired results. Accountants can’t create a marketing plan unless they have the skill and experience. Besides, that’s not the primary function of a CPA. The key is to understand what each person is capable of doing. So, take time to know them before you set expectations. >> Remain positive If, on the first try, people don’t reach goals, don’t lower your expectations. An employee not succeeding the first time doesn’t necessarily mean a lack of ability. Leaders often communicate what they think of others’ abilities without saying it. They convey their confidence, or lack of it, through nonverbal cues. So, be honest in your continuous belief in employees and their potential. Never fake it. Also, remind them that failure is a learning process. It is one necessary step that gets people closer to success. >> Don’t underestimate self-fulfilling prophecies Negative self-talk leads to self-doubt. Many underachievers need a little push in the right direction. Take time to encourage and motivate with high expectations. When employees realize others have faith in them, their mindset changes and performance improves. Yes, you can! When said with conviction, these three words can change people’s lives. Remain consistent and soon, employees will meet or exceed your expectations.

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Don’t Forget Your Staff During Uncertainties

Compassion, Engagement, Happiness at Work, Leadership, Workplace Culture / My Holland

Don’t Forget Your Staff During Uncertainties Most companies are focused on the bottom line because of COVID 19. Nobody can blame them. There are too many unknowns and yes, if businesses go belly up, everyone suffers. As a leader, keep your employees in mind when making hard decisions. Remember, they’re your most important asset and most affected during uncertainties. If they feel they aren’t being looked after enough, morale and productivity go down. How To Support Your Staff During Uncertainties? So, you must show support in difficult times. This doesn’t just mean paying them more. There are other ways and here are some. » Be flexible. Have you considered a hybrid work setting? If you’re exploring ways to save money, this could be a win-win situation for you and your staff. This arrangement allows employees to work remotely. Maybe some of them don’t need to come to the office to accomplish their tasks. You can only require them to be physically present on certain days of the week. » Show empathy. Now is the time to put yourself in the shoes of your employees. During uncertainties, perhaps the topmost in their minds would be health and job security. Consider how your staff will view the changes you plan to implement. You get to fine-tune your message before making announcements. » Emphasize health. For now, COVID 19 will remain a threat to everyone. Some organizations allow a hybrid work arrangement to ensure the workplace isn’t crowded. Many businesses upgrade their insurance plans to include COVID 19 treatment. Others provide services that look after their employees’ mental health. Why not promote better hygiene to prevent the spread of diseases? There are many ways you can show your staff you care about their well-being. The example above, for instance, will not cost you much. » Communicate often with your employees. The memo is no longer sufficient today. As a leader, you should get out of your shell and talk to your employees. Don’t forget you can meet them virtually. Your communication should be clear and consistent. Also, don’t forget to ask for feedback. Get your staff engaged by sharing problems they might be able to solve. Be transparent and try not to sugarcoat. Difficult times call for honest leaders.

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My Holland

Why Women Are Successful Networkers

The Pygmalion Effect in the Workplace

Don’t Forget Your Staff During Uncertainties

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