How to End a Networking Conversation Tactfully

How to End a Networking Conversation TactfullyHow to End a Networking Conversation Tactfully1Now what?As a job seeker, I hope you know by now your network will be the key to your success in landing your next opportunity. It is all about who you know. The deal is, building relationships is as much of a skill as all the skills youve listed on your resume.One way to develop your networking skills is by knowing how to effectively end a conversation with confidence and grace.Heres what you need to know to end a networking conversation and quickly build your skill as a great networkerNotice the arc.All conversations have what is called an arc. If you notice, all conversations follow a similar pattern.Part 1 The conversation builds, the dialogue is faster than normal, and energy is high between you and the other person.Part 2 The conversation has peaked and plateaued, its still continuing well, but both people are slowing down and energy reduces slightly.Part 3 This is the trailing porti on of the discussion where most points have been made, the dialogue is slowing down, energy reduces again, and spaces between comments is now noticeable.Whats been described, if you think of it visually, is in the shape of an arc, which is why its named what it is. Over the course of every conversation, there can be multiple arcs.Notice the transition.Many conversations will transition into another topic or additional things to contribute to the previous topic. The transition can come from you or the other person. Either way, you know it might be time to end a networking conversation.Test the arc.The skill is observing whether the arc you are finishing will transition into another discussion- perhaps a change of subjects. You are not only testing yourself to see if there are more (or other things) to discuss but to see if the other person has more things to chat about. Its okay to allow the conversation to trail a bit unless you choose to end the conversation deliberately. If you ha vent yet made that decision, its okay to trail a bit but be willing to begin the 3-Step Closing Formula. Most people allow the trail to go on too long, and thats where awkward sets in.3-Step Closing Formula. The best way to end a conversationStep 1 Show appreciationStep 2 Transition and recapStep 3 OfferExample Ive enjoyed meeting you today and hope we can stay connected. I especially value your tips on how to get the most out of this group and the lunch sessions. I plan to attend based on what youve said. Id like to exchange business cards and arrange to meet for coffee soon. Ill contact you this coming week.The end.Smile, shake hands, and walk away. Its that simple. Dont make excuses or apologize for ending the conversation, as none are needed. Everyone on the planet knows all conversations, no matter how good, will end.Practice.You didnt expect me to mention practice, did you? How will you build your skills and the confidence that comes with it if you dont practice? The next time youre ready to attend a networking event, read this again. Then, get out there and practice ending conversations with style and grace. The more you do, the better you will be.Like so many things we do, we think it should all come naturally to us. It would be nice if that were the case, but it doesnt always happen like that. For the rest of us mortals, we need some instruction and practice and then, we can network like a rock starBottom line I want to help you accelerate your career and achieve what you want by connecting you with free instant access to my 4 Building Blocks to Relationships eBook- the backbone to your networking success and fantastic work relationships.Readers, do you have a hard time trying to end a networking conversation? What tips do you have to make the transition more natural? Share with us belowBrought to you by Dorothy Tannahill-Moran, Introvert Whisperer and Leadership Champion at www.introvertwhisperer.com- dedicated to helping you achieve your career pote ntial. Follow Dorothy on Twitter and find her on Facebook.

5 things to know about your coworkers with kids

5 things to know about your coworkers with kids5 things to know about your coworkers with kidsYou mightve attended a baby shower in the break room, or maybe you caught a glimpse of a framed baby picture on your colleagues desk. Either way, you know that some of your coworkers have kids- what you dont realize is how their new home lives might affect them in the workplace.A 2011 survey of women in the workplace revealed thatnearly half of moms felt as thoughtheir colleagues without children would never understand the amount of stress they endure- and thats just the tip of the iceberg. It turns out that theres a lot to know about being a working parent, and learning what its like might make you a better boss and colleague. Here are a few of the things theyd most like you to know.Follow Ladders on FlipboardFollow Ladders magazines on Flipboard covering Happiness, Productivity, Job Satisfaction, Neuroscience, and more1. A rescheduled event could turn their calendars upside-downAs much as wed like our schedules set in stone, the unexpected is bound to happen. In those cases, everyone has to adapt. But regularly changing times and locations for meetings can cause lots of stress for parents. An early-morning meeting might mean they have to find someone to drop the kids off at school, while an after-hours session would require the nanny to stick around longer- if she can.The best way to be considerate of your coworkers is to give as much of a heads up as possible when you need to switch the agreed upon schedule. The more time parents have to reconfigure their timetable, the better.2. Parental leave isnt a walk in the parkAs of 2016, 40 percent of families counted the mom as their main or sole breadwinner, while fathers began to take on more parental responsibilities than in days past. Still, the United States workforce faced a staggering, daunting statistic In a study of 41 nations, it wasthe only one that didnt require parental leave. Some companies might provide it an yway, but its typically a short period thats either unpaid or funded at a fraction of the persons regular paycheck.Regardless, coming back from this leave of absence is extremely hard for new parents. Not only did they just work round-the-clock to adjust to life with a newborn, but they also had to learn to leave their baby behind to go to the office- thats tough. Fathers might notlage even take advantage of this time because they feel as though it makes them appear uncommitted to their jobs.To be a good coworker, encourage your expectant employees to take time off, and go easy on them when they come back. There will be plenty of time for them to ease back into their role.3. Pumping isnt a breakYou might slip out of the office for a coffee while your coworkers-slash-mothers take breaks for an entirely different reason. They have to pump, and they need to find somewhere they can do so comfortably.Dont make the mistake of taking a pump break as an actual break, even if the woman in qu estion has foundways to make pumping at work less stressful. She likely cant eat or relax while performing her routine pump. So, give female employees all the time they need to pump throughout the day so that they feel comfortable and have plenty of nutrition to provide their babies.4. They might band with other parentsYou might notice cliques forming in the office, but not necessarily the wrong kind Once coworkers become parents, they have an in-office ally who can understand their stressors, mishaps, and triumphs. Even though youre a good colleague, you might not be the right person to open up to if you cant relate to their most important responsibility.If youre one of the people in charge, you might see new moms and dads turning to managers who have kids because they, too, can understand the hiccups that come with parenting. Taking a day off to care for a sick child or arriving late thanks to a slow-moving carpool lane will be heard and understood by someone with kids. If a colle ague doesnt confide in you or come to you in times of need, ansicht issues could be why.5. Theyre probably working harder than youThis isnt to say that parents are the only ones working their tails off at the office, but youll probably realize that theyre more efficient than those without kids at home. The reason is very similar to why a canceled or rescheduled meeting is such a big deal to moms and dads They have someone depending on them to be home and present at a specified time.Now, you might start to notice that parents keep their heads down, work through lunch and leave as soon as their eight hours are up. Theyre not being rude or over-eager, they just want to have everything done and be home in time for dinner, baths, and bedtime with their kids. Sometimes, all they get is a little more than an hour for all of that.With these five tidbits in mind, you hopefully have a better understanding of your colleagues with kids. This insight will make you a better, more understanding co worker and friend- theres no better reputation to have as a leader.This article originally appeared on Be Leaderly.You might also enjoyNew neuroscience reveals 4 rituals that will make you happyStrangers know your social class in the first seven words you say, study finds10 lessons from Benjamin Franklins daily schedule that will double your productivityThe worst mistakes you can make in an interview, according to 12 CEOs10 habits of mentally strong people

Bill seeks to try and force companies to add women to boards

Bill seeks to try and force companies to add women to boardsBill seeks to try and force companies to add women to boardsAn enduring fact in America is that there are still too few women in leadership. Across 3,000 U.S. large companies, women only hold15% of board seats. It does not help that these boardrooms can be boys clubs. It welches only last year that an Uber board member made the sexist joke of saying that more women on its board would result in more talking.At the rate were going, these American companies will not reach gender parity until 2055. To speed things along, a new California bill, SB 826, was introduced. It would force public companies headquartered in California to have at least one woman on its board of directors by the end of next year, or risk getting a hefty fine. By 2021, companies with six or more directors, would need to have at least three of these board seats be filled by women.The bill cites research that finds that having more women on boards creates an environment where women are no longer seen as outsiders and are able to influence the content and process of board discussions more substantially.Boards are where the policy decisions are made about how a company operates, State Sen.Hannah-Beth Jackson, the bills author, told the Sacramento Business Journal. This is one of the last good-ol-boy fiefdoms, and we need to do something drastic about it.New California bill wants to force all-male boards to add womenIf the proposed legislation passes in the state assembly in August, California would become the first state in America to use government pressure to get boardroom gender parity. It would not be the first place in the world, however. California would join other European nations that have already tried this route. In 2011, France passed a law requiring certain firms to fill at least 40% of board seats with women. Since then, the presence of women on boards more than doubled, and women make up 43% of board seats.Before America joi ns Europe, it will need to overcome some fierce backlash to the bill. Californias Chamber of Commerce, for example, said it was unconstitutional and violated mens rights If there are two qualified candidates for a director position, one male and one female, SB 826 would require the company to choose the female candidate and deny the male candidate the position, the advocacy group lamented in a letter.Supporters to the bill likeSenate President Pro Tempore Toni Atkins are standing firm in the face of opposition.Why is it so hard for us to try and make the case that women in leadership and women on corporate boards could have a positive impact on your bottom line? Atkins said on the Senate floor about pushback.The bill also sparked heated debate among members of Los Angeles Timeseditorial board about its legality, the repercussions it would have for California entrepreneurship, and if it was enough to address systemic discrimination. Maybe its too nutty even for California, maybe not. But good for Jackson and Atkins, the first female leader of the California Senate, for making us confront this gross disparity. editorial board memberMariel Garza concluded.