What do you do if your colleagues within your organization are not receptive to networking?

It′s very important to communicate to your team the importance of networking, this strategy is esencial to create new relations, learn about different industries and share different practices.

Assessing needs involves understanding what drives each individual in networking activities. It's important to distinguish between intrinsic and extrinsic motivation. Extrinsic motivation, which involves external rewards such as money or recognition, often yields short-term results and usually requires significant investment. On the other hand, Intrinsic motivation is driven by personal satisfaction and fulfillment and may take longer but lead to more sustainable outcomes. Leveraging both creates an inclusive networking culture, offering opportunities for meaningful connections.

Get to the core of the resistance through curiosity. Are they reluctant because there is an opportunity to strengthen confidence? Are they reluctant because their workload prevents them from showing up in those conversations in a meaningful way?

Now a days is not easy to find someone within organizations that are not receptive to networking. Networking is key to grow as a company and as a professional. Today networks have expanded with internet and social media and have become global. To engage someone in this journey you can show the value of them. Collaboration across boundaries, today is a reality and every day task. Another advantage of networking is that you can have multiple Mentors, Coaches, views for different expertise, that help you grow personally and at work. Networking is here to stay, so ask colleagues to join in and experience first-hand this new way of working, this being the best way to engage not receptive networking colleagues.

When colleagues within your organization aren't receptive to networking, it's an opportunity to emphasize the importance of creating value and connection in each individual's activities. Highlight how combining everyone's expertise can benefit each person personally and professionally. Encourage the company to foster a culture that's free from judgment, with a clear purpose and a focus on collective work. Emphasize that when employees feel valued and supported in their networking efforts, it leads to greater collaboration, innovation, and overall success. Every company has its own Organizational Culture! The key difference lies in how it's built and fostered, either by leaders or by individual employees.

While the extroverts on your team may be more open to networking, the introverts may require more encouragement. It can be useful to use networking events as a means to help your quieter and more reserved employees learn how to effectively network. Remember, this is not their comfort zone. By showing them the basics, such as how to introduce yourself, how to connect, and then how to smoothly move onto other conversations can go a long way in helping them feel more comfortable. Being their leader, you can show them how to network effectively and help them see how those new connections are valuable touch-points for future conversations.

"Actions speak louder than words." Effective leadership establishes an environment promoting collaboration and support, where networking is encouraged and valued. Conversely, poor leadership may foster disengagement and reluctance to network. As leaders, it's vital to exemplify the importance of networking through our actions. Actively participating in networking activities and highlighting the benefits of connections can inspire colleagues to do the same. A strong organizational culture serves as a potent tool for showcasing the benefits of networking to the entire organization, fostering collective success.

It's crucial to foster a healthy environment through connections both inside and outside the company. In my experience, I've seen valuable relationships and networks formed through birthday celebrations, both within and beyond the workplace. These occasions foster communication and create bonds among individuals based on shared interests. Let's embrace opportunities to connect and build a stronger network together!"

Networking is here to stay so the idea is to have all colleagues engaged in this new way of working. Sometime not willing to work and be part of networking is because you really do not understand how to start. Training in this case is key and to practice firsthand, is a must. Today we have a lot of apps that help us in the journey as Teams of Microsoft, MURAL and others. You can adopt this way of working within your group, to work together in some subject, attend meetings together with other teams, create murals to discuss, create process maps, others. LinkedIn is another good example to use networks to build relationships and work on your personal brand. So just Train and start using the tools as soon as possible after that, Good Luck!

It's vital to prioritize offering development courses, not just for hard skills but also for soft skills. As a business consultant, I've observed clients conducting DISC behavioral assessments on employees, yet failing to provide feedback for their self-awareness and growth. I've seen firsthand the impact of our training programs, enhancing soft skills and fostering healthier networking environments within companies. Let's invest in comprehensive development for the improvement of networking connections!

As a business consultant, I believe in not just encouraging patience but mainly emphasizing the need for better expectation management. It's common to see professionals judging their colleagues' work from their own perspective without a full understanding of the scenario and circumstances of their coworkers. As a consequence, we may have negative impacts on coworker relationships. The key is to keep focus on your control limits and leave what is beyond that to your colleagues, trusting that they are doing their best. Together, we can build a more inclusive and collaborative environment.

Aspectos que afectan el trabajo bajo en RED: -Actuar por silos, cada uno cuida su imagen y resultados. -Ausencia de reconocimiento y retroalimentación positiva. -énfasis en el error y en lo que falta. -Bajo nivel de autoconsciencia y búsqueda permanente de culpables. -Lenguaje centrado en la queja, no en las soluciones. -Desinterés por hacer sinergia con los demás equipos, ausencia de aprendizaje colectivo. -Comunicación basada en supuestos, no en datos. -Pocos espacios para hacer acuerdos. -Baja asertividad para manejar las diferencias -Líderes interesados en competir y brillar. -Incumplimiento en los acuerdos de servicio. -Desconfianza en las capacidades de los demás profesionales. -Falta de visión compartida en los equipos de la RED.

I'd include here the management of expectation control. It's common to see professionals judging their colleagues' work from their own perspective without a full understanding of the scenario and circumstances of their coworkers. As a consequence, we may have negative impacts on coworker relationships. The key is to keep focus on your control limits and leave what is beyond that to your colleagues, trusting that they are doing their best. Share your thoughts about the responsibilities and your control limits with your manager.