Business Education

Strategic Secrets to Build a Networking Group That Unlocks Real Opportunities (Not Just Referrals)

When someone starts their first business, they do what every entrepreneur is told to do—join a networking group. They meet, shake hands, swap business cards, and trade referrals with people who barely remember their name the following week. After months of forced small talk and zero real opportunities, most entrepreneurs are ready to quit.

But what if that entrepreneur met a mentor who invited them to a small, curated group of professionals who approached networking differently? No scripted pitches, no transactional exchanges—just meaningful conversations and a shared goal of lifting each other up.

This wouldn’t just be a networking group. It would be a community built on trust, collaboration, and real growth. And the good news? You can create one too. Here’s how.

How to Form a Local Networking Group That Goes Beyond Referrals

Building a local networking group can be a powerful way to foster professional growth, collaboration, and community impact. While many groups focus solely on generating referrals, a truly effective network can offer much more—think skill-sharing, mentorship, and collective problem-solving. Here’s how to create a local networking group that delivers lasting value beyond business leads.

Define a Broader Purpose

Start by crafting a mission that transcends referrals. Ask yourself: What unique value can this group bring to its members and the community? Perhaps it’s supporting career transitions, promoting innovation, or addressing local challenges like sustainability or education.

For example, a group of small business owners might focus on sharing operational strategies, not just client recommendations. A clear, inspiring purpose attracts like-minded individuals and sets the tone for deeper engagement.

Keep it specific but flexible. “Empowering professionals to grow through collaboration and skill-building” beats a vague “networking for success.” Write this mission down—it’s your group’s North Star.

Identify Your Core Members

Recruit a small, diverse founding team who share your vision. Look for people with complementary skills—say, a marketer, a tech expert, and a local chamber member. Diversity in backgrounds and industries sparks richer discussions and ideas. Reach out through personal invites, local events, or platforms like Meetup or LinkedIn.
Aim for 5-10 committed starters; too many early voices can dilute focus. Screen for enthusiasm and willingness to contribute, not just attend. These pioneers will help shape the group’s culture and activities.

Design Meaningful Activities

Ditch the “elevator pitch only” format. Plan events that encourage real connection and value exchange. Also, host workshops where members teach skills—like a graphic designer leading a branding session or an accountant explaining tax hacks.
Organize roundtables to tackle industry trends or local issues. You can choose such things as adapting to economic shifts or supporting a charity. Even casual meetups can include a “challenge swap,” where members pitch problems and brainstorm solutions together.
Rotate formats to keep it fresh. The goal? Every gathering leaves members with new insights, not just business cards.

Set a Simple Structure

Keep logistics light but intentional. Choose a regular cadence—monthly or bi-monthly works well—and a consistent location, like a local café, library, or co-working space. Also, do the following:

Assign basic roles. a coordinator to schedule, a communicator for updates, and a facilitator to guide meetings. Avoid over-formalizing; no one joins a networking group for bureaucracy.
Membership can be open or curated. Open groups grow faster but may lack cohesion; curated ones ensure alignment but require more effort. Decide based on your mission and capacity.

Leverage Technology Wisely

Use tools to amplify, not replace, in-person connection. A group chat on Slack or WhatsApp keeps conversations alive between meetups. Share resources—articles, templates, event invites—in a Google Drive or newsletter. A private Facebook or LinkedIn group can house discussions and profiles, making it easy to match skills or needs. Just don’t let digital tools overshadow face-to-face interaction; the real magic happens in person.

Build a Culture of Contribution

Encourage a give-first mindset. At each meeting, ask members to share one resource, idea, or contact—no strings attached. Celebrate wins beyond referrals, like a member landing a new skill or a collaborative project taking off. Recognize contributors publicly (a shoutout or “member spotlight”) to reinforce this ethos. Over time, this builds trust and a sense of ownership, turning attendees into active participants.

Impact the Community

Extend your group’s reach beyond its walls. Partner with a local nonprofit for a volunteer day or host a public panel on a hot topic. For instance, a group of creatives might offer free workshops for students, boosting both visibility and goodwill. These efforts deepen bonds among members and position your group as a local force for good—far more memorable than swapping leads.

Measure Success Differently

Track metrics that reflect your mission, not just referral counts. Are members collaborating on projects? Learning new skills? Solving real problems? Survey them periodically: “What’s the most valuable thing you’ve gained?” Adjust based on feedback—maybe they crave more structure or fewer sales pitches. Success isn’t size; it’s impact.

Start Small, Then Scale

Launch with a single event—say, a coffee meetup with a discussion prompt like “What’s your biggest professional hurdle?” Gauge interest and refine from there. As momentum builds, add members gradually to preserve quality. Once stable, consider sub-groups by industry or goals, but only if demand emerges naturally.

Things to Remember

A networking group that does more than provide referrals requires intention, not complexity. Focus on connection, contribution, and community, and you’ll create a hub where members grow together—not just transact. Start with a clear why, rally the right people, and let the group evolve. The result? A network that’s less about “who you know” and more about “what you build.”

Want to Accomplish More?

Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do?

We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test.

You can call us for your free appointment at 480-636-1720, or, if you prefer, Waters Business Consulting Group to learn more about us and the services we offer.

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Entrepreneurs Can Use These 5 Tricks to Fight Drowsy Days

September 14, 2017 No Comments

Everyone pushes through drowsy days. In fact, a study by the Centers for Disease Control and Prevention reveals 35 percent of adults ages 18 through 60 do not get the recommended 7 hours per night. That leads to a perpetual sense of tiredness. And, if this affects you, you know full well it’s not good for your productivity. But, if you’re unable to get a decent night’s sleep, you’ll need ways to cope to get through the workday. 5 Ways to Beat Drowsy Workdays There’s a lot you can stop doing to be successful in business. When it comes to sleep, you can also stop doing a few things. First and foremost, give yourself some tech-free time in the evening, particularly before you go to bed. About an hour before you go to sleep, turn off or silence your phone, tablet, laptop, desktop, and other devices. Also, get in a routine. Go to bed and wake up at the same time. We live in a fast-paced world where everything is quicker and more urgent. In leadership, in business, and in life, it seems we’re always behind: It needed to be done yesterday! It needs to be done now! Why isn’t it already done? Our days are hectic and our nights are busy. We constantly have to be on and available. Unsurprisingly, the side effects of this constant rush include an epidemic of fatigue. —Inc.com When you’re an entrepreneur, you work long, hard hours. And, it’s not easy to just relax and unwind at night when you have so much idle time. It’s natural to mull over the day and to plan ahead for tomorrow. But, you need a good night’s rest to be your best. However, you can’t let go and toss and turn through the night. Now, that familiar mid-afternoon 3 o’clock yawn grips you. What do you do? You need to make a good impression when you have a face-to-face meeting. Even if it’s just another day, without a big agenda, you might still need to fight fatigue. Here are a few helpful suggestions for beating those drowsy workdays: Leave your workspace. Being in the same environment for hours can easily lead to boredom (especially if you’re already tired). So, do yourself a favor and get outside. A walk around the block. A trip to the nearest mall for some quick window shopping. Just get out of the office for 15 or 20 minutes. Have a quick, healthy snack. Fruits, vegetables, and nuts are excellent sources of nutrition. And, some even help perk up your blood sugar levels. That’s enough to give you some more energy. It’s also a great way to counteract the effects of a big lunch that bogs you down. Do a little exercise. You don’t necessarily have to go outside to reinvigorate yourself (although it does really help). You can exercise right in your workspace. Do a few stretches and follow-up with some simple calisthenics. Tackle a few no-brainers. Tiredness can also be made worse by staying on a difficult task. One solution is to go with a few mundane chores. Take out the trash, clean the kitchen, organize your desk, anything that doesn’t require a lot of concentration will do the trick. Play some music. It’s a well-known fact that music stimulates the brain. And, it also impacts the body itself. So, put on some of your favorite tunes and get into the rhythm. Your attitude will quickly improve and you’ll feel reinvigorated. What do you do to power your way through a drowsy afternoon? What methods allow you to cope the best? Please share your thoughts and experiences by leaving a comment! Interested in learning more about business? Then just visit Waters Business Consulting Group. [shareaholic app=”follow_buttons” id=”26833294″]

In the Hybrid Work World, Some Perks are Disappearing, But Should Your Business Take Advantage

July 5, 2024 No Comments

In the Hybrid Work World, Some Perks are Disappearing, But Should Your Business Take Advantage? Summer Fridays were once widely embraced by businesses to boost employee satisfaction and provide adaptability in a highly competitive employment landscape that demanded companies offer certain perks and fringe benefits. Back in 2019, a significant 55% of U.S. companies adopted summer benefits, allowing employees to either take Fridays off or depart early during the warmer months, as indicated by Gartner’s research. However, the onset of the pandemic in 2020 and the subsequent growth of remote and hybrid work models have seemingly diminished the appeal of this particular Friday perk for many companies. Recent data from Flex Index reveals that 37% of U.S. companies now follow a structured hybrid approach, marking an increase from 20% in early 2023. Additionally, 32% of companies offer complete flexibility, while 31% maintain a full-time, in-office attendance requirement. The surge in hybrid and remote work arrangements might be responsible for the decline in Summer Fridays. A 2023 survey by Monster.com, a job recruitment website, reported that only 34% of U.S. workers were offered summer benefits. This data begs the question: how do companies deal with employee perks amidst a changing business landscape? How Businesses Can Strike a Balance When Deciding Which Workplace Perks to Adopt and Which to Drop Balancing workplace perks for small businesses involves considering the needs and preferences of employees, the company’s financial capabilities, and the overall impact on productivity and morale. Here are some steps small business owners can take to strike a balance: Understand employee needs. Conduct surveys or hold discussions to understand which perks are most valued by employees. This can help in prioritizing benefits that align with their needs and preferences rather than guessing or relying on intuition. Financial viability. Evaluate the cost of each perk and its potential return on investment. Consider the financial health of the company and the long-term sustainability of the benefits package. The answers you find may surprise you and it’s better to know definitively than to ballpark estimates. Legal requirements. Ensure that the benefits package complies with all relevant laws and regulations, such as the Family and Medical Leave Act (FMLA) and the Affordable Care Act (ACA). Flexibility. Consider offering flexible benefits that can be tailored to the individual needs of employees. This could include options for remote work, flexible working hours, or additional benefits like gym memberships or childcare support. Regular review. Regularly review the effectiveness of the benefits package and make adjustments based on employee feedback and changing business needs. Communication. Keep employees informed about changes to the benefits package and the rationale behind these decisions. Open communication can help to manage expectations and maintain morale. Benchmarking. Look at what similar companies are offering to ensure that the benefits package is competitive within the industry. This also helps you to keep your employee retention high as they’ll have less incentive to go elsewhere. Additionally, be sure to consider alternatives. If certain perks are too costly, consider alternative ways to achieve the same goal. For example, instead of offering a full gym membership, the company could provide a fitness stipend or organize group fitness classes. By doing just a bit of research and listening to employee feedback and concer, small business owners can create a benefits package that supports the well-being and productivity of their employees while also being financially sustainable for the business. Want to Accomplish More? Do you want your company to grow faster and earn more while you spend more time with your family doing all the things you started your business to do? We can make that dream a reality. Give us 30 minutes and we will show you how to get your life back. Skeptical? Good! Put us to the test. You can call us for your free appointment at (602) 541-1760, or, if you prefer,

New to Hiring, Here’s How to Spot Resume Red Flags

April 8, 2021 No Comments

It’s often said the first hire is the hardest, and that’s inescapably true for several reasons. Foremost, it’s because when you hire an employee, you’re hiring someone to represent your business. Which is to say, you’re entrusting them with your company’s entire reputation. Then, there’s the matter of consistency, even if that person has the competence. In other words, being able to do the job well over and over again. But, that’s not all, your first hire must be cost effective, helping your business to earn more than it did before. So, it’s no wonder business owners procrastinate as long as they can, putting off their first hire. What Resumes Are (and Aren’t) Of course, there’s the conundrum of where to begin and finding a good fit. This is where the resume comes into play, although you may not be very familiar with qualifying a person’s capabilities from a sheet or couple of sheets of paper. On average, hiring professionals spend just 7 seconds looking over each resume. That’s not a lot of time, and especially seems short if you’re doing it for the first time. Do you know who you are hiring? You need to review each resume, cover letter and job application that you receive with care. You want to ensure that the candidates you consider hiring are who they say they are and that their credentials are valid and match your needs. —The Balance Careers The good news is, you can get a lot out of just about any resume, if you know what to look for. Obviously, you have to start with an understanding of what a resume is and what it isn’t. A resume is simply a summary of a person’s qualifications and their competencies, along with their work history. That’s about it, what a resume isn’t, is a tell-all that will reveal all a person’s strengths and weaknesses. How to Spot Resume Red Flags The simple fact of the matter is that a resume only provides the information the applicant furnishes. Meaning, it will only tell you what the applicant wants you to know. However, this doesn’t mean it can’t give you some very key clues that you can use to your advantage. Here are the biggest red flags resumes can reveal: Inexplicable or unexplained gaps. A resume with big gaps, particularly between positions, is one that tells you a whole lot. Someone who has large gaps between jobs is likely an applicant you’d probably be better off without. Rock star qualifications. Conversely, if an applicant’s resume is packed with too much good news, it’s probably too good to be true. A resume with a cornucopia of qualifications is likely full of exaggerations, embellishments, half-truths, and more misleading information. tOO mAny TyPoes. Poor spelling, bad grammar, sloppy punctuation spell b-a-d n-e-w-s. If someone doesn’t pay close attention to the way they present his or her self on paper, he or she isn’t really interested impressing potential employers. Of course, these aren’t the only red flags you might find on a resume. Applicants who send their resumes from current employers’ email systems are telegraphing they’re not respectful of others’ time and resources. Unusual employment histories are also a red flag. People who hop from one industry to another do so for reasons that should concern you. What other red flags do you look for on resumes? Please take a quick moment to share your experiences and thoughts. After all, your perspective just might help someone else out! Interested in learning more about business? Then just visit Waters Business Consulting Group.