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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Effective Ways to Show Your Employees You Actually Care

November 30, 2018 No Comments

Happy employees are great employees. It’s that simple. When your team members feel good about their work and its environment, your company benefits immensely. It’s certainly no secret that any organization’s survival (and profits) rely almost solely on its employees. Furthermore, unhappy employees will do more to drag down your business than any other factor. So, it’s very important your team members feel appreciated. Why Appreciative Employees are the Most Productive and Loyal Okay, there’s no mystery to the reality that appreciative employees are indeed the most productive and loyal. When people are treated — not only with respect and adulation — they respond in positive ways. And, creating this culture does much to make the entire entity stronger and more cohesive. Employees who feel appreciated feel valued. And when people feel valued, they’re more likely to go above and beyond for the organization. They’re quicker to hold themselves accountable for their part of a project. Most importantly, they’re happier in their roles, which means, they’re less likely to leave. When leaders disregard opportunities to connect with their team and show employees their appreciation, they lose a secret weapon in building a dedicated, long-term team. —Inc.com Everyone wants to be treated fairly and feel valued. When you routinely act in a way that imparts your thankfulness, your team will definitely pick up on it. The result is a better workplace and one that delivers on each and every project. How to Show Your Employees You Care about Them Other than competitive pay and good benefits, how do you show your employees you really appreciate them and what they do? Well, there are some subtle and overt ways to show employees you really care about them: Give them extras. We’ll start with the most obvious. Reward them with little extras. An additional paid day off. Tickets to a show or game. A gift card. There are dozens of little things you can do to overtly show your appreciation. And do this when they least expect it, and where possible, reward them in front of their peers. Get to know them. A subtle way to show employees you care is just to get to know them. Talk with them about things other than work. Check in on their sick mother, or pets or kids school projects or sports. Sure, it sounds all-too-obvious but you’d be surprised just how many bosses only talk about work. Let them be the boss. Here’s an interesting idea — be a coach and not a “boss.” This approach allows employees to feel empowered. In other words, let them be their own boss. Employees who are given the reins are happier and more productive team members. Show you have their back. The customer is always right, right? No. Reality is quite different. There are times when the customer is wrong and when an employee is in their crosshairs, let him or her know you have their back. What other ways do have you shown appreciation and how do they work? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.

How Business Owners should Deal with Irresponsible Employees

June 9, 2022 No Comments

As a business owner, you are responsible for everything that goes on in your company – from the big decisions to the small tasks. This can be a daunting task, especially when you have to deal with irresponsible employees. These team members can cause serious harm to your small business, so it is important to know how to deal with them. In this article, we will discuss why irresponsible employees are harmful to small businesses and ways entrepreneurs can handle them effectively. Irresponsible Employees Pose Risks and Do Real Harm The first thing you need to understand is why irresponsible employees are harmful to your business. These team members often make poor decisions that can cost the company time and money. They may also put other employees at risk by not following safety procedures or by not completing their work properly. Irresponsible employees have a direct impact on productivity and the bottom line. Workers who shirk their responsibilities and rely on other staff to pick up the slack can also damage workforce morale. In a small business, just one irresponsible employee can create a culture of irresponsibility throughout the company, particularly if other workers see that the behavior is condoned or, worse, rewarded with promotions or plum assignments. Managers must act immediately to correct irresponsible behavior and promote responsible actions. —Houston Chronicle Small Business In some cases, irresponsible employees can even cause physical damage to company property. All of these factors can have a negative impact on your business, so it is important to deal with them quickly and efficiently. How Business Owners should Deal with Irresponsible Employees There are a few different ways you can deal with irresponsible employees. Obviously, there are some methods that are easier and more comfortable than others. Regardless, it’s necessary to course-correct bad behavior or it will only worsen and cause bigger problems. If you don’t deal with this particular situation, you’ll most definitely regret it later on at some point. The first step is to identify the problem and talk to the employee about it. It is important to be clear about what you expect from them and what the consequences will be if they do not meet your expectations. In some cases, you may need to give the employee a written warning or place them on probation. If the problem persists, you may need to consider firing the employee. But, before you dismiss an employee for good, it’s best to give him or her a real chance to make the necessary changes. Clearly set out your expectations and then let him or her come up with a game plan that will allow him or her to reach those goals. This way, it gives the individual the power to take responsibility and to control their own future. If he or she shouldn’t make real strides, it’s not your fault. Of course, it’s also advisable to help him or her along the way. If you provide the right incentives but do not accept unacceptable behavior, it’s far more likely that you’ll see substantial progress. Overall, you ought to notice a significant improvement through the evolution of your employee. Although, even such a well-planned, pragmatic strategy won’t guarantee success. Some individuals just don’t have the temperament or disposition to be a good fit for your organization. If that’s inevitably the case, it’s best for your business to let him or her go and move on. Dealing with irresponsible employees can be difficult, but it is important to do what is best for your business. These team members can cause serious harm to your company if they are not dealt with properly. By taking the time to understand the problem and by using the appropriate disciplinary measures, you can effectively handle these team members and protect your business from harm. What other suggestions do you have for dealing with an irresponsible employee? Please take a moment to share your thoughts and experiences so others can learn from your perspective. Interested in learning more about business? Then just visit Waters Business Consulting Group.

What to Do When Your PPP Money Runs Out

May 7, 2020 No Comments

What do businesses do when their PPP or Payroll Protection Program funds run out? While small companies can apply and receive relief, that money is only finite. It will go just so far before it’s gone. And, once it’s gone, it’s gone for good. Even organizations with business interruption insurance benefits have limited resources. Eventually, the cash will run out. So, what do small businesses do then? PPP Loan Forgiveness Only Solves One Problem It’s important to remember that PPP loan forgiveness — while most certainly helpful — merely solves one problem. Meaning, there are still other debts and obligations to pay and to meet. That alone reveals the fact there’s a lot more to doing business than just compensating employees. Vendors, contractors, and others also need to be paid. The Paycheck Protection Program is a loan designed to provide a direct incentive for small businesses to keep their workers on the payroll. SBA will forgive loans if all employees are kept on the payroll for eight weeks and the money is used for payroll, rent, mortgage interest, or utilities. —U.S. Small Business Administration This gets to the heart of the larger issue — the inescapable reality of the business world. Put another way, if someone paid off one of your personal debts and you had five, six, or ten more, while that’s a blessing and it’s appreciated, it does not get you totally out of debt. Businesses don’t operate that way because there’s always additional obligations. What to Do When Your PPP Money Runs Out Since businesses stay in a cycle of dynamics, with revolving credit and monthly bills, and they apply and receive PPP money, what can they do once those funds are gone? Here are a few suggestions that might prove helpful to your business: Offer invoice financing. Instead of requesting (or demanding) the entire invoice amount to be paid, give them the option to finance their outstanding balances. You can charge a small fee and/or interest rate — so long that it’s legal and ethical. Ask suppliers for extensions. For businesses that owe other businesses money, it’s worth a shot to ask for some more time or at least try to establish payment arrangements. This will help to take off a little pressure and to free up some cash. Review personnel staffing choices. Most businesses already have or will soon, be forced into this scenario — assessing which team members aren’t essential. It’s a tough spot but because employees most always represent the largest expense, this can’t be ignored. Consider liquidation or selling equipment. Another thing you can do is to sell off non-essential equipment, if available. Or, liquidate some inventory or materials. These are all difficult decisions but they could mean the difference between staying in business and going out of business permanently. Offer new services that are in demand now. Look at what services are in demand now that may be in line with your service offerings or a close extension thereof to provide immediate cash flow. Quickly shift to provide those services by promoting them to your current customer base and use social media to get the word out. Several industries and businesses have done this in recent weeks. What other suggestions do you have? Please share your thoughts and experiences by commenting! Interested in learning more about business? Then just visit Waters Business Consulting Group.