Two weeks ago, I have sent a LinkedIn invitation to a person that I had previously met.
Before sending my generic connection request, I should have remembered Jeffrey Gitomer’ advice: ¨Your ability to build a successful network is tied to your determination and dedication to take whatever time is necessary to build quality relationships. And you’re lucky – the outcome of your success is totally self-determined.¨
The email exchanges went like this:
- Anne-Marie: I’d like to add you to my professional network on LinkedIn
- David (Collins): Do we know each other?
- Anne-Marie: Dear. Mr. Collins: Unless I am mistaken, we both attended the board meeting of ABC Company two weeks ago. Regards.
- David (Collins): Of course! Anne-Marie: Sorry I had 32 LinkedIn requests for which I have responded in an abrupt manner, I must admit.
- Anne-Marie: David: So, It would be a pleasure to connect with you on LinkedIn. Have a nice evening.
David accepted your LinkedIn request.
It’s not so much that David did not remember that is a source of concern. After all, David is an influential person and a much sought after individual. For better results, I must admit that I should have personalized my LinkedIn request. Besides, I may not be as memorable as I thought!
We are accountable for our reputation. We are liable for what we say, what we do and, how we influence others. You have the right to remain silent. Anything you say can and will be held against you. It’s like putting your DNA on a bullet!
Whether professional or personal, your actions will stick to you like glue. Since the rise of the Big Bang Web, word travels at the speed of light. We might as well leverage technology to our advantage – use it to improve our reputation and make a positive impact as participants of both, local and international levels.
For our ongoing reflections on the impact of our conduct and interactions, please consider the following:
¨ Many have questioned whether employers can or should consider conduct by an employee that occurs in the course of the employee’s personal (i.e. non-working) time. While there is no one-size-fits-all answer to that question, as it depends entirely on the circumstances of the particular case, there is an increasing movement by employers to consider such conduct and to take steps, including disciplinary steps, to address the same.¨ You will find the entirety of Kate McNeill-Keller’ at McCarthy Tetraut, blog post published on the Ontario Employer Advisor blog: When Your Business Becomes My Business – Dealing with Off-Duty Conduct.
At the end of the day, the choice is ours. I know what I need to do. How about you?
Anne-Marie Cordeau, 1-855-487-8508
