Charlie Duff has put together eight of the many reasons you should get on board…

1. You learn by teaching others

Have you ever noticed that once you know how to do something, if you then teach someone else, you become even more confident in your skills? It happens because teaching someone else can help seal in your knowledge of the topic and helps you know it inside out. Skills communities give you the opportunity to do just that with potentially thousands of people.

2. Raise your profile with ‘expert’ status

When you add a skill on BraveNewTalent you can also rate your level of skill on that area. If you are a professional or experienced in that area you can contribute as an expert. If you already write a blog and want to bring your content to a bigger audience this is an ideal opportunity.

3. Make your experience work for you

You have created numerous experiences in your life. Each one of these represents a chance to share one thing with someone who has never had that experience. You might think that your insider knowledge of something is only helpful to you – but I bet there are others who would love to have that knowledge too.

4. Highlight your skills to potential employers

Employers on BraveNewTalent such as Unilever, Tesco and Pinsent Masons are looking for their future talent, just as you are building your future. By posting on BraveNewTalent you can better attract their attention and start to prove that you are the best person for their next hire.

5. Attract a following

Who doesn’t want a following? You too could have your own school of fans who are learning every time you post.

6. Become a mentor

Being a mentor is special. You are helping someone develop and make a great future and career for themselves. Every successful person has had at least one mentor, if not several. And you learn a lot from mentoring others.

7. Become mentored

No mater how successful you already are, you can still benefit from mentoring. If you are just starting out, learning  from someone with more experience is often a key in your success. Following experts on BraveNewTalent can help you learn from those with more experience and set you on the right track.

8. Learn about other skills from other experts

You also have the potential to learn from others outside your field. Join a community you know nothing about and see how fast you learn. It’s great to be a beginner sometimes. Achieve your full potential – decide to be a lifelong learner.

Here’s some links to some great skill communities to get you started:

Leadership

Search Engine Optimisation

Journalism

Until next time – keep learning!

Not only does this event attract the world’s leading exponents of economic and business matters but also political leaders, influential celebrities and a handful of other public figures. So as Bill Gates pledged his millions to fighting aids and David Cameron discussed the political issues within the EU, another topic, of particular interest to us at BraveNewTalent, surfaced frequently throughout the week; the issue of the skills gap!

‘The skills gap’ is a term coined to explain the fact that those newly entering the world of employment do not possess the necessary skills required to fill the advertised vacancies. Essentially, the supply of talent is not meeting the demand of the markets. Furthermore, not enough is being done to provide the training and/or education necessary for applicants to acquire the skills that are needed.

Those who followed the World Economic Forum will have surely recognised that the predominant theme of the week was focused upon the unemployment, especially youth unemployment. Both are issues facing the world in the current disturbing economic climate. This ever-increasing and problematic issue was a prime focal point at Davos, the serene and luxurious location in Switzerland that has been home for the forum since its foundation in 1971, and was discussed in a number of sessions during the week. Highlights included a workshop looking at mobilising skills and revitalising education, a session focused on the gaps in the talent market and an ‘Ideas Lab’ focused on job and growth creation by addressing skill shortages.[1] Common to all of these sessions was the discussion regarding the “lost generation” – those unable to find jobs. The delegates at the World Economic Forum declared that prevention of this looming problem is one of the key aims that the world needs to address quickly.

The fact that it has become such a widely debated issue has undoubtedly been prompted by the somewhat depressing report published, just a week prior to the Forum, by the International Labour Organization. According to the report the world faces the daunting challenge of producing more than 600 million jobs within the next decade “…in order to generate sustainable growth and maintain social cohesion…”. Juan Samovia, the ILO’s Director-General, stated that more than 1.1 billion people are either currently unemployed or are living in poverty. It is clear that statistics like these have impacted greatly on those attending the WEF.[2]

The executive chairman of Google, Eric Schmit, argued on the other hand that there was not a ‘jobs crisis’ as such. But he went on to concede that (in relation to the skills gap) “…unemployment is predominantly the result of inadequate skills among the workforce, a problem that could be addressed with better education.”[3]

Klaus Schwab, the founder of the WEF, has also commented at Davos last week that capital is no longer the most significant resource in the world, now it is Talent; “the old model was Capitalism, the new model is Talentism”[4]. A report published by the WEF however, has reiterated the problem that talent isn’t achieving its full potential, mainly due to a lack of skills training and the consequential skills gap that has developed as a result.

The fact that this topic has been so prevalently debated can only mean good things for those, mainly young people, affected by its existence. With the help of BraveNewTalent, who look to help close this gap, perhaps in a few years time, looking back at Davos 2012 we will be writing about the improved situation with regard to unemployment… or at least the foundations are being laid to construct the bridge between talent and skills.
Lesley is a journalist and current community moderator for BraveNewTalent. If you like her style you can also see her writing about football here.

Sources
http://www.ghanabusinessnews.com/2012/01/15/collaboration-in-talent-mobility-is-key-to-job-creation-wef/
http://news.xinhuanet.com/english/world/2012-01/18/c_122603698.htm
http://efareport.wordpress.com/2012/01/24/at-davos-the-skills-gap-is-on-the-guest-list/
http://www.huffingtonpost.com/2012/01/27/eric-schmidt-davos_n_1237142.html

References
[1] http://efareport.wordpress.com/2012/01/24/at-davos-the-skills-gap-is-on-the-guest-list/
[2] ibid
[3] http://www.huffingtonpost.com/2012/01/27/eric-schmidt-davos_n_1237142.html
[4] http://news.xinhuanet.com/english/world/2012-01/18/c_122603698.htm

On 6 January BraveNewTalent organized the first event of the in the “Talent Series” – a conversation about Talent and Technology focusing on the Future of Talent in India. About 40 people attended from organizations as varied as KPMG, Amazon, SAP, Hewlett Packard, Genpact, Intel, Oracle and Nike.

Dheeraj Prasad (BraveNewTalent India MD) welcomed everyone and introduced the panel:

Pratik Kumar, VP-HR of Wipro and President, Wipro Infrastructure Engineering, Madan Padaki, CEO of Erudient, a Manipal Group Company, Krishna Prasad, Chief Experience Officer of Dentsu and Lucian Tarnowski, CEO of BraveNewTalent.

Lucian started by explaining that the Talent Series is about the conversation of talent and technology and that it is quite appropriate that it’s happening first in India. India is ground zero for talent. One in four of the world’s workforce in the future will be Indian. Lucian shared how his vision of the Talent Series is modeled like the Renaissance Salon, since we are going through a major shift and second renaissance like the time of the Medicis. Introducing BraveNewTalent, Lucian said that we connect Employers, Employment and Education. The model of talent communities is not something new to India. The origin of communities for learning started in India – and in the new virtual world, India can leapfrog the bricks and mortar model of education to education delivered via the cloud by employers.

Madan Padaki showed a video that questioned the concept of “employability”. In the video Ramesh (an 18 year old from a village, without any skills or education) was taught in seven months to write and speak in English and is now employed and manages a team currently in a rural BPO firm. Madan therefore asserted his hypothesis is there is nothing called employability, and everybody is employable. Madan stressed that we have to change the lens with which we see talent and skills and the current model of certifying learning is dead. Social and informal learning is the future. Technology will be so embedded in learning, that there will be no such thing as ‘technology based learning’ – it will simply be learning, according to Madan.

Pratik shared that technology leads to “Empowerment” in employees where earlier learning and access to information was linked to where people were in the hierarchy. Now it has liberated organization and people from that, knowledge is now available to everyone. It leads to ‘boundarylessness’ – interactions, mentoring, and learning from people across structures and companies. It enables employees to rally and make their point of view heard. The other big factor is Personalization – technology gives us the ability to personalize information and content to an employees needs and interest. This will become more and more important going forward.

Krishna shared that online is growing, access is becoming easier for users and the availability of content is increasing.

Ferose VR (MD of SAP Labs, where the Talent Series was held) shared that the traditional methods of learning are no longer relevant, and at SAP Labs they are getting rid of them. Most traditional forms learning delivers exposure but does not deliver experiences. So, for example, communications training is done by doing theater workshops. That is how the employees gain experience, by actually doing it.

Ferose stated that there is a difference between being intelligent and being interesting. Today’s world needs people who are interesting. For real innovation to happen there has to be an intersection of science and humanities. SAP Labs is therefore exposing people (like engineers) to art, literature, humanities – to foster innovation and creativity.

Lucian asked the panel what they felt the role of employers is in bridging the skills gap in India.

Pratik answered that there are several things that can be done in the precincts of the organizations, but it is an inefficient use of time. It is not the job of organizations to create campuses to upskill people. But unless the government, HRD ministry and the AICTE step up, they will have to, as the inability to get the right kind of talent impacts the future of organizations. It cannot be the job of one organization. Organizations are dissipating their energies doing this individually. They need to collaborate together and form a platform for doing this.

Within the organization we have to liberate the process of learning, asserted Pratik. The line between who you are personally and who are you professionally are getting blurred. The intermingling needs to be seamless. Wipro allowed its employees to bring their own devices to work to enable them to learn on their preferred device.

Madan added that as long as you don’t change what you measure you will never change what people learning. One of the things they did at Merittrac was they pulled out a “long term” team and told them you don’t have any quarterly targets or short term numbers, only focus on the future and they are doing some great work.

Lucian then asked the panel about their thoughts about technology and its use in the recruiting space.

Madan shared an example where they put out a simulation game of a college fest to MBA students to simulate a business problem. Every click when they play the game gives great level of data and analytics as to how they think. The future model would be to get students to play multiplayer games and give different companies different analytics as they want to focus on different set of behaviours from the same simulation.

Pratik shared that the true impact of technology would be in productivity gains in the recruitment process. Wipro has tried out many initiatives to figure out how to get applicants to match to openings and is experimenting currently in using predictive analytics at an experimental level.

Lucian’s next question was that in the age of social media, what the panel thought of companies models of controlling the message and what is the future of corporate communications?

Krishna shared that although digital brought on- to-one messaging, its importance is more than communication and advertising. It’s 70% about insights. There is so much data out there that you need to have an eye for what you want. The lines between Marketing and PR and who controls communications is blurring. Social touches every aspect of the organization and consumers lives. Often it is outsourced to a third party which does not understand the brand and this will have a negative effect on the employer brand.

Lucian stated that the candidates are ahead of the employers and organizations have to get on to the train that is quickly leaving the station. In 2012 we will see social recruiting become mainstream. Talent is now more important than capital, so the Chief Talent Officer has to be more important than the Chief Financial Officer.

There was then an interactive question and answer session between the audience and the panel. We will post the link to the video online as soon as it is ready.

Whatever it is, we are pretty sure that your talents are unique to you. And you probably have some hidden skill you can do which no one else you know can. The problem is, when you are asked: ‘What are you good at?’, the mind sometimes goes blank. Mine does anyway. I question myself. Oh no! Am I good at anything? What do I love doing? What do other people know me for?

But then I realised. This is the wrong question. How about asking yourself: What skills could I teach to others? What can I share?

You could be the star in this area. You could be the leader here.

So this week, instead of a straightforward blog post, we are asking you to tell us: What are you good at? What skill could you share?

(And if enough of you comment, I’ll even tell you what my hidden talent is. Guesses also welcome!)

So go on… what skill will you share?

Held in Bangalore, India at SAP’s HQ, a panel of illustrious speakers join an incredible guestlist of business leaders alongside out own Gautam Ghosh, Dheeraj Pasad and Lucian Tarnowski.

If you couldn’t be there yourself, you can watch live on Ustream or follow all the action on the CoveritLive event: Click Here (opens pop up window so you can view the event.)

You can also contribute yourself to the event by using (and following) the hashtag on Twitter – #TalentSeries

More information on the line up is below.

Krishna Prasad Chief Experience Officer/Head of Digital – Dentsu Krishna’s job is to turn insights into innovations that result in meaningful engagements for consumers, aligning client business goals with customer needs by driving value and relevance – especially where product development blurs with marketing, creativity becomes inseparable from technology, and brand and business strategy converge.

Pratik Kumar Executive VP-HR, Wipro & President, Wipro Infrastructure Engineering Pratik has been associated with Wipro for the last 19 years and is a member of Wipro’s senior leadership team, closely associated with Wipro’s growth over the years, and played a significant role in shaping it into a strong global player. As a professional for over 22 years, Pratik has experience in a variety of areas. Pratik currently leads the Human Resources function for Wipro.Since July 2010 Pratik has assumed leadership of Wipro Infrastructure Engineering business as President, Wipro Infrastructure Engineering. In addition, Pratik continues to lead the Human Resources function for Wipro. Pratik is also a member of the Corporate Executive Council of Wipro.

Madan Padaki CEO, Erudient, a Manipal Group company An active speaker at many forums, specifically on topics pertaining to Assessments, Talent Pools and Employability Enhancement, he is the author of several articles on HR and Employability which have been published in leading publications in India. He serves on the Governing Council of DOEACC (Ministry of IT, Govt. of India) to evaluate IT education in India. He is an active member of NASSCOM, CII, TiE etc.

Moderated by Lucian Tarnowski CEO – BraveNewTalent Lucian (27) is the Founder of BraveNewTalent, the career social network helping talent and employers connect and build relationships leading to employment. Lucian has been honoured as Europe’s youngestYoung Global Leader by the World Economic Forum. He is winner of the Global Enterprising Young Brit of 2009 and was named as one of Britain’s rising business stars.

 BraveNewTalent hires heavy hitting Director of Strategy, Master Burnett

BraveNewTalent, the career social network that helps people and employers engage and build relationships leading to employment and career development, has hired the well-known HR and talent industry professional Master Burnett.

Master will be joining BraveNewTalent in the new year as director of strategy and will be the company’s first hire in its new Silicon Valley Office. BraveNewTalent is based in London with a 30 person strong team but also has an office in Bangalore, India with experienced industry leaders Dheeraj Prasad (former head of education for Microsoft) and Gautam Ghosh (India’s leading influencer on talent communities).

Master will be heading up global strategy for the technology company that aims to change the face of the talent industry via online talent communities.  Master will have a US operations role and will develop the business offering for the US market.  He has over 10 years’ experience as managing director of John Sulivan Associates working with many of the world’s largest employers in their global talent strategy.

BraveNewTalent is aiming to address major problems in the talent employment market by increasing the efficiency of the global human capital market.  Users create their own professional community on BraveNewTalent then follow employers, talent and skills in order to reach their full career potential.  A major product release, which has been in development since the company raised venture capital investment, is due in early 2012.

On the surface, BraveNewTalent supports employers’ recruitment efforts by providing an interactive pipeline of potential candidates through their online talent community. However, the company’s ambitions are much wider – through the talent community BraveNewTalent aims to help employers and employees provide education and training, enhancing their followers’ prospects by improving and increasing their skills before employment.

BraveNewTalent founder and CEO, Lucian Tarnowski, said, “Master is one of the world’s thought leaders in the convergence of talent and technology; it is such an honour to welcome him into the BraveNewTalent family.  The next five years will witness a revolution rather than an evolution in the role technology will play in the engagement, development and recruitment of talent in the global market.  Master will work with the team in order to change the rules of engagement in the industry.”

Master Burnett commented, “BraveNewTalent is the first company in the HR technology market that I have come across in recent years that is doing exactly what the market needs – putting talent first. I am very excited to be joining an exceptional global team dedicated to ushering in a breakthrough technology that is cognizant of all the latest social trends and understands how technology can greater unleash the potential of the emerging global workforce.”
-ends-

Press contact

Colin Hallmark/Nina Bass, 3:nine Communications, +44 (0) 207 736 1888 info@3nine.co.uk

Notes to editors
About BraveNewTalent

BraveNewTalent is a career social network helping talent and employers connect and build relationships leading to employment. Users post a professional profile on the site and follow employers to learn more about them and their career opportunities.

BraveNewTalent solves employers’ recruitment challenges by streamlining the recruitment and selection process and providing a pipeline of potential job candidates. It enables individuals to maximise the power of their personal connections to build their careers and enhance their career options. BraveNewTalent can also help employers provide education and training, enhancing candidates’ prospects, improving and increasing their skills before employment.
About Master Burnett
Master is director of strategy at BraveNewTalent. He has been managing director of Dr. John Sullivan & Associates for the last 10 years, where he advised global 2000 companies on the implementation of world-class HR programs.  Prior to joining Dr. Sullivan, Master served as the director of client services and corporate marketing for the Silicon Talent Corporation, a professional recruiting services and advisory firm focusing on early stage ventures in biotechnology, telecommunications, and internet/new media. Master Burnett has also served as an adjunct professor of management at San Francisco State University, where he taught courses on managing technology in human resources.

About Lucian Tarnowski
Lucian (27) is the energetic face behind BraveNewTalent.com. He has been honoured as Europe’s youngest Young Global Leader (YGL) by the World Economic Forum.  He is also winner of the Global Enterprising Young Brit of 2009.  He is on the UKTI (UK Trade and Investment’s) Global Entrepreneur Program with BraveNewTalent being described by the UK Government as a “Technology Company of Exceptional Potential”.  Lucian speaks to audiences around the world about the convergence of Talent and Technology is having on the new generation entering the global workforce.

After you’ve built up a sizable network, it’s time to take it offline. Recently I’ve been out and about touring some universities to speak to students about networking online. We know that in the competitive workplace, networking can give you the edge. However if you’re new to the workplace, have few professional contacts so far and are not sure who to connect with, it can seem very daunting. Following on from my social media job-hunt sessions and taking into account the great questions and feedback I’ve heard from some extremely talented students, I’ve put together a four part series exploring networking from the basics to leveraging your contacts professionally.

The thing with all this online networking is that it does rather feed an appetite to meet in person. This is a good thing – frequently social media is described as being, in fact, anti-social, encouraging people to simply sit behind their screens rather than actually socialise.

But the more seasoned tweeters and LinkedIn lovers among us know this is simply not the case. If anything, twitter and other social networks open the doors and reveal opportunities which previously may have not have been possible, but they are not the whole relationship – indeed, we wouldn’t expect you to meet an employer on BraveNewTalent and skip the interview before being hired.

When you cement the relationships you have made online by meeting up face-to-face, you are honing your offline networking skills and it’s not hard to find opportunities for this.

1. Use your networks – see what hashtags the people you follow are using. Conference hashtags are a must for any self-respecting event these days, and even if the conference is not free to attend (still common but in decline) there is often a ‘tweet up’ (twitter meet up) for those who couldn’t make the whole thing to go to afterwards – usually in addition to or instead of a drinks reception. Other than that, in a similar way to Facebook events, some groups of contacts will start a hashtag for a meet up.
2. Join meetup.com and lanyrd. These sites are invaluable for finding events and then working out who is going from your circle so you can maximise your networking. Meetup is more casual and you will find plenty of things of interest on there – if you choose to get involved and contribute to the communities there you’ll be bound to make friends and contacts. These are all based around taking the online offline and connect with your other social networks. I’ve been using it to connect with fellow community managers.

Preparing for the event
See the guest list – perhaps on eventbrite, twtvite, or meetup.com. Investigate the people on it and see if there are any people going you don’t already know. Consider following them and adding them to your network beforehand and perhaps drop them a quick line: “I notice you are going to this event, am hoping to connect in person there but thought I’d say hi now as well!” It’s not difficult but it is effective. Believe it or not, very few people do this, especially those who aren’t in sales. You aren’t selling anything other than an opportunity to meet up and discover if there is any mutual value from the connection – from a work interest to a social connection, to a job opening. All of these have value.

At the event
The good news is that often people have name badges and are expecting to meet other people. The key thing here is to be authentic. You will build lasting relationships by being you.

Try to make sure you meet as many people as possible and never ask for something straight out. Instead, ask them questions. It’s often said that ‘So what do you do?’ is an awful opening, but in fact, it’s something you need to ask – but of course think of different ways of asking this. Why not say ‘What brings you here?’. Find out what they do, ask some questions about their business and field.

At some point they will ask you what you are doing. At this point, if you are unemployed, it may be more appropriate to explain what you have been doing recently – your studying or last position before going to to explain you are looking for opportunities, if you think this will be well received. But do know what you are looking for.

Even recruiters find it difficult if you ‘literally have no idea’ what you want to do. At least have some clues to give them, and who knows – you may get some advice, even a work experience placement or maybe you just made a friend for life.

Pro tip: have some attractive Moo cards made up with your name, number and email and give them to people as business cards.

After the event
If you really want to stand out, follow up on connections and business cards. Say hello, lovely to meet you, and remind them of what you chatted about. If you think you will have difficulty remembering, carry a pen and jot down something to follow up with personally on their card, if you manage to get one: or use a smartphone app like cardmunch (a LinkedIn application) where you can photograph their card and add notes – an ideal opportunity to jot down any follow up ideas.

You’re ready to go out and show the world your best side. Good luck!

 
Also in this series, Creating an online network to help your career:

Finding the right people online

Building and connecting with your network

Coming up soon: Asking for help: leveraging your network

So first in the series was: Finding the right people online

This is part two – Building and connecting with your network.

Once you’ve identified the kind of people you want in your network it’s time to connect and build relationships with them.

When I was at Falmouth I was actually asked by a student “What do you say to someone to ask them to connect?” It’s a good question actually, and there’s been lots of research on what ensures the most ‘connection acceptances’ – personalised invites, straightforward connect requests, name-dropping, indroductions… a lot of it comes down to personal taste and style.

For example I personally don’t mind the simple ‘I’d like to add you to my professional network’ on LinkedIn approach – I always look at someone’s profile and decide if they look interesting. I don’t mind connecting with people I haven’t met yet either. But both of those are personal decisions.

On Twitter of course you don’t need to ask permission, but if you want to be followed, make sure you have a killer bio. Or at least, one that accurately describes you and your tweeting.

Mine: Community manager at BraveNewTalent. Journalist. Triathlete. Still all about vegan cupcakes, fitness, subversive cross stitch and Eurovison – hell yeah!

This might not be ‘killer’ but it is tailored to the subjects I tweet about. It makes it really clear that I’m going to tweet a lot about recruitment type stuff, media, training, baking, plus the occasional crafty project when I’m working on one. And once a year my poor followers have to put up with some Eurovision Song Contest tweets. Well – at least they were warned!

BraveNewTalent is similar in that you can simply follow an employer – but if you want to get noticed you need to have a full profile and killer statement so they know you are right for them.

Asking to connect

On any platform, when you ask to connect with someone, you are asking them to take you in to their own personal community. A lot of people, including many recruiters, are ‘open’ to connecting with people they haven’t met yet, so it is always worth asking- politely. There’s no need to write an essay but it doesn’t take much time to say – ‘Hi, I’m interested in your work and would like to connect with you’ – or even ‘I’m a new graduate trying to carve out a career in marketing and hoped you’d agree to connect with me as we have some similar interests. Thanks for your time’. Or something like that which you feel comfortable with. Most importantly, don’t be scared to ask.

Building relationships

It’s a good idea to reach out to say hello to new contacts. Maybe explain who you are and wish them a good day. However, it’s well accepted to add people and then watch from a distance for a while before joining in or starting a conversation.

If you are new to some of the social platforms you’ll be able to use the tools properly in the way they were intended. For example, when you add people on Twitter , place them into lists. That way you’ll know why you follow people and be able to point others in your direction.

Twitter: keep it simple

A word about auto-following and auto-DMs. Just say no, kids. Auto-follow will inevitably get you following lots of accounts based around ‘adult activities’ usually in connection to Britney Spears whose appeal seems not to have dimmed over the years. Due to the relatively new ‘activity stream’ on Twitter, your followers will also know that you have followed these accounts and will likely ridicule you for it.

The same goes for auto direct messaging when someone follows you. It seems polite to send a message automatically saying hello, and ‘look forward to tweeting with you’ but unfortunately these services got done to death a few years back and they are seen as insincere. So, save yourself the hassle and don’t bother.

Do bother putting up a picture, making your account open (i.e. not locked down) and writing a bio.

When it comes to keeping in touch and building relationships make sure you are active and engaging on all the social networks. Try to have more conversations – reply to people rather than just broadcast as much as possible. Follow hashtags (and see a good list to start with here) and take part in discussions. You’ll soon find yourself saying hello to people daily and gradually friendships and valuable connections will be built.

Occasional hello

My old CEO does a sort of quarterly round robin by email with all his news. I really like this idea and keep meaning to do it myself. From my own networking I know that he is well-liked and more importantly, well-remembered. His emails are always a friendly update on what’s going on, but you don’t have to be a CEO to do this – obviously people probably don’t want the nitty-gritty of your ingrowing toenail, but if you can keep people updated on your progress and make it light and relatively short, you’ll have a winner for keeping in touch.

Cement offline

I’m often saying: make the connection online and then cement the relationship offline. Join in tweet ups, meetups (meetup.com) and other events where you’ll be able to meet your contacts face to face. I’ve been camping, drinking and surfing with people I originally met on twitter. So give networking a shot – it could be the start of a beautiful friendship!

Also in this series, Creating an online network to help your career:

 Finding the right people online

Coming up soon:

Part three: Taking the online network offline (next week)

Negotiating events

Asking for help: leveraging your network