The importance of networking as a management skill

Abstract

Networking is a life skill and it is in managers' interest to acknowledge its importance and develop their own networking skills. This article reports on networking practices in Gauteng businesses. The empirical study consisted of an exploratory, sequential mixed-method research design, which included five focus group discussions (n = 41) to investigate the content of the networks and a structured questionnaire aimed at analysing the perceptions and experiences of business owners and managers in Gauteng Province in South Africa on the structure of their networks. The participants considered networking important to business success and stated that they would have benefited from training on building relationships, earlier on in their careers. Based on these findings, it is recommended that educators at all levels, managers and policy makers focus on networking as part of management training.

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S.Afr.J.Bus.Manage.2010,41(1) 37
The importance of networking as a management skill
S. de Klerk
School of Business Management, Faculty of Economic and Management Sciences,
North-West University, Private Bag X6001, Potchefstroom 2520, Republic of South Africa
Saskia.DeKlerk@nwu.ac.za
Received October 2009
Networking is a life skill and it is in managers’ interest to acknowledge its importance and develop their own networking
skills. This article reports on networking practices in Gauteng businesses. The empirical study consisted of an
exploratory, sequential mixed-method research design, which included five focus group discussions (n = 41) to
investigate the content of the networks and a structured questionnaire aimed at analysing the perceptions and experiences
of business owners and managers in Gauteng Province in South Africa on the structure of their networks. The participants
considered networking important to business success and stated that they would have benefited from training on building
relationships, earlier on in their careers. Based on these findings, it is recommended that educators at all levels, managers
and policy makers focus on networking as part of management training.
*To whom all correspondence should be addressed.
Introduction
What is a network? A network consists of a set of nodes
(for instance, organisations, individual, work unit) and ties
(relationship) (Brass, Galaskiewicz, Greve & Tsai, 2004:
795). Networking can be described as the action different
independent nodes with direct and/or indirect links (De
Man, 2004: 4) that form an alliance based on mutual
interest (Webster third new international dictionary of the
English language, 1976: 1519–1520) and to develop a
strategic competitive advantage (De Man, 2004: 4). The
nature of networking is determined by the underlying
motivation of the individual to acquire what he or she
needs/desires from the other person. Networking has been
described as a psychological need to connect, socialise and
work with others (Van Winkelen, 2003). Networking
relationships offer support and comfort (Boe, 1994: 9) that
can increase one’s own value and in turn attract other
people to your network (Taylor, 2006: 6, 9).
Kay (2004: 166), Taylor (2006: 5) and Boe (1994: 8)
mention that certain people appear to be born with the
instinct for building and the natural ability to build the
appropriate connections and relationships. Others may have
to acquire these skills by trial and error and the approach to
acquiring these depends largely on the individual’s attitude
and willingness to move out of his or her comfort zone.
Different personality types appear to apply their personality
traits, such as temperament, cognition and choice of
interaction (Miller, 2003: 419), with unique style and
application to business networking (Nierenberg, 2005a: 3).
Ward (2000: 131) mentions that an individual brings his or
her own emotions, fears, and perceptions of various social
organisations and groups to the networking arena. More
examples of different groups or organisations that have
developed a general idea of good conduct towards
networking are different cultures. For instance, traditional
extraverted cultures, like the Americans, rely more on
interpersonal networks of information or personal
connections (Mooradian & Swan, 2006: 778–779).
Networking is not restricted to specific situations and
people can network at any time and place, which makes
every opportunity a networking opportunity (Yeung,
2006: 18). Networking relationships allow for successful
business practices and the development of mutual respect
(Kay, 2004: 6), trust and social capital, which contribute to
the success of networking efforts in a business (Yeung,
2006: 9). Igwebuike (1998) directed the importance of trust
and mutual respect in business practice to management by
stating that business managers need to engage in some form
of networking in order to increase their job satisfaction. In
order to benefit fully from networking, managers need to
first acknowledge the importance of networking and
establish strategic networking relationships (De Klerk &
Kroon, 2008: 89).
In general, it appears that businesspeople are required to
know how to network; yet little training or explanation of
what networking skills entail is provided (White, 2004: 3).
Networking is a valuable skill by which to facilitate
cooperation that may lead to overall community building
(Lindenfield & Lindenfield, 2005: 233), which requires
continuous practice and patience (Fischer, 2005: 38). It thus
makes sense to incorporate networking as a skill of
building and sustaining relationships in business and
management training, as a life-enriching and quality-of-life
skill that managers can use to create opportunities and reap
the benefits that it holds for businesses (Lindsay, 2005: 18).
Little research has been conducted thus far on the
networking practices of South African business owners and

38 S.Afr.J.Bus.Manage.2010,41(1)
managers, with most networking literature originating in
Europe or America. The South African political and
business environments have undergone dramatic changes
since 1994 with the end of Apartheid, which resulted in the
incorporation of a variety of racial groups, not formerly
involved in most formal business practices, and marked the
end of sanctions that opened the market for foreign
business involvement. The current study contributes to the
broader scientific base of networking literature, as very few
scientific readings related to the South African context
exist.
In this article, individual views on networking amongst
business owners and managers in Gauteng were
investigated. The investigation included the perceptions of
what networking entails; individual experiences of
networking practice, in terms of the way individuals
network; where individuals begin developing a network;
the importance of networking in business; and
incorporating networking as a management skill in business
and management training programmes.
Research methodology
Research design
The exploratory, sequential mixed-method approach used
in this study included a combination of qualitative and
quantitative methods (in following De Vos, 2005: 361), in
order to increase the researcher’s understanding (Creswell,
1994) of the phenomenon of networking practices. Figure 1
provides an illustration of the mixed-method approach used
in this study.
Qualitative
data collection
Focus group discussions
Text and image data
Quantitative
data collection
Structured questionnaire
Numeric data
Qualitative
data analysis
Thematic analysis
Quantitative
data analysis
Statistical analysis
Comparing
results
Conclusions
Figure 1: Exploratory, sequential mixed-method design
Both the objectivity of the topic through the ontology and
epistemology of the relationship between the role-players
and their particular environment, as well as the subjective
hermeneutic understanding of the topic can be investigated
(Marschan-Piekkari & Welch, 2004: 163). A combination
of these methods may lead to a better understanding and
theory generation (see Pearse & Smith, 2005: 50) of
networking amongst business people in South Africa.
Focus group discussions
Participants and procedure
A non-probability, purposive, voluntary sample was used in
this study. A networking expert was selected in a purposive
sample to be the host of the focus group discussions. The
criteria for inclusion were that the participants had to be:
English- or Afrikaans-speaking; Gauteng business owners
or managers; willing to participate in the focus groups and
to share their knowledge of networking; and willing to be
contacted afterwards for cross-member checking. The
participants of the remaining four focus group discussions
were selected by making use of a snowball sample of
referral networks, including friends, colleagues and
business acquaintances. Referrals are a networking
technique and were used to gain access to interweave
networking connections.
In order to ensure that at least eight participants would be
available for each focus group, fifteen to twenty potential
participants were invited. This resulted in groups of
between eight and twelve participants (this excludes the
host). Saturation was reached after three focus group
discussions. A further two focus group discussions were
conducted in order to include additional female participants
and participants of various racial classifications, as well as
to corroborate the findings from the first three focus group
discussions and add to the richness of the direct quotations
data already gathered. Therefore, five focus group
discussions were held with a total of 41 participants. The
details regarding the number of participants according to
their sex, as well as the field or industry in which they work
are summarised in Table 1.

S.Afr.J.Bus.Manage.2010,41(1) 39
Table 1: Profile of the focus group participants
Group Participation according to sex (n = 41) Field or industry in which the participants are involved
1 8 men Financial, Insurance, Real estate and Business services
2 7 men, 1 woman Participants from various industries, such as engineering, banking and marketing
institutions.
3 9 men Participants from various companies in the IT and R & D fields
4 8 men, 2 women Participants from engineering, exports, patent law, Financial management and
innovation backgrounds.
5 4 men, 2 women Participants from marketing, IT, communication, investment and trading
backgrounds.
Data collection
Focus group discussions are explorative in nature and were
used as a technique by which to induce value-exchange
opportunities for the participants. The participants all have
time constraints and therefore something of value had to be
offered to encourage their participation in the discussions;
this was provided in the form of an influential person
(person of stature amongst the business community). The
participants travelled to a central, familiar venue in order to
reduce time spent on travelling. Traffic was also a
consideration and therefore a breakfast session, starting at
7:00 am, was scheduled. The discussions were limited to
between 1.5 and 2.5 hours.
The venues were boardroom facilities or privately booked
coffee shops at which a ‘do not disturb’ sign was placed
outside the door to ensure no interruptions. Initially, the
host introduced and explained the objectives of the focus
group discussion, and then the participants introduced
themselves and signed consent forms to participate in the
research project and to be recorded. Participants were
informed of the confidentiality and anonymity of the
information outside the focus group context and assured
that they could withdraw from the research project at any
time.
The focus group agenda included the following questions
for all the groups: What are your ideas or perceptions
regarding networking practices?; What is the role of trust in
networking?; What do you perceive as the most important
similarities and/or differences in terms of the role of trust in
external and internal networking practices?; Identify some
success factors crucial to establishing trust; and Identify
some crucial obstacles or deterrents in the establishment of
trust.
The researcher took field notes (information on particular
behaviour or specific occurrences; according to Breakwell,
2004), contextual notes (comments on the venue, setting
and other important aspects), personal notes (personal
reflections on her own experiences and observations of the
session and environment), and observational notes (a
summary of any positive or negative influences or
situational happenings that might have an influence on the
discussions; following Holloway and Wheeler, 2002).
Impressions were written down directly after each focus
group discussion, in order to assist the researcher’s recall of
the discussion and to reduce the risk of loss of data.
The researcher made use of the following techniques during
the interviews: paraphrasing (noting cases of expressions
restated in other words), minimal responses (recording of
what is implied through body language and verbal
responses, such as uh-hm, yes, I see), clarification (the
researcher sought clarification of unclear statements),
reflection (was used by the researcher to encourage the
participants to provide more detail on something said), and
summarising (stating something in a concise manner to
ensure that interpretation was correct), all of which enabled
the researcher to know when to move on to another idea or
to review the meaning of the words.
Data analysis
Focus group discussions were video- and audiotaped for
verbatim transcription by an independent transcriber.
Creswell’s (1994) theme approach was followed in this
study, which included seven steps of data analysis:
1) The transcript data was checked several times and
from different perspectives, and the transcripts were
formed in three columns, reflecting the researcher’s
thoughts and experiences (column 1), the text (column
2) and the themes (column 3; in following Creswell,
1994; Daymon & Holloway, 2002; Greeff, 2006).
2) As themes emerged, data was grouped using the
NVivo 2.0 software program (QSR, 2002a & 2000b;
Richards, 2002);
3) Then the data were grouped into main, sub- and
additional themes to seek underlying relationships (in
following Daymon & Holloway, 2002).
4) Thereafter, the large amount of data grouped into
fragmented sub-themes was grouped into more
coherent and focused main themes. Relationships
were also investigated between the different sub- and
the additional themes (in following Daymon &
Holloway, 2002).
5) Concrete language of the participants had to be
converted into scientific language, supported by direct

40 S.Afr.J.Bus.Manage.2010,41(1)
quotations. Based on insights gained, integration and
synthesis of the identified themes were then done.
6) After this, member-checking was conducted to
ensure the trustworthiness of the content analysis.
This entailed sending sections of the report of the
results to various participants.
7) The process of ensuring trustworthiness was
continued by making use of a co-coder, in order to
ensure that the identified themes and sub-themes
corresponded. In cases of any differences, a third
(independent) person was contacted to provide an
objective perspective.
Trustworthiness
Guba’s model for qualitative research (Guba, 1981;
Krefting, 1991; Lincoln & Guba, 1985) was applied in
order to ensure the trustworthiness of the findings. In
accordance with this model, the transcripts were converted
into scientific language and presented for validation
through member-checking. Member-checking involves
sending selected participants selected extracts from the
report of the findings and requesting that they confirm or
clarify specific aspects of the findings (Daymon &
Holloway, 2002: 232). The truth value of the findings was
ensured by taking field notes, independent transcription,
ensuring the transferability/applicability of the data,
describing the data in full, consistency of the findings,
retaining all raw material, describing the research
methodology in full, keeping an audit of the process,
applying the same procedure throughout, using peer
examination and conformability (one process throughout
for all the focus groups), as well as the using triangulation
and the code-recode procedure.
Ethical aspects
Only the researcher, peer reviewers and transcribers were
allowed access to the audio and video recordings, in order
to ensure confidentiality and respect the participants’ right
to privacy. Names or specific information on the
discussions were not disclosed to anyone outside of the
study. The participants gave consent by signing a consent
form and participated voluntarily. Contact details for
further information were supplied. The researcher acted in
an honest, fair and respectful way towards the participants
and did not attempt to mislead of deceive them at any time,
in order to retain an ethical climate (in accordance with
Kruger, De Vos, Fouché & Venter, 2005: 217).
Questionnaire
Respondents and procedure
An e-mail regarding the questionnaire and additional
information on the project was sent to the focus group
participants and the chairpersons of the Afrikaanse
Handelsinstituut (AHI) chambers of commerce in the
Gauteng region. The questionnaire was accessible via a
hyperlink to a web site. Thirty-five participants responded
to the survey. The e-mail sent to each respondent contained
a short introduction to the nature of the research and the
value of the contribution, the instructions, deadline, and
information on issues surrounding confidentiality and
anonymity (in following Cooper & Schindler, 2003: 123).
The questionnaire was sent on three different occasions
during the Easter holiday season. Table 2 provides a profile
of the respondents who ranged in age from younger than 23
to 60, with an average age of 50 years.
Table 2: Biographic information on the questionnaire
respondents
Item Category Total (%)
Sex Male 82,86
Female 17,14
Age < 25 5,71
25–34 8,57
35–44 20,00
45–54 45,71
> 55 20,00
Race White 94,29
Black 5,71
Education Grade 12 9,38
Diploma/certificate 6,25
Bachelor’s degree 28,13
Postgraduate degree 56,25
The findings show that the largest percentage of
participants and therefore business owners and managers
are white males which correlate strongly with other
research which reported that 61% of top management are
white males (South Africa Info, 2009).
Participants had to classify their businesses according to
three business sectors, namely services, retail or trading
businesses and the manufacturing sector. The highest
percentage of participants (79.41%) was involved in the
services industry while the second highest percentage
(11.76%) was involved in the manufacturing business
sector.
Measuring instrument(s)
The e-mail questionnaire consisted of seven sections
requiring: 1) nominal data on respondents’ biographical
details; 2) respondents’ networking practices and their view
of networking; 3) respondents’ reasons for networking and
the aspects of their networking efforts; 4) the extent to
which businesses currently network and the ideal situation
for networking in respondents’ specific circumstances; 5)
rating answers on a scale of one to four in order of
importance or according to the frequency of networking
business activity experienced; 6) rating answers by
selecting one of four options: strongly agree, agree,
disagree or strongly disagree with the statements; and 7)
providing open responses in order to share their own
experiences, additional comments or concerns.

S.Afr.J.Bus.Manage.2010,41(1) 41
In the fourth section, cross-tabulations were used to
compare results and display joint-frequencies for two
variables (Kruger et al., 2005: 239). The two variables in
these questions included the current and ideal business or
personal practices of networking. The significance of this
data was measured using the chi-square test.
Data analysis
The questionnaire data was analysed by making use of SAS
statistical program (SAS Institute Inc, 2005a & 20005b).
Inferential statistics (in other words p-values) were
inappropriate for this study, because of the small sample
size and sampling method. The effect sizes of Cohen (d-
values; Cohen, 1988:223), which indicate the differences
between answers, were used. The practical significance of
the relationship between current and ideal business or
personal practices of networking was analysed by using the
Cohen formula for calculating effect sizes. In this, the
population standard deviations 1

and 2

are not equal,
but max
s
= maximum of 1
s
and 2
s was taken as the
sample standard deviations (Ellis & Steyn, 2003: 52):
12
max
xx
dS


A large effect size (d = > 0.8) indicates a practical
significance, a medium effect size (d = 0.5) indicates a
substantial finding, and a small effect size (d = 0.2)
indicates no difference. Relative frequency distribution,
whereby the data is reported in terms of relative proportion
to the total number of responses, was calculated.
Results
The findings of this study were arranged into perceptions
and experiences as they were expressed by the participants.
These findings were divided into different main, sub- and
additional themes by making use of open coding through
the theme approach. For the purposes of discussing the
individual’s influence on networking, the following three
perceptions were included: networking as a conscious or
unconscious activity, networking as an emotional
connection and each network has a character of its own.
The experiences of the participants that emerged as main
themes of human or individual networking included:
networking occurs naturally, networking is a technique and
when to start to develop networking. Networking is a
technique had a sub-theme networking as part of
management. When to start to develop networking included
sub-themes networking in families, networking at nursery
school level, networking at school, networking at
university, networking at work, networking at cultural and
community events, networking at networking events and
networking in the chamber of commerce.
Perceptions of networking as a conscious or
unconscious activity
Participants mentioned that networking appears to be the
result of the human need or inclination to seek company
and to socialise with others. Networking with others, being
in the company of others and building relationships with
other people are basic needs for humans. The following
statements by focus group participants are given here to
enrich this finding: “The concept of networking as an
informal, everyone-does-it, almost as a human need that
you find in all relations and on all levels, that is the
relationships that we build on”. The human inclination to
network is supported in the literature by Koniordos (2005)
and Kadushin (2002), who describe networking as a human
need or natural occurrence, for which people’s need to
socialise, belong and be part of something more than they
can build on their own is the main motivation behind the
tendency to approach other people.
Participants indicated that they feel that people decide to
start to network at a conscious or unconscious level. Some
of the participants were not able to explain their decision to
attend the focus groups, while others had a specific reason
in mind. The following verbal quotations demonstrate this
idea: “Networking is not always a conscious decision it
sometimes happen, 70% of the time, subconsciously. You
do network; you network all the time. You may not do it
consciously.” In some instances, the form of networking
may influence the decision to either consciously network;
in others, networking may occur unconsciously, for
example: “It might be unconscious networking within your
organisation and your external network may be
consciously. Within your internal network, within your
organisation it consists of people sharing resources. Your
external network is where you decide who is going up and
who is going out or just to open doors.”
Participants (40%) perceived networking as a skill and no
participants perceived it as a natural phenomenon only.
However, 60% of participants indicated that they perceive
networking as the result of both. This result is also
indicative of the findings in the focus group discussions
that networking is as much a skill that can be taught and
enhanced as it is the natural ability to communicate and
build relationships.
Perceptions of networking as an emotional
connection
It appears that participants perceived networking as being
adaptable to various situations and seems to be developed
from an emotional connection or personal decision to
network; it is developed at an emotional level at which the
individual feels the need for emotional support or sharing.
The following quotations illustrate this finding: “But in the
end 90% of the network is built on an emotional
relationship and trust where you trust that the guy is really
going to walk the path with you.” and “There is an
emotional connection in networking.”

42 S.Afr.J.Bus.Manage.2010,41(1)
According to Lewis (2003: 134), an individual can decide
whether to participate in a network based on circumstantial,
emotional or the lack of any connection. This is supported
by Van Winkelen (2003), who states that being a member
of a community or an organisation entails both an
intellectual and an emotional component.
Perceptions of each network having a character of
its own
Participants indicated that each network has a character of
its own and needs to include the appropriate combination of
people with ability and trust, which poses a major challenge
to all networkers and is crucial to the success of a network.
The following quotation supports this finding: “It’s the
combination of people you know and by proving your
ability to deliver the important things are a mutual
beneficial relationship. Personal satisfaction or
gratification, is where I do something for him, I will get
something in return, as opposed to when you meet
somebody through a mutual friend. The barriers are
lowered. You trust others.” Frazier and Niehm (2004: 30),
amongst others, indicate that the different role-players’
expertise and previous successes will influence the quality
and frequency of networking activity. Möller, Rajala and
Svahn (2005: 1280) state that an individual’s or a business’
ability as a whole will predetermine and influence the
decision to be included or excluded in a specific
networking relationship.
Experiences of networking
Participants indicated that they had experience networking
as an important skill. Most business people however lack
these skills because networking is perceived as a natural
skill for which an individual has a natural affinity and one
that cannot be forced. The following quotation illustrates
this finding: “I think that most of us here have a personality
handicap. We are raised with the idea that when you work
you sit at a table and type on your keyboard. When you go
around, see people and socialise, it is not work. We appoint
people that socialise as a work, because we think the guys
working there at the moment cannot.” The concept of
networking as a skill that needs to be developed was
supported by the literature (see for example Zweibel,
2006), where it is described as a key skill to expand the
individual’s world. Business people wish to be at liberty to
create a unique and individual approach to networking
(Koniordos, 2005: 60).
Experience of networking as a natural occurrence
According to the participants, networking is an activity
everybody has to engage in, but it should come naturally
and cannot be forced. Some people have mastered
networking in such a way that they can apply it for specific
reasons and in specific ways, others have to work at it. This
is either because of their personalities that hamper
networking, their limited exposure to it or ignorance
towards the advantages thereof. Supportive quotations in
this regard include: “But it [networking] is not a natural
thing that you are just born with.” and “I would say an
important point is that I think some guys network naturally.
For some it does not come naturally.” The literature
supports this finding. For example, Wainwright (2004: 28)
states that relationships are built naturally through a mutual
desire to be part of the network. Impact Factory (2006)
states that business people can be taught to use networking
skills with ease and confidence, and Takash (2004: 24)
states that these skills need to be acknowledged in business
and further developmental steps or training should be
provided.
Experiences of networking as a technique
The overall feeling amongst participants was that there is a
gap between being able to network naturally and the
available resources, courses or opportunities to develop the
necessary skills. Networking is regarded as consisting of
various techniques and applications that are developed
through training and personal practice. This perception is
indicative of the need for further skills development in the
form of relevant courses or workshops in order to assist
individuals to develop these skills. The following are
supportive quotations: “Most people in South Africa aren’t
born with the ability to network. It is not easy for anybody
to just go out to somebody and start speaking to him. It is a
skill you need to be taught.” It thus seems that most of the
participants feel that networking is a skill that is yet to be
taught: “You must still be taught how to network. Some will
be better than others.” and “I think you can be taught how
to build a network in terms of certain techniques and
certain things. Sometimes you will say well you know that
does not work, and a person just out of school, that’s an
amateur.” The literature confirms this finding with
Nierenberg (2005b: viii) that mentions that networking can
be described as an art and skill that enables an individual to
make beneficial contacts and expand his or her business
and personal opportunities. Taylor (2006: 7) also supports
the notion of networking as a skill that can increase an
individual’s own value to others.
Experiences of networking as part of management
The participants mentioned that management needs to
implement successful networking practices and enhance
their networking efforts. This can be achieved by
acknowledging the value of networking and giving special
attention to the enhancement of management’s ability to
network: “Networking plays a role in company success but
it isn’t company success.” and “People in the company view
the company resources in the wrong way, they think they
have capital and assets for projects.” Takash (2004: 24),
amongst others, discusses the direct effect of successful
networking on the success of business management and
stresses the importance of acquiring suitable skills to be
able to manage the networking process successfully.

S.Afr.J.Bus.Manage.2010,41(1) 43
Experiences of when to start networking
All participants were of the opinion that networking is a
necessary activity, but had different opinions as to an
appropriate age to start networking. In general, the
participants had experienced that one is never too young to
start developing the necessary networking skills and to start
building a personal network of contacts and relationships.
Networking in families
Participants stated that in their experience individuals who
are exposed to networking in their family contexts acquire
networking skills at an early age. The following quotation
supports this finding: “How many people have the patience
to build Amway over five years? Now why are successful
families successful in Amway? They have a network, they
know how to communicate, they know how and they grew
up with that network. Grew up with it, you can’t come and
get it.” Butler (2004: 197–198) states that families play an
important role in the early development of life skills in an
individual’s life and in the identification of opportunities,
giving referrals and supporting the process of development
and conducting the activities. Rothmann and Van der Bank
(2006: 30) further mention that family support helps an
individual to adjust more easily and to work through
emotional or work stress. The finding does, however, also
indicate that families need to acknowledge the importance
of networking skills in raising their children – an aspect
that is not explicitly discussed in the literature.
Networking at nursery school level
Participants shared their experience that people tend to
group together and seek out others with similar
characteristics. Starting to acquire and develop networking
skills from an early age is regarded as important, and the
natural socialisation of children at nursery school level is
one locus where this can commence. The following
quotation supports this: “In nursery school, from day one, it
isn’t really forced networking, but getting to know each
other. We got used to only help oneself.” Literature sources
acknowledge the nursery school stage as a place where
networks are developed (Thompson, 1996:49; Neal,
2009:737), but it is not emphasised as a place to develop
these more natural social connections to use as referral
networks or business networks in the future. Therefore, this
finding is unique and adds a rich dimension to the current
study.
Networking at school
Participants indicated that they would have liked to have
acquired good communication and social skills in a
structured manner at an early age at school or at home. The
following statements illustrate this finding: “Children
aren’t taught to network really, at school or anywhere, and
it needs to be a priority and it is not given any attention
from what I still see even in the new curriculum at school
or any of the levels and I think that is a big gap in our
learning curriculum as well as our society today. It is not
taught to children.” Tullier (2004: 82, 83, 87) supports the
notion that networking can be developed at school and
mentions that classmates from high school, university,
college or other educational training organisations can be
included in networking efforts.
Networking during tertiary education
Participants experienced that at university students are
formally grouped together according to their fields of study
or their sporting activities. The following quotations
support this finding: “Some specific relationship networks
come from your university days, from hostel days and an
informal environment.” and “It is something to see, how
many of our guys from the university environment do
business with other guys from university and because of
that connection, and that is actually dangerous because
you start to make a uniform type of thing and that has its
own risks and so that is the most difficult challenge that I
know of.” The literature does not distinguish between
school and university as different phases or levels of
networking. However, both are simultaneously discussed
by Gruszczynski (2005), who states that networks can be
characterised by various combinations of individual friends
from university and school, neighbours and other personal
relationships.
Networking at work
Participants feel that they spend a large part of their day at
work and colleagues, therefore, constitute an important part
of their networks: “It is something that people do and you
build up your business network daily. I started building
when I started working and only now I get something off,
but the whole spin-off that you get of who you know, that is
networking.” and “I think you have your network grow as
you go through your business life.” Paul and Kaltenbach
(2004: 32), amongst others, support the finding that a
network can be built at work through mutually beneficial
and strong relationships within a business by means of
professional and personal contacts.
Networking at cultural and community events
According to 70% of the participants, cultural and
community events also group people with similar interests
together and this commonality leads to a kinship and a
sharing of information. Homogenous groups in terms of
demography or shared interests seem to be a common
occurrence when networks are developed. The following
supports this: “I attend cultural events; I have learned that
if you know people in non work-related projects in the
community, then you build trust so much faster, but you
also see people there where they are exposed and
vulnerable, you see someone faster than in a company. So I
have found that community projects are a fantastic way to
create jobs in networking.” Lindenfield and Lindenfield
(2005: 233) support the idea of alumni organisations, sport
or health clubs, parent associations, interest groups, local
community projects and volunteer work as possible loci for

44 S.Afr.J.Bus.Manage.2010,41(1)
networking. Others authors that mention homogenous
gathering as a tendency in network development include
amongst others Brass (1985) and Ibarra (1992) that found
that men and women seem to gather in separate groups
based on the tendency to groups with similar others. Mehra,
Kilduff and Brass (1998) focused on the tendency of
minority racial groups to form a network. Networks can
also be based on relational and organisational demography
as was found by Tsui and O’Reilly (1989) and Wagner,
Pfeffer and O’Reilly (1984).
Networking at networking events
Participants expressed a clear difference of opinion
regarding networking events and the effectiveness thereof
for actual networking with a purpose. Five of the
participants did not positively perceive of networking
events to the same extent as described in the literature. The
following quotation provides supportive evidence: “Then
you have the Round Table type of thing. Together because
of charity and then you have a different purpose? I think
networking events could have different purposes.” In the
literature, networking groups are also referred to as affinity
groups, in which similar interests and assets of value are
grouped to offer an environment in which information is
shared, support is offered and strategic initiatives are
provided (McGrath & Sparks, 2005: 49; Sparks, 2004:44).
Networking in chambers of commerce
Participants expressed a difference of opinion regarding
chambers of commerce in general as a locus to network.
Three participants referred to their own negative
experiences of chambers of commerce, stating that they feel
that the objectives of the specific chamber of commerce
concerned had not been achieved. The following remark
supports this finding: “Two months back I decided to join
the chamber of commerce, I experienced the chamber of
commerce as a place only for insurance agents, estate
agents and other people that want to suck something out of
you, and I can only expose myself to so many mosquitoes at
one time. So if they ask you to invite your friends you
cannot do that to them.” Other participants remarked that
even though some may perceive the meetings of the
chamber of commerce as not quite what they had expected,
it could be a helpful offset point to meet the appropriate
people in order to build a network. This, however, is only
achieved through a personal sustainable effort. The
following quotations support this finding: “We want to be
part of something, a group of people with similar business
interests, professionals with a similar set of skills” and “In
other organisations, you test your network, you spend a lot
of time to do it and it does not work. You measure the
effectiveness of your network and this depends on whether
it is part of your business, or part of your normal life; it is
difficult to see its effectiveness.” Although chambers of
commerce and other professional organisations are
included in most of the literature under investigation
(Khemka, 2005; Singer, 2004, Wolk & Pont, 2005;
Bøllingtoft & Ulhøi, 2005, Baumann, 2004), participants
seem to have varied opinions on the value of these
organisations for networking. This is a unique finding
because all the literature consulted appears to encourage the
use of chambers of commerce as loci of potential
networking and an opportunity to meet individuals with a
common purpose in terms of furthering their business and
building successful relationships.
Quantitative findings on networking practices
The questionnaire findings produced more detail on
specific individual or human characteristics of networking.
Networking practices and the successful implementation of
networking in businesses differ from business to business
and can be adapted to suit specific needs. During the focus
group discussions, it became apparent that although
different businesses have different networking practices,
the main thrust behind networking remains the same for
any networking activity. The line of questioning was
designed to prompt participants to evaluate their own
networking practices. The responses to these questions are
summarised in Table 3.
Table 3: Participants’ networking practices
Networking practice Yes
%
No
%
You tend to focus on a few important relationships.
You are patient in interaction and focus on
achieving the task or goal ahead.
57
43
You balance new and old relationships in an active
and comfortable way. You adapt to develop
networks and easily widen your range.
83
17
You know many connections, but do not organise
or follow them up.
34
66
You are a quiet and introverted person that follows
a step-by-step process in networking.
17
83
You make contact over the telephone. 26 74
You only make contact by e-mail. 3 97
You make contact via telephone and e-mail. 51 49
You make face-to-face contact. 83 17
A large number of participants (57%) tend to focus on a
few important relationships because of time pressures
related to their positions in the business. A small
percentage of participants (17%) appear to follow a step-
by-step networking process and are unable to network
naturally.
A significant finding that supports the findings in the
literature study and the focus group discussions is that the
majority of the participants (83%) tend to build the
strongest and most important relationships by making face-
to-face contact. After the initial personal contact the
participants indicated that they use technologies, such as e-
mail and the telephone to maintain contact. Only 51% of
participants indicated that they use the telephone and e-mail
to establish an initial connection point if a first meeting or
physical presence is not possible.

S.Afr.J.Bus.Manage.2010,41(1) 45
Sphere of influence
The findings of the qualitative research with regard to the
participants’ spheres of influence on different groups of
people were tested in the questionnaire. This question
prompted participants to indicate all the different groups of
people who are included in their spheres of influence. Table
4 summarises the findings.
Table 4: Participants’ sphere of influence
Groups of people Yes % No %
Family 89 11
Friends 86 14
Neighbours 26 74
Business acquaintances 94 6
Suppliers 49 51
Customers 86 14
Most of the participants believe that they have a sphere of
influence on business acquaintances (94%), family (89%)
and friends (86%). A surprising finding, however, is that
86% of participants also believe that they have a sphere of
influence on their customers. These findings were not
specifically highlighted in the qualitative research.
However, focus group participants were asked to list who
they would include in their networking efforts and they
responded by listing family, friends, social acquaintances
and business contacts.
Networking has a multiplier effect
From the literature and the qualitative analysis, it became
evident that individuals tend to gain easier access to further
connections and relationships through the existing
relationships and connections in their networks. Table 5
illustrates the evaluation of existing connections in terms of
the potential connections accessible through them.
Table 5: Connections made possible through existing
connections
Existing connections Yes % No %
Banks 71,43 28,57
Government 54,29 45,71
Chambers of Commerce 51,43 48,57
Foreign investors 40,00 60,00
Foreign partners 60,00 40,00
Competitors 48,57 51,43
Producers 62,86 37,14
Customers 94,29 5,71
The following connections proved to be popular in this
regard: customers (94.29%), connections with banks
(71.43%), links or connections to producers (62.86%) and
foreign partnership relationships (60%).
In this section, the analysis was aimed at the entire
participating population. The aim was to determine the loci
in which the participants practice networking. The extent to
which the ideal situation differs from the current situation
was calculated by subtracting the ideal count from the
current count for each participant. Effect sizes are normally
calculated in situations in which the entire population is
included. The Gauteng business community is however a
vast and not easily accessible population; thus, for the
purpose of this study the included purposive sample can be
viewed as a sub-population of the Gauteng business
population and no generalisations relating to the entire
South African population or other demographic areas in
South Africa can be made.
For reporting purposes, the guidelines for effect sizes as
developed by Cohen (1988:222–223) were used to
calculate the effect sizes, in order to determine the
significance of differences between the current and ideal
findings (Ellis & Steyn, 2003:52):
12
xx
dS


where
d = 0.2 indicates a small effect; d = 0.5 indicates a medium
effect; and d ≥ 0.8 indicates a large effect that is of practical
significance (Cohen, 1988: 222–223).
Loci to investigate for possible network building
The participants indicated that they currently network in
various loci and this differs in some instances from where
they would ideally like to network. Table 6 provides a
summary of the ideal and current loci to network according
to the participants’ circumstances.
Participants indicated that currently their businesses largely
make use of trade organisations of their best customers and
national trade shows, conventions and seminars to network.
They indicated that they feel that these loci could be
utilised to a greater extent in ideal circumstances. This
finding indicates a large practical significance as to the
relation amongst these loci as actual venues to investigate
for network building. Traditional business venues are
included as loci for networking, with national trade shows
and conferences (d = 1.03) and trade organisations
(d = 0.8); however, a surprising number of traditional
‘social’ venues are also seen as important in networking
efforts, with volunteer work (d = 0.69), cultural events
(d = 0.68) and even membership of organisations, such as
Kiwanis and involvement in community projects (d = 0.64)
viewed as currently important for network building, but
particularly ideally important for future endeavours.

46 S.Afr.J.Bus.Manage.2010,41(1)
Table 6: Current and ideal loci for network
Loci Average
Currently
Dev. of
Currently˚
Ideally
Std. dev.
Ideally˚
Effect size
(d-value)
National trade shows,
conventions/conferences 2,58 1,00 2,13 0,92 1,03⌂
Trade organisations of your best
customers 2,67 1,02 2,12 0,82 0,8⌂
Professional and trade organisations 2,21 1,09 1,93 0,93 0,69*
Volunteer work 3,42 0,72 2,88 1,04 0,69*
Cultural events 3,42 0,72 3,03 0,93 0,68*
Kiwani’s. Rotary. etc. 3,53 0,68 3,06 1,01 0,64*
Community projects 3,16 0,95 2,77 1,09 0,64*
Workshops, classes and seminars 2,50 1,02 2,09 0,98 0,62*
Leads groups 2,79 0,88 2,43 1,07 0,62*
Small business development centres 3,03 0,97 2,53 1,02 0,59*
˚Standard deviation; * Medium effect size; and ⌂ Large practical significance
Conclusions
There appears to be consensus on the importance of
networking, whether it is in an individual’s personal or
business life. Some believe that it should not be seen as
mutually exclusive, but rather mutually inclusive.
Networking takes place in a variety of settings with most
activity currently in traditional business venues, but there is
a significant shift to the inclusion of traditional social
venues as ideal loci for networking.
Even though networking is considered important it has not
received emphasis in training as an essential skill up to
now. An individual needs to be of value: assisting or
contributing to the success of others, and building bridges
for one another will enhance an individual’s
interconnectedness and help to guide the individual towards
new solutions and commitment. Business training courses
do not accord networking the status it deserves as part of
the necessary management toolbox and as part of essential
business skills. In certain business contexts, it is not
considered a core element for business success but an
optional extra (a luxury). This notion is challenged by the
current study, which has demonstrated that 97% of the
participants use networking to bring in new business or to
access additional business opportunities.
Recommendations
Networking should be approached within the context in
which it takes place and an individual’s own approach
should be adapted accordingly. In order to develop a
distinctive style of networking, an individual needs to begin
developing his or her own way of networking early on.
Network development should form part of a life skills
programme in the school syllabus in order to develop these
essential skills at an early age.
Network development should also be included in
management training courses and on-the-job training in
order to assist employees in understanding and developing
their not only own networks, but also other people’s
approach to networking. In such training, people should be
taught the principles of networking and the application
thereof in practical networking situations.
The design of networking training courses at different
levels and stages of an individual’s career, in other words
for career advancement and business success, should be
accorded attention. Through such courses, an individual
can better equip himself or herself for networking success.
It is never too late to benefit from and to acknowledge
networking as a skill and to learn to practice it.
For the purposes of this study, a non-probability sampling
method was used and therefore the results are not
representative of the entire population and only represent
the views of those respondents investigated. Future
research could be expanded to include other regions of
South Africa.
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