5 proven ways to expand your resource team


Networking groups
Be intentional when attending networking meetings and ask around for who members consider the “absolute best” when it comes to your business. When they give you a name, ask, “What makes them the best?” Be sure to note who gave you the lead and ask them if you can mention them when reaching out to the potential candidate.
Current valued team members
Quality people generally know and associate with other quality people. Ask some of your current resource team members who they might recommend in the categories you need. Explain your standards and what is important about their recommendations.
Reach out to your sphere of influence
This is a perfect time to reconnect with the people in your database, including past and current clients, family, friends, and colleagues. This group wants to see you succeed. Make some phone calls, send out a letter, craft a short email, or post your needs on social media channels. Follow up with phone calls after you have connected online to further explain your purpose for asking.
Lists, directories, and memberships
Some industries publish their members in printed and/or online directories. Craft a letter that explains your goal and see who responds.
Social media
If you are engaged in online social media groups, post an announcement asking for meaningful connections in certain categories. Be specific and request that they make an e-introduction or private message you with details about their recommendation.

Interview, investigate, and evaluate

The vetting process involves getting to know the person and/or organization and determining whether or not they are a fit for you and your clients. This involves a combination of instinct, investigation, and intentionality.

Simply enjoying a coffee or cocktail with someone doesn’t qualify them as competent and capable of serving your client (or you) effectively. In some cases you will want to check references, ask for testimonials, gather information on insurance and licensure, etc.

Standards and expectations

You will want to establish a clearly defined set of standards, which outlines your expectations for those vendors with whom you align yourself.
Document your standards for each of your resource team member categories or positions for use as an internal guide to help you with decision-making. You may also want to use it as a guideline that you share with potential allied resources when exploring mutually beneficial opportunities.

The vetting process has at least two very important purposes:

  1. Determine if the person and/or organization is a fit.
  2. Filling existing knowledge gaps on your road to becoming the authority.
Sometimes you won’t know if it’s the right fit until you have worked together or given them a trial run with a real client. The evaluation and feedback process can be the determining factor that either makes or breaks the ongoing relationship.
Caution line graphic

Do your homework and your due diligence – taking nothing for granted.