If you’re like us, you’re always looking for ways to get your message across in a new, unique, and interesting way. One communication channel that you might not have considered is video. Video is fast becoming the preferred channel for internal audiences because it’s the way we all consume information. Some news outlets have moved exclusively to video content and most include a video with any written content they publish. Today’s workforce has become accustomed to learning and acquiring information through video content.
Many of your colleagues are visual learners and video content helps simplify complex information and drives engagement when you communicate your message. Think about it. Which is more appealing– an email memo from the CEO or a quick 3-5 minute video where he or she speaks directly to your employees?
Research shows that people remember more of what they see and hear than what they read. Video grabs your attention and is more engaging than plain text. Seizing and retaining your audience’s attention is crucial. When you have their attention, they’ll retain the message.
Here are some options to consider when implementing videos into your Internal Communications strategy:
Online training videos or tutorials
Monthly or quarterly updates from your leaders
Announcement videos for new programs or initiatives
Recognition videos for company milestones or exemplary achievements
Employee interviews and testimonials
Videos of companywide events, such a community service day or group activity
Now you might be thinking, “I’m not a technical person” or “That would be too difficult to implement,” but it really isn’t. New technology has simplified video creation, editing and sharing to the point where anyone can do it.
Keep your videos short with a clear message. There are really no limits or restrictions to how you incorporate video content into your company’s communication plan. Think outside the box and see what ideas you can come up with.
Looking forward to some time off this summer? While you’re relaxing at the beach or enjoying an early start to the weekend with Summer Fridays, make time to sharpen your skills. Each of these books listed below will help you become a more effective communicator and leader.
Inclusion: Diversity, the New Workplace and the Will to Change, Jennifer Brown
This book could not be more timely. Every successful business must ensure that all employees experience a welcoming work environment where they can perform at their best and are challenged to grow. Jennifer shares best practices and business cases that inclusion is an opportunity to make your business better. Share the book with peers at your business and start a conversation.
Presence: Bringing Your Boldest Self to your Biggest Challenges, Amy Cuddy
You may know Amy from her viral TED Talk where she contends that adopting a power pose, like Wonder Woman, can actually make feel more confident. Her book expands on this premise with practical tips for anyone who has to pitch themselves or their ideas. If you think of a witty retort after the moment passes, this book is for you.
Slide:ology: The Art and Science of Great Presentations, Nancy Duarte
Raise your hand if you’ve sat through presentations that include 50+ slides. For years I wrapped this book up as a holiday gift to clients, hoping they would read it and realize you don’t have to put paragraphs on slides. Nancy Duarte has carved out a unique niche as a presentation expert. If that doesn’t seem very exciting, consider that within corporations, presentations are the most used channel for delivering information. This book will help you strategize the story, content, and flow to impact and influence your audience.
Sell with a Story, Paul Smith
We can all agree that storytelling is a powerful communications tool. But it takes practice to create stories that instruct, inspire and ignite action. Smith provides fascinating examples on you can take even the most technical, data-driven content and fashion a memorable story.
We recently prepared a presentation for a client that had more than 100 slides…for a one hour meeting. Do the math: If you calculate time for introductions and leave even five minutes at the end for questions, that’s a pace of two slides per minute during the presentation. A blistering pace.
Then consider the content on the slides: lots of words, tables, and occasional graphics. Typeface size was 18 to 28 point. You get the picture. The intent was to hammer home thousands of ideas and facts. The client could not be swayed. They needed every one of these slides to deliver a successful presentation. They just wanted us to “make it pretty.”
I wish I could say we used our magical powers of persuasion to enlighten them to use a strategically messaged, visually compelling presentation. Didn’t happen. I did wonder what it was like in the room for the audience… and the presenter. I imagine they were both exhausted when it was over.
Presenters often start with a bunch of slides and try to cram them into a narrative—and it shows. The most effective presentations look simple because they were planned that way.
When your objective is to communicate, educate or influence, the most important work starts with the result in mind:
What is the point you’re trying to make or what must the audience learn?
Why is it important to the audience?
What story can you use to bring the material to life?
What do you want them to do with the information?
Every presentation should tell a story or take the audience on a journey. This applies even if you’re sharing quarterly returns (some of the most important stories). Once you identify your objective, develop the slides that are clear and compelling. Be concise. Use as little text as possible. Because you don’t want them to be reading your slides, you want them to be listening to you.
Then practice, practice, practice. The more comfortable you are with the information, the less you’ll need to rely on slides. Your audience will be grateful.
In the wake of widespread media reports of sexual harassment, what is your business doing ensure a safe and accountable workplace? Consider this: the #MeToo hashtag was shared more than 1 million times in just 48 hours after being posted to social media. The public debate continues as others are empowered to share their stories.
This is not a new issue. According to the Society for Human Resource Management, 94% of U.S. companies have harassment and/or bullying policies that outline conduct that is prohibited. But if you think having a policy is enough, think again. A 2016 EEOC study of workplace harassment revealed that policies alone do not encourage appropriate behavior. The study reported that approximately 90% of survey participants who experienced sexual harassment never file a complaint.
This is a unique, timely moment to be very clear about workplace harassment. It benefits everyone to make this a priority in your business. When employees experience a safe and welcoming workplace, they perform at their best and drive business performance. As you review this issue internally, consider these communication best practices.
Review and update the existing Harassment Policy
Start by examining the current policy. When was the last time it was reviewed and updated? If it’s been more than five years, it’s too old. The policy should, at a minimum, list examples of prohibited conduct, detail the process for reporting objectionable conduct, and be signed by the current CEO. Then ensure that the policy, and the reporting process, is accessible. Bottom line: let employees know where to go for help.
Time for leaders to speak out
Every leader must be accountable. Let employees hear directly from the C-Suite that harassment will not be tolerated. Human Resources can support this endeavor, but can’t shoulder it alone. Executives must step up and commit that when allegations are brought, they will be investigated immediately and that appropriate actions will follow. Convey that retaliation is prohibited since many cases are unreported due to fears of job loss or reprisals.
Train. Train. Train.
Most companies provide online harassment training, but do you mandate that training is completed? Is harassment addressed in new employee orientation? Training will ensure a better understanding of the behaviors that comprise harassment. Additionally, the HR team must be prepared and ready to conduct prompt, objective and thorough investigations.
Amplify the message through internal communications
If an employee experiences sexual harassment–or witnesses it–do they know what steps to take? Make it easy for individuals to report. Use multiple channels to share the harassment policy and reporting procedure. Talk about it in town halls, blogs, create a video from the CEO and put a link to the policy on the home page of your company intranet. Make it loud so that everyone understands that harassment is unacceptable in your company culture.
This month as we focus on Thanksgiving, consider the power of gratitude in your workplace. Before your thoughts turn to friends, family and football, spend a few minutes thinking about how appreciation can make a difference to your business.
Tom Peters was so right when he noted “People don’t forget kindness.” It’s the same with gratitude. The power of a sincere thank you cannot be overestimated. In a recent study on employee engagement, the top factor of job satisfaction was respectful treatment of employees at all levels. Second on the list was trust between employees and management. If you practice the first item, you achieve the second one.
It takes conscious effort to build a culture where every employee feels appreciated. We all like to be noticed for the good things we do. People who feel appreciated believe their work makes a difference. They are more willing to go the extra mile because they know someone notices.
Making gratitude visible is a step you can build into your internal communications. Here are three ideas:
Appreciation by senior leadership—Create a year-end video of the senior management team thanking team members for their service this year. Get out of the office and film it with front line workers. Switching the wardrobe from suits and ties to ugly Christmas sweaters and elf ears will create smiles for years to come.
Appreciation by managers—Write a thank you note. It’s low tech, but more effective than a gift card. Be specific about how the individual contributes to the team. Not only will your employee appreciate the gesture, they will know that you are paying attention.
Appreciation by team members—It feels great to say thank you. That’s why peer-to-peer recognition programs are motivating to employees. They strengthen a culture of support, collaboration and achievement. Peer recognition programs should tie to your company values. Tailor the program to your business, but make the recognition defined, public and fun.
The power of gratitude is a multiplier. When you recognize people for their contributions, they perform better, trust grows and so does your workplace culture.
You pick up many new and fascinating concepts while at college. Most lectures eventually are forgotten, but some things stay with you forever. One memorable bit of advice a professor gave me was that good ideas should be shared, studied, and reused.
Summer is the perfect time to read about the strategies of successful leaders. So take some time in the next few weeks–while curled up in a sleeping bag or lounging poolside—to dive into a good book like one of these to guide your communications and leadership development.
True North: Discover Your Authentic Leadership—Bill George and Peter Sims. True leadership requires you to be true to yourself. Bill George and Peter Sims take the stories of entrepreneurs and titans of industry to show how following your internal compass can lead you to succeed and inspire.
O Great One!: A Little Story About the Awesome Power of Recognition—David Novak. David Novak outlines the simple yet meaningful effect of acknowledging and appreciating the actions of one’s colleagues. This amusing, straightforward book is a must for anyone who aspires to lead.
The Storytellers Secret—Carmine Gallo. Gallo is one of my personal favorites because he writes about communications. This book showcases stories and techniques from some of today’s most successful brand leaders. A fantastic resource for anyone who wants to make an effective presentation or speech.
Start with Why: How Great Leaders Inspire Everyone to Take Action—Simon Sinek. A tie-in with the popular TED talk of the same name, this inspiring book charts the common connections of effective leaders and influencers.
For those of you who dread reading, try a podcast. Here are two of our favorites. The TED Radio Hour is a collection around a central theme. Each TED Talk is a little jewel. No matter your interests, this podcast will spark creativity and fresh thinking.
How I Built This is a kind of “my true life story” interview with the creators of some of the world’s best loved brands. The backstories and challenges are sometimes more inspiring than the success their businesses achieved.
I recently attended an event recognizing the University of Georgia’s 40 Under 40 Class of 2015. The guest speaker was Tonya Harris Cornileus, Vice President for Learning and Organizational Development at ESPN. She made a strong impression. Her speech centered on a book that influenced her life and her leadership, Paulo Coelho’s The Alchemist.
I’ve listened to countless luncheon speakers over the years tell stories, share insights on their personal journeys, and provide checklists for higher performance. Using a novel as the centerpiece of the speech was an unexpected, but effective choice. It reminded me how long it’s been since I read anything to strengthen and refocus my leadership skills.
With beach season on the horizon, consider bringing along one book that will inspire you to grow or further your communication style. Here are five of my favorites (because none of them are long or complex):
· Switch: How to Change Things When Change is Hard—Chip and Dan Heath. Change is challenging, and it’s non-stop. Chip and Dan Heath talk about how difficult change is in our companies, our careers, and our lives, and how to overcome our resistance and make change happen.
· A Short Guide to a Happy Life—Anna Quindlen. A very quick read (think 20 minutes) about appreciating the small things that sometimes go unnoticed in our over-scheduled, bustling lives.
· Delivering Happiness—Tony Hsieh. The Zappos story, told from the beginning, is a compelling business read because of the brand’s amazing success. But the real takeaway is that if you get the company culture right, success follows.
· The Storytellers Secret–Carmine Gallo. Gallo is one of my personal favorites because he writes about communications. This book showcases stories and techniques from some of today’s most successful brand leaders. A fantastic resource for anyone who makes presentations or speeches.
· The Five Dysfunctions of a Team—Patrick Lencioni. This book is in a fable format. It’s easy to pick out your team’s dysfunctions and use practical steps to achieving team health. Teamwork is the ultimate competitive advantage.
I have a tattered clipping in my wallet that I fish out each January to read instead of writing New Year’s resolutions. I don’t know where it came from or how long I’ve had it (by the looks of it, more than 20 years). It reminds me of my goals as a leader, a parent, a friend, a business partner. I hope it will inspire you as well.
A new year is a new beginning, an open road. Make the most of it.
On this day:
• Mend a quarrel
• Search out a forgotten friend
• Dismiss a suspicion and replace it with trust
• Write a note to someone you miss
• Encourage a youth who has lost his way
• Keep a promise
• Forget an old grudge
• Examine your demands on others and vow to reduce them
• Fight for a principle
• Express your gratitude
• Overcome a fear
• Consider others’ perspectives when making a decision
• Take two minutes to appreciate the beauty of nature
• Tell someone you love them
Do you ever wonder why certain people in human history have been so influential? Why Martin Luther King, Jr.? Why the Wright brothers? MLK wasn’t the only African American that suffered racial persecution. The Wright brothers weren’t the only ones interested in flight (in fact, they were at a disadvantage when it comes to funding and education). So why are certain people, or companies, able to be so much more successful than others, who are fundamentally no different? It’s because they think, act and communicate differently than everyone else.
Take a look at this chart. This is the Golden Circle, as inspired by business author Simon Sinek, and it explains how we act as businesses and leaders. Let’s define the terms: What: Every single company in the world knows what they do. Simple. How: Some of those companies know how they do it. Internal processes, etc. Why: What is your cause, your purpose, your belief? Why do you do what you do? Most companies act from the outside-in, because the What and the How are the easiest parts of the circle to define. For example:
What: We make personal computers.
How: They’re user friendly, affordable, and reliable.
Why: To drive revenue, thus making the company successful.
Following the circle in this manner is a roadmap for… failure. It’s simply not inspiring, whether it’s to your employees or your customers. “We make great computers that you can afford, therefore you should buy one” is their sales pitch. I mean sure, it might work to an extent, but it’s not a sustainable business model. Profit or revenue can never be the Why of your business. Profit isn’t why you work, it’s a result of your work. The Why isn’t the end result, it’s your company’s heartbeat. It’s your true industry leaders, like Apple (in personal entertainment/technology), that see the circle from the inside-out:
Why: In everything we do, we challenge the status quo and think differently.
How: We’ll create beautiful products that are simple and effective, no matter the cost.
What: We just happen to make great computers. Want to buy one?
Customers buy the why. Customers want to buy products from a company that believes what they believe. And that’s why we won’t just buy computers from Apple. We’ll also buy their ipads, ipods, speakers, monitors, etc. The company communicates to the world in a way that inspires their customers. You might be saying to yourself, “I’m not an entrepreneur or business owner, so this doesn’t really apply to me.” Wrong. We can all use this circle to help us communicate and act more genuinely with our colleagues. By doing so, we will produce a more motivated, engaged team of employees. But it starts with uniting everyone under the Why. Why are your colleagues getting out of bed and coming into work in the morning? Hopefully, it’s not just for the paycheck. Martin Luther King, Jr. used the Golden Circle to great effect and he wasn’t selling a product. MLK attracted 250,000 people to show up at the Lincoln Memorial on August 28, 1963. It’s an astounding number, especially when you consider he didn’t have tools to spread the word like email and social media. But there’s a reason why so many people wanted to come hear him talk that day. It wasn’t to hear a plan on how to fix America’s racial divide. It was to hear him say “I believe.”
What’s at the core of your company? Are your core values entrenched in your team? We help with that! Let me know what we can do for you by reaching me at email@example.com.
Chances are that if you are reading this blog, you’ve probably already investigated how to engage millenials in the workplace. When we think about engaging millenials, we usually illicit mental images of young folks looking bored or struggling in a corporate conference room. What we definitely don’t think of is football players. In this case, we’ll look at the San Francisco 49ers, the franchise who is making a huge commitment toward its most important personnel, as reported by the Wall Street Journal.
Not only is the NFL big business, but there might not be another industry that’s more dependent on millenials to drive the success of the company. The playing staffs of NFL team are comprised almost solely by millenials — broadly defined as those aged 18-34. The Smart Phone Age.
What’s eye-catching here aren’t just the techniques the 49ers are using to accommodate this new generation of players, but the open-mindedness and courage the front office and coaching staff has in breaking down historically successful protocols in its business. After all, the 49ers are one of the winningest teams in the NFL, colleting five Super Bowl titles from 1981 to 1994. Regardless, Head Coach Jim Tomsula has changed the team’s meeting schedules to adapt to millenial’s shorter attention spans and propensities to multi-task.
“The [experts] are telling me about attention spans and optimal learning,” Tomulsa told the WSJ. “I’m thinking, ‘My gosh, we sit in two-hour meetings. You are telling me after 27 minutes no one’s getting anything?’ ”
But as opposed to some business leaders, inside the NFL and out, the 49ers felt it was prudent for their coaching and support staff to adapt to the player’s habits, not the other way around. In this effort, they’ve stopped handing out paper schedules, and now all meetings are sent straight to a player’s online calendar. Instead of the old two-hour meetings, they’re now segmented into 30-minute blocks, with 10 minutes in between for free time.
Some business leaders feel it’s important for millenials to adapt to the working environment of their generation, one that didn’t grow up with smartphones and advanced computing. But at what cost? The goal of any business leader should be to create a working environment in which employees can produce to their maximum potential. And not only that, but great leaders understand that the most important employees to cater to aren’t the ones with corner offices — they’re the ones who are on the front line of the business. Sadly, it’s these employees who are often the lowest paid, and thus the most neglected.
Everyone from psychologists to elementary school teachers can tell you that the impact technology has made on the human race is real. It’s not a far-flung theory, and it’s not a simple case of young people being lazy. Not only are attention spans getting shorter, but higher rates of ambidexterity are occurring, which is thought to be caused by children now typing, texting, and playing games with both hands on touch screens.
“Our whole lives, we’ve gone with a paper and pad,” Tomsula said in the WSJ. “Next week, a young person’s phone will be outdated. We decided we have to be on top of that.”