As you flip the calendar over to 2020, there’s a substantial opportunity to persuade, motivate and focus employees. A new year is another opportunity to start fresh. For leaders, it’s a perfect time help team members align around business priorities. In terms of good, better, best, a town hall session is definitely best. But for many leaders, a New Year’s message is more likely.
The best leadership messages are focused, inspiring and brief. Here’s how to craft a memorable one.
• Say thank you. Start with thanking employees for their contributions in the previous year. Be specific about the positive and don’t be afraid to acknowledge any challenges.
• Map out the strategy. Identify 2020 priorities and how the business will drive growth, deepen customer relationships, and adopt ways of working that improve efficiencies and execution.
• Lean into your company values. The values are essential to ensuring that everyone, at every level, has a shared purpose. The culture you want to achieve is documented in them. Make that connection explicit.
• Encourage career development. Many employees, particularly millennials consider their jobs as a launchpad for career development and growth. Encourage employees to seek opportunities to learn, grow and take advantage of development opportunities.
Remember, communicate now. Waiting until later in Q1 sends a message that you’re not focused on 2020 priorities. We’re all looking for just a spark of inspiration to reset our thinking. You can achieve this when you craft a message that is authentic, actionable and aspirational.
We’re in full-blown holiday season now, aren’t we? As the clock ticks down to year-end, you may consider what your employees want this season (hint: not another coffee mug with the company logo). Take a look at these five ideas. They’re what your team members want all year long. And the best part is, it won’t cost you a penny.
Trust— When people trust each other in the workplace, there are wide-ranging results. Productivity and creativity soar, employees love their jobs and take better care of customers. You can build trust by involving team members, being consistent in what you say and do, listening more and sharing credit.
Guidance— Feedback is a gift, and the ability to give it is one of the most important leadership skills. You’re the coach and the quality inspector. When you show team members how they can improve, it underlines your trust in them and their potential.
Encouragement–Know each individual’s strengths and gaps so you can help them reach their full potential. Sometimes just knowing that someone believes you can succeed helps you achieve. A leader’s job is to help everyone get an “A.”
Empathy –We all experience difficult seasons in life. Know your team members so well that you can show concern for them when they experience personal challenges. Sometimes the best thing you can do is listen and show that you care.
Attention–Perhaps the most important gift, and the most difficult to provide, is your attention. Being present and noticing the little things can change a good work environment into a great one.
When your team members receive these gifts, what’ you get in return is a culture where everyone lives the company values and delivers great performance.
Happy holidays from the team at Insight Strategic Communications!
When iTunes debuted 18 years ago, it was a radical concept. Don’t buy the whole album; pay 99 cents for
the one song you like. Get a thousand songs in your pocket!
Apple made the announcement this month that it would move to
three individual dedicated apps for music, podcasts and TV. Users can maintain
their iTunes libraries and choose to subscribe to Apple Music. Pundits agreed
it was the right move, even though it’s the end of an era.
Think about your business communications: what channels or practices do you need to put
the brakes on?
Sometimes we stick with a communications process or channel
because it’s comfortable. It’s worked in
the past. It’s a no brainer to produce
it. But it takes a bit of courage to
realize that what worked before isn’t working now or is not sustainable in the
future. Change can be unsettling, but
it’s also troubling to find out your newsletter or intranet or CEO blog is
ineffective because it has no audience.
As you tackle those New Year’s Resolutions, here’s another to add to the list: Update your LinkedIn profile. With more than 500 million members, LinkedIn is much more than an online billboard for your resume. It can be an effective way to evolve your personal brand, influence others, and market yourself and your company to a massive global audience.
Use this checklist to improve your LinkedIn profile and
Improve your first
Your photo should be clear, professional, friendly and
flattering. Wear something that’s applicable to your industry. LinkedIn profiles with photos receive 21x
more views that those without photos. In the profile section, tell a little
more about who you are and what you’re passionate about. Cut out the industry jargon and be human. For every 10 profiles, there’s one that’s
memorable and it’s usually because they included something unexpected.
LinkedIn profile and details
Your LinkedIn profile should be as updated and dynamic as
your career. Many people fill it out
once and leave it there where it quickly becomes a time capsule. The first step
is to completely fill out each section: education, experience, skills,
volunteerism, awards, recommendations and interests. You can add punch by uploading videos,
PowerPoints, pdfs, jpegs or other relevant content by clicking on the edit
button, scrolling to the media section, and uploaded files directly from your
Update your contact
Be sure to include your updated business website, your social media channels, your company career site, and your business email and business address if you want people to be able to get in touch. And really, isn’t that the point of social networking?
Connect and influence
LinkedIn is not just a place to find a job (or a new team member). It’s a business networking site. Strengthen your profile by asking trusted peers and clients for recommendations. Update your skills. Follow thought leaders and become an influencer yourself by posting content through LinkedIn publishing.
Link to your Twitter
Multiply your social media reach by sharing your LinkedIn updates on Twitter. LinkedIn provides an easy step-by-step process to do this. Just log in to your LinkedIn account and go to Privacy & Settings>Manage Twitter Settings> Add your Twitter account.
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.
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.
I was a reluctant entrepreneur. I didn’t have business school training, or someone else’s money, or a killer app to get me started. In fact, in 2000 when I launched Insight Communications, apps didn’t exist. After many years in corporate communication leadership roles, I knew I wanted more. I left my job without a detailed plan. It was an eye opener. Gone was the status that came with my previous role, my dedicated assistant, and a cool Midtown office. My new office was my dining room table. And it turned out just great.
Now Insight Communications is 17 years old! That’s a remarkable milestone when 8 out 10 small businesses fail. Over the years, we transitioned from marketing communications to internal communications. In 2014, we branched out to hatch Nest Egg Communications, a boutique agency focused on ESOP and retirement communications.
None of it would be possible without the customers who have sustained us, challenged us, and inspired us along the way. I am so thankful to them, particularly to Clay Robbins at Oglethorpe Power who was our first customer.
To celebrate our birthday, we have a gift for you: Our viewpoint on communications that separates great workplaces from good ones. Enjoy!
Less is more. The secret to effective communications is keeping it simple. Resist the urge to add more superficial detail. Your audiences will pay attention.
Commitment at the top is the key to success. We’ve worked with both types of leadership teams -those that are aligned and those who just say they are. Your employees recognize when your leaders don’t walk the talk. Get in step.
Personal stories leave a handprint on the heart. The shortest distance between two people is a story. When you share a personal story, people pay attention and remember the point of your message.
Be credible. We’ve seen more than a few companies ballyhoo their fantastic culture externally, while internally, the high performers are beating it out the door. Respect your employees enough to tell the truth. Be brave enough to be transparent, even when the news isn’t good. The most successful businesses tell it straight and involve employees in solutions.
Make your employees the stars. Let’s face it; we’ve all seen enough of the CEO. How often do you hear from frontline employees? Make employees the stars of your internal communications, recruiting and social media. It will bring your brand to life for customers, partners, and new talent.
Before you craft your next message, take a look at these and enjoy.
“When you are telling stories, have a point. It makes it much more interesting for the listener.” Planes, Trains and Automobiles, 1987
“Don’t use seven words when four will do.” Oceans Eleven, 2001
“Learning to listen, that takes a lot of discipline.” Forever Strong, 2008
“Some people without brains do an awful lot of talking.” Wizard of Oz, 1939
“Avoid using the word very because it’s lazy. A man is not very tired, he’s exhausted. He’s not very sad, he’s morose. Language was invented for one reason, to woo women. And in that endeavor, laziness will never do.” Dead Poet’s Society, 1997
“The Internet’s not written in pencil, Mark. It’s written in ink.” The Social Network, 2010
“Whoever tells the best story, wins.” Amistad, 1997
“You must write your first draft with your heart. You rewrite with your head. The first key to writing is to write, not to think.” Finding Forester, 2000
“You never really understand a person until you consider things from his point of view… Until you climb inside of his skin and walk around in it.” To Kill a Mockingbird, 1962
Everybody has to sell a little. You’re selling them this idea of you, you know, you’re sort of saying trust me, I’m, um, credible.” Broadcast News, 1987
It’s 30 seconds of sheer torment for a good cause that went viral. I personally know at least 20 people who took the ALS Ice Bucket challenge. And I watched every one of their videos on FaceBook. Every one of them.
Neighbors, friends, family. Each video had its own personality, its own setting, its own rules. No professionally developed script, no fancy camera work, no sizzle reel. Just a bucket of ice, a cell phone camera, and a willing participant.
As of September 22nd, the ALS Foundation reported receiving $115 million for the cause as a result of the challenge, with literally millions of people participating.
The shocking part of this phenomenon is that so many people wanted to dump an ice bucket over their heads. Imagine harnessing the same kind of energy to rally employees around a good cause! Picking a cause that’s worthwhile and challenging employees to a fun, easy activity is a great (and inexpensive!) opportunity to bring the personality and culture of your business to life and support teamwork.
So why was the Ice Bucket Challenge a game so many wanted to be part of?
In a recent Forbes article about the science behind the success of the challenge, contributor Rick Smith identified three traits that make ideas go viral:
“…Big ideas get noticed; Selfless ideas inspire action; Simple ideas write us into the story. Understand how to make your ideas big, selfless and simple and you will be able to control growth.”
Big. In a culture of media and information overload, only the really big (ubiquitous) ideas gain any traction. Because there was a feel that everyone everywhere was watching someone dump an ice bucket over his head, a sense of shared experience grew up. Ask yourself how you can use your communications channels in creative ways to pump up enthusiasm and get everyone in on the game.
Selfless. Empathy stirs us to action when we see someone else doing something selfless. And there may be more selfish motives as well. Ever heard of “the audience effect?” That’s what neuro-scientists call that urge to donate or help out when someone else is looking. That’s why video and images of team members taking your challenge on social media, in your newsletter, on your message boards, are so important to getting everyone involved.
Simple. Asking people to do something that’s not too complicated increases participation. Simplicity also gives everyone the opportunity to make the activity their own and be creative if they want to be.
You may already have some great ideas for a cause-worthy employee challenge running around in your head. Here are some (maybe a little of corny) ideas to bounce off of:
A Throw Back Thursday contest where employees donate when they post their pics to the company intranet.
How about prizes for the biggest ‘80s hair or the widest bell-bottoms?
Everyone loves a most beautiful baby contest particularly when team members supply their own baby pictures.
You can probably think of a lot of ideas more relevant to your culture. Give us a buzz at Insight! We’d love to hear what you think and help you execute your big idea to boost employee engagement!
Communication is key, and never was this more apparent to me than when I found my 14-year-old self alone and utterly lost in the streets of Rome, Italy at two o’ clock in the morning.
“Whatever you do, stick together,” were Dad’s last words to me and my brother before we headed off for a jog together around midnight.
Off we went, on our last night in The Eternal City before returning stateside the next morning, jaunting through a wonderfully historic town. When we were only blocks away from finishing the run, we were separated by a streetlight that had turned colors while we were on opposing sides. I insisted that my brother finish the run and I’d be right behind him.
I thought I knew best. That was a mistake.
I was indeed a block away, but I didn’t realize at the time that I needed to turn down the road instead of going straight. I ran and ran, expecting at any moment to see the bright white shine of St. Peter’s Basilica rise over the horizon (to which our hotel was in close proximity).
Knowing next to no Italian, I couldn’t find my way to where I needed to go. I saw a man sitting alone on a park bench and asked him where St. Peter’s Basilica was in the best way I could get him to understand.
“Dove St. Peter’s Basilica?” I asked, knowing the Italian word for “where,” but not St. Peter’s itself.
“Ah, San Pietro,” he responded.
“Erm, no. Saint Peter’s? You know? The big one? Grande basilica?” I asked again as I motioned with my hands. It was at that point I realized I was now speaking to him in broken Spanish — not my finest hour. Luckily, I found my way back just before the sun rose.
With that in mind, let’s talk about how we tell our stories (from a business sense). It’s important that our clients, and more importantly our colleagues, know where the business is heading. When we do this, we need to speak their language, so let’s leave the corporate lingo at the door, shall we? In Rome, if I could’ve communicated in a language that the man on the bench could understand, I would’ve been back in no time. There’s a lesson in there for all of us.