Uncovering a new job often requires some form of networking. Love it or hate it, having conversations with people you know and people you don’t know (yet), is going to help your job search efforts in many ways. For as long as I can remember, people (specifically job seekers) have had a love-hate relationship with […]
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Having a flexible work schedule is becoming one of the most sought-after job perks. According to a survey conducted by FlexJobs, 97% of respondents said a job with flexibility would have a positive impact on their overall quality of life.
Here are a few reasons why a flexible work schedule might change your life:
Erik Freeman, a benefits advisor representing Aflac, strongly believes today’s employees work far more hours than those of past generations. However, he lives by a different credo. “I work to live, not live to work,” he explains. “With Aflac, I create my own schedule around my life goals, like raising a family and producing rock albums with my band.”
Luis Correa, who is also a benefits advisor representing Aflac, says that working as an independent agent allows him to thrive both at work and outside of work. “It has provided me with the flexibility and financial resources to create my own schedule in a way that allows me to pursue my passions and still be fully committed to servicing my clients,” he states.
Freeman believes having time to focus on mental health, wellness, and hobbies is huge, and his opinion is shared by many others. According to the FlexJobs survey, 79% of respondents said a flexible work schedule would make them healthier, and 87% said it would lower their stress levels.
Freeman, who once worked long hours in retail for another company, says he often went home completely exhausted from helping so many people and meeting high expectations. As a result of stress, he ended up gaining weight, losing energy, and developing harmful personal habits to cope with the stress. “If companies really want healthy employees that create efficient results, they need to take a big look at how they’re helping their employees stay up with their life goals,” he says.
For Heather Siems, a district sales coordinator representing Aflac, having the flexibility to spend ample amounts of time with her family while still working full time was a huge selling point when she accepted the opportunity with Aflac. “I knew that I wanted the flexibility as I started a family, so I could go to dance practices and soccer games but still work full time,” she says.
Having a flexible schedule as well as the ability to work from home has allowed Siems to spend more time with her family and watch her children grow.
Do you wish you had more time to travel? You’re not alone. More than half (58%) of FlexJobs’ survey participants said they want a flexible work schedule for that reason.
For Shyla Syverson, an Aflac benefits advisor from Montana, being able to take vacations and trips on her own time is a huge bonus. “I started working as a benefits advisor with Aflac for a variety of reasons, and one of those was for the flexibility that being an entrepreneur can offer,” she says. “As a result of really hard work and taking care of my policyholders and clients, I have been able to travel more than I ever imagined possible. I can enjoy the great outdoors of Montana and also travel the world.”
Working in an office atmosphere 40 hours a week may affect your productivity. Between interruptions from co-workers, a loud atmosphere, and other distractions, it can be hard to focus on your projects. Studies show that having a flexible work schedule can actually make you a more productive employee. Having the ability to work whenever and wherever you want can help you to complete your tasks more efficiently.
Syverson says she believes workplace productivity is enhanced by a healthy time-off policy. “When an employee knows they can take time off without there being backlash or feelings of guilt, they will want to work hard for the company,” she explains.
A recent study conducted by Leadership IQ revealed that people who work from home are 87% more likely to “love” their job than people who do not.
Being able to spend time with your family, having the ability to travel, and being able to pursue your passions outside of work all contribute to a solid work-life balance. This makes sense because when you are happy outside of work and productive when you are working, you are generally more satisfied.
Do you want a flexible work schedule?
These are just a few of the benefits stemming from a flexible work scheduleâthere are many more. Aflac offers flexible, independent contractor (or agent) roles that can give you the power to do the things YOU want to do. If you are interested in pursuing a career that allows flexibility, check out opportunities with Aflac.
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This post is sponsored by Aflac. Aflac agents are independent agents and are not employees of Aflac. Aflac herein means American Family Life Assurance Company of Columbus and American Family Life Assurance Company of New York. This post was originally published at an earlier date.
Most organizations understand the importance of having a comprehensive risk management program for their operations, processes, and systems. They obviously need to manage their costs to prevent financial losses, but there is much more, such as protecting the assets (including in the event of a business disruption) while complying with legal and regulatory mandates. If they donât, they could harm their brand image, customer trust, or stakeholder confidence. When organizations proactively identify, assess, and mitigate risks, they can enhance their resilience, sustainability, and long-term success.
Most organizations canât do it all by themselves and hire external parties (such as vendors, suppliers, or service providers) to support them with specific products/services. Any external party that plays a significant role in the organizationâs environment is considered to be a third-party vendor. Each of these third-party vendors will have risks. Since they should have their own risk management program, youâre not responsible for any of their associated risks, right? Wrong! According to the Federal Reserve, âThe use of service providers does not relieve a company of the responsibility to ensure that outsourced activities are conducted in a safe and sound manner and in compliance with applicable law and regulations.â
Each of these third-party vendors has risks that may adversely impact your organizationâs operations, reputation, and security. So why arenât more organizations focused on third-party risk as much as they should be? For some, itâs because they arenât aware or donât fully understand the potential risks while others âtrustâ their third-party vendors. Either reason isnât going to be acceptable if something bad happens and it affects your organization.
Third-party risk specifically refers to the potential risks and vulnerabilities that arise from hiring a third-party vendor. Some of the top risks that you should be aware of are:
If something bad happens to your third-party vendor, you want to be as prepared as possible. Since each third-party vendor is different, how can you best mitigate these risks? Proactively implement a robust third-party risk management (TPRM) framework. Comprehensive TPRM minimizes potential risks introduced to your organization by third-party vendors who want to work with you. Some considerations are:
1. Start by doing your due diligence and completing a comprehensive analysis before signing any contract. Review third-party experience, licenses, pending legal issues, etc. The depth and formality of the due diligence will depend on the products/services the third-party will supply. Some contract items are costs, performance metrics, right to audit, data ownership, and termination rights.
NOTE: For your existing third-party vendors (already signed contract), continue with the other considerations. Consider item number one when the current contract comes up for renewal.
2. Risks can be related to compliance, operation, and reputation, to name a few. Review contractual agreements, risk assessments, compliance/regulatory requirements, business continuity/disaster recovery, etc. Do an assessment of the risks analyzing the impact and likelihood that they could occur.
3. Consider having an exit strategy detailing exit criteria and procedures to ensure data and assets are securely transferred or disposed of (just in case).
4. Perform ongoing monitoring including evaluating their financial condition and reviewing their internal and information security controls (e.g., obtaining their SOC reports).
5. Continuously evaluate and update the TPRM based on business operational changes, regulatory changes, and emerging risks.
The organizationâs (internal) risk management program is critical. Because the third-party vendors have a significant role in the organizationâs environment, the (external) TPRM is important too. Organizations need to address both sets of risks to effectively manage their overall risk landscape.
For more information on third-party risk, follow me on LinkedIn!
A lot of job seekers worry about how other candidates are performing in job interviews. However, if you are too concerned about your competition, it can affect your own performance.
After all, there is no point worrying about stuff you have no control over. You can only focus on doing your best. Having said that, here are some of our top interview secrets on how to be more confident in a job interview and stop worrying about your competitors:
We all have something we are really good at, and this is what you need to focus on during a job interview. This is your specialtyâthe service you provide to employers.
You are a business-of-one. In the job interview, you need to articulate how you will make or save the company money with the service you provide. Whether it is your strong analytical skills, ability to win clients, or experience in running marketing campaigns across various countries, focus on what you bring to the job and always back up your answers with examples.
Most people have a mediocre resume that doesn’t show recruiters why they are a strong candidate. The way to avoid that is to provide specific, tangible examples of what you’ve achieved in previous/current jobs that would be relevant to the job you’re applying for.
In a job interview, you’ll probably be asked a few behavioral interview questions that require you to provide an example in your answer. Use the “Experience + Learn = Grow” model and the STAR technique so your answers are clear, concise, and structured.
A continuation of the previous point, it’s important to back up every statement you make with numbers. This is especially true in regard to your resume, where you should be quantifying your work experience.
Numbers are great for demonstrating your skills and expertise. Did you increase revenue or save time? How did you improve processes or procedures? How many clients did you deal with/win every month? You definitely want to have a few stories prepared related to the job description using the STAR technique.
People hire people they like. During a job interview, you’ll want to demonstrate that you have good communication skills, know how to deal with people, have integrity, and so on.
The truth is employers hire for three things: personality, aptitude, and experience. You could have the right experience for a job, but if the hiring manager doesn’t think your personality is a good fit for the company culture, you probably won’t get the job offer. So, make sure you demonstrate your soft skills to prove you’re the best candidate for the job, not just the most qualified.
To make competition irrelevant in your job search, simply stop worrying about other candidates. You don’t need additional stress when looking for a job. Focus on what you can bring to the company instead.
If you’re confident in yourself and stop worrying about the things you can’t control, you’ll have the right mindset to conduct a successful job search.
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This article was originally published at an earlier date.
As a lifelong member of Greenpeace, an avid recycler, owner of two EVs, and a solar-powered home, I do all I can to make the planet a better place. As a recruiter, I enjoy engaging with companies who also are improving our Mother Earth. With Earth Day coming up on April 22nd, I am sharing my top four favorite ways to engage my team and show respect to the planet we call home.
Companies can organize volunteer events to clean litter in a park, beach, or any other public placeâeven sponsor a roadway litter collection and be recognized with a municipal sign. They can encourage their employees, customers, and communities to participate in these events. The EPA also has a âhow-to guideâ on its website.
Some employers choose to pay their employees a few hours to one day a year to volunteer for their community. Most employees would love to step outside in the sunshine and spruce up their community.
Companies can educate their employees, customers, and communities about the importance of environmental sustainability, climate change, and how they can reduce their ecological footprint.
Before you start educating your employees, it’s important to assess the current level of sustainability and recycling. Armed with this information, you will know what to teach your employees.
Create a sustainability policy with details of your goals, expectations, and procedures. Possible topics to cover could include reducing waste, conserving energy, and using eco-friendly products.
Provide employees with training and resources on sustainability. This can include workshops, presentations, videos, and handouts. You can also create an online Earth-friendly resource center with information on best practices, recycling guidelines, and eco-friendly products.
Encourage your employees to participate in sustainability and recycling efforts. You can do this by setting up recycling bins, providing incentives for eco-friendly behavior, and recognizing employees who make an effort to reduce waste.
Companies can provide incentives for their employees to use public transportation, carpool, or bike to work, reduce the use of paper, energy, and water in their facilities, and implement recycling programs.
Publicly reward one employee per quarter or month for their recycling effortsâa social media shout-out, a reusable water thermos, or a gift card to a garden center.
Companies can partner with other organizations that share their environmental values, such as non-profit groups, local universities, and other businesses, to promote environmental conservation. Some non-profit partners could include Habitat for Humanity using recycled building materials, a Goodwill clothing drive, and a Soles4Souls shoe donation.
Many universities have already embraced recycling and sustainable use policies. You might be able to support their recycling drives or fundraising events to support their colleges that are making technological advances in these areas.
Finally, youâve likely heard of the World Wildlife Fund, Oceana, and the Nature Conservancy. Conservation groups can use business partners to spread their message and encourage sustainable and respectful use of our planetâs resources.
I hope these few ideas spark some Earth-friendly, employer-sponsored initiatives for your team!
Your resume and LinkedIn profile are incredibly important to your job search. They not only speak to your past accomplishments but also act as a predictor of your future capabilities. However, these two things can’t successfully complete this task if they aren’t packed with quality information. This includes an outstanding personal branding statement.
What is a personal branding statement? It is a statement that communicates who you are in the workplace. Borrowed from the marketing world, it reflects your professional reputation.
On your LinkedIn profile, the personal branding statement is used to summarize, in just a few words, who you are, what you’ve done, and what you hope to do in your career. This is why it’s so important to take formulaic steps in order to develop one that gets the job done.
To get started, take a look at a personal branding statement that delivers the goods:
I am a community affairs manager with 10 years of experience visualizing, developing, and organizing company-wide philanthropic events, maintaining connections with hundreds of nonprofit organizations, coordinating diverse employee volunteer opportunities, and creating dynamic external and internal event communications.
Why is it successful? It gives a snapshot of your history in the field while providing branding attributes that describe what makes you successful. Also, it gives examples of previous accomplishments that offer insight into how you can help an employer succeed.
So, which formula could you use to create your own?
It may seem a bit far-reaching to say that your overall outlook on life can create a great personal branding statement, but in actuality, it is your outlook that has guided you to your profession and has helped you develop your talents.
So take time to write down your vision. Do you want people to communicate better with one another? Do you hope to expand the breadth of our already-expansive technology? Think about what it is that can help you create the broad umbrella encompassing all of the specific goals your personal branding statement will incorporate.
Again, a personal branding statement is all about showing an employer that you have goalsâand that you not only intend to achieve them in the future but already have in the past.
So, what are your career goals? How do you want to make a difference? Write down what you’d like to achieve along with those skills you possess that can help you attain your goals.
Finally, it’s important to recognize your brand attributes, then apply them to your professional history. To identify your attributes, come up with at least three nouns to describe yourself as a professional.
Are you a great communicator, leader, visionary, or organizer? Then drum up three sentences that round out your professional history in relation to those attributes (e.g., I have 15 years of experience leading groups through philanthropic efforts). Make sure to quantify this work experience!
After completing these goals, you’ll have enough information to create a truly outstanding personal branding statement that not only gives an employer confidence in your ability to succeed but boosts your own confidence as a top professional.
If you’re looking for a job, your personal brand determines how much you’ll stand out to potential employers in the job search. If you’re not branding yourself as a specialist, you could be hurting your chances of landing an interview. So, follow the tips above to write an outstanding personal branding statement today!
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This article was originally published at an earlier date.
To the surprise of many, there are actually a number of executive interview questions that get asked quite frequently. Despite these positions being incredibly important and holding a lot of responsibility, interviewers still have some go-to queries you need to be ready for! This list will help you prepare ahead of time, so you can […]
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This is it. It’s the light at the end of the tunnel. After going through the hiring process, you’re offered a position. Congratulations! It’s a big accomplishment and you should be proud of yourself. However, just because you got the offer doesn’t necessarily mean you should accept it on the spot.
Think about it. Would you buy a house without considering what it means for you in the long run? Your career shouldn’t be any different. Taking a job is a huge investment for both you and your potential employer, so some serious thought needs to go into your decision.
Before you accept that job offer, ask yourself these five questions:
This question may seem like an obvious one to ask, but it’s still important. There could be a huge difference between how you view the job and how your employer views it. Take another look at the job description to make sure it is, in fact, what you want. Also, think back to how the hiring manager described the position during your job interviews. Did you like their answer when you asked them what a typical day on the job looks like?
Don’t forget to consider what you’re good at and what you actually want to do for work. Are there skills you’d really like to use on a daily basis? If so, make sure they’re a necessary part of the position. Are there skills you DON’T like using on a daily basis? If so, see if they’re required for the job, and if they are, find out how often you’d need to pull them into your work.
It’s important to know what your role will be and what will be required of you daily. This is also a good time to ask your potential employer to clarify anything for you.
Your happiness level at your job will impact your work. In MetLife’s 17th Annual Employee Benefit Trends Study, 90% of workers surveyed said their loyalty is directly tied to their happiness.
When debating whether to take the job or not, consider the environment you’d be working in as much as the work itself. Is this a place you can see yourself going to every day? Do you share the company’s core values? Do you like the company’s culture? Your happiness is key to your productivity, and it’s important to evaluate if this job will help you thrive.
You got a job offer for a reason. The hiring manager thinks you’d be a good fit for the company after looking over your resume and going through a series of interviews. They believe you can do the job, but do you believe you can?
Be honest with yourself. This is a big step for both you and your potential employer, so you want to be confident in your skills. Taking another look at the expectations of the job is never a bad thing, especially if you haven’t accepted the position yet. That way, you can gauge your skills and determine if you can meetâor even exceedâyour potential employer’s expectations.
Remember, you don’t want to take a job that will be too demanding and require too much from you (resulting in poor work-life balance), but you also don’t want to take a job that will be too easy for you either. The right position for you will have a manageable workload and lots of opportunities to grow as a professional. Take the job that won’t bore you, but also won’t burn you out in six months.
Think back to your in-person interview when you met your potential boss and co-workers. What were your first impressions of them? Did you think your potential boss was someone you could work for happily? Were your potential co-workers friendly and eager to get to know you?
If you take the job, you’ll be spending a lot of time with these people. It’s important to be honest about how you feel about them.
Think about your short-term and long-term career goals, then take another look at the job description. Is this job going to help you reach those goals? What will you learn in this position that will take you to the next level?
The position should help you grow as a professional. If you aren’t sure about opportunities for advancement, this time allows you to reach out to the hiring manager and ask (if you haven’t already asked about this during the interview process).
Before you take a job, remember to ask yourself these five big questions. That way, you’ll accept every job offer confidently, excited about the next chapter in your career.
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This article was originally published at an earlier date.
Most people think of how diversity affects and benefits the team. Embracing diversity, equity, and inclusion (DEI) in a team is critical when fostering an inclusive and effective work environment. When we build diverse teams that value and leverage different perspectives, we drive better outcomes. The more homogenous the team is, the more âgroup thinkâ youâll potentially haveâbecause the group has a similar thinking style. If you donât have enough diversity, youâre more likely to be missing valuable perspectives. But when you have a diverse team, there will be perspectives that you may never have considered.
Not only does diversity (or lack thereof) affect the team, but that influence can be much further reaching and affect customer-facing products and services. How? By introducing biases (such as implicit/unconscious and conscious). If you have an unconscious bias, youâre more likely to make assumptions and assume that those assumptions are true when theyâre not true. That bias can lead to marketing campaigns based on perceived customer preferences but reinforce existing biases and limit opportunities for your customers.
There are several biases that can influence how customer-facing products and services are designed, developed, marketed, and delivered, potentially resulting in unintended or unfair outcomes.
Cultural bias can lead to misunderstandings, miscommunications, or the exclusion of certain cultural groups. For example, if youâre meeting prospects, did you know that prolonged eye contact is a sign of disrespect in some cultures while people who donât look into someoneâs eyes are seen as being evasive in other cultures?
Language bias arises from differences in language, accents, or dialects. Language bias can impact communication, customer service, or product accessibility, leading to different treatment or exclusion of customers who donât speak the primary language. For example, people who speak English have accents or pronounce certain words differently (especially regionally). How well does your voice response unit (VRU) interpret what is being said by your customers? If not very well, the customer could get frustrated if the VRU constantly misinterprets what theyâre saying.
If youâre using technology to create or improve a business solution, make sure you understand the customersâ needs/wants including the associated data. Otherwise, you may inadvertently introduce data-related bias. There is a saying that data is not agnostic, so you need to know where the data comes from and what the limitations are. Youâve probably noticed that grocery stores (within the same grocery store chain) stock slightly different SKUs in different neighborhoods. If you donât understand the targeted customers for each grocery store and properly analyze the data, you may have limited products leading to poor customer experiences.
Be conscious of your unconscious bias. When youâre aware of your unconscious biases and why you have them, itâs easier to notice when youâre acting on them.
So how do you recognize if there is bias? Start by examining the decision-making process for potential biases. Are there patterns of favoritism, or are certain groups consistently being overlooked? Are there patterns of differential treatment based on characteristics such as race, gender, age, religion, sexual orientation, or neurodiversity? Question the assumptions and consider alternative perspectives. Each person has a perspective based on specific knowledge which is shaped by our personality, background, and even our childhood. All of these things give us a unique and valuable perspective and make each of us different. Maximize different perspectives by having a diverse team.
Foster diversity, equity, and inclusion on your team and use it to their advantage. When you have a diverse team, there will be a much wider variety of perspectives. In addition, educate the team about different types of biases and raise awareness about unconscious bias and its potential impact on decision-making. When the collective team has a better understanding of what the various types of biases are, they have a better chance of recognizing and mitigating them when designing, developing, marketing, and delivering notable customer-facing products and services together.
For more information on the importance of a diverse team for notable customer-facing products and services, follow me on LinkedIn!
Long-term disability insurance is designed to provide financial assistance to individuals who are unable to work due to a prolonged illness or injury. However, navigating the claims process can be challenging, and many claimants find their initial claims denied. If you find yourself in this position, don’t panic; appealing the decision is possible. To help […]
The post Top 10 Mistakes To Avoid When Appealing Your Long-Term Disability Claim appeared first on Jobacle.com.
Creating and sharing online content is one of the best ways to generate sales for your business, big or small. Content is king in this digital world, and those who create online content will get their brand in front of more potential customers, establish credibility, and generate more sales.
We recently asked our leading executives how they use online content to generate sales.
Here are their responses…
As a YouTube content creator, there are several ways to use your online content to generate sales.
You can monetize your content as a YouTube content creator, focus on providing value to your audience, and build a loyal community.
You can use this as influential marketing. According to Influential Marketing Hub, the influencer marketing industry is set to reach a value of $16.4 billion in 2022, representing an 18.8% increase from the $13.8 billion valuation in 2021.
Brands are increasingly turning to smaller creators, such as nano and micro-influencers with strong subscriber engagement and trust, as it can be more effective and cost-efficient than paying larger influencers.
Also, high-quality, informative, and engaging content can attract and retain viewers and lead to revenue streams through:
In March 2020, I was selling enterprise technology when a final demo to secure my last endorsements and purchase approval for a large sale was canceled. Corporate travel was banned, fear converged, and modern buyers emerged with new expectations for finding, evaluating, and making tech buying decisions.
They now resisted mercilessly being spammed and chased with a phone, email, hollow marketing materials, and time-consuming sales journeys, and were no longer accessible with in-person meetings and tradeshows to prospect and further sales.
Instead, they expected vendors to generously publish surprisingly insightful content on social networks where they natively hang out to:
THEN
Visit a strategically designed vendor website to binge on a full library of UNGATED content.
THEN
Submit a web form or make a call, WELL into their buyer journey to VOLUNTARILY self-identify where they found you, became a high-intent buyer, and were led to:
So how can you use content to build high-intent buyers who WANT what you have to offer?
Lynn Holland is a business development executive with 18+ years of experience taking operational, IoT & retail technologies, products, & consumer engagement to market with a focus in petroleum & convenience retail.
From my perspective, online content is such a powerful tool that can be used to generate sales. By creating and sharing high-quality content, you can attract attention, build relationships, and drive traffic to your website or online store.
Based on my experience, these are some ideas on how to use online content to generate sales:
The data is undeniable that large amounts of quality social media posting and increased posting frequency is the key to successful sales. Some of those strategies are free and some are not. Here are three top thoughts to increase online sales with content:
1. Awareness campaigns
Most online sales strategies can be distributed for free through social media, where you can create content for awareness campaigns without having to pay for it. Having music artists post on their Twitter, Instagram, YouTube, and Facebook accounts would be a great place to start advertising your music product with consistency and frequency for new music drops as well as merchandise.
My advice is a very practical approach.
Nobody here today, in 2023, is confused that peopleâs attention sits on social mediaâ¦at scale. It just does and will continue to do so in the future. Sometimes, businesses confuse a business strategy on social media with a human perspective and opinion of social media.
The consumer you are trying to reach is not super concerned with your personal take on how you feel about what 13-year-old is trending on TikTok. Consumers donât care how much you like or dislike Facebook. Your consumers are surfing around on socials, living their life, seeing things, and spending their money. Most successful online sales stories do have a connection to social media and embracing the concept is important for music teams so that the messaging aligns with specific awareness posts for future music initiatives as a baseline.
2. Placing social media ads
Let’s strategize against what the consumer is actually seeing and the reality of the sales process. Sales today does connect to social media in every way and ads that come across your feed allow you to reach more eyes. Yes, placing ads, within a reasonable budget, will be effective in increasing sales. Research should prevail before ads are placed to make sure the target audience is receiving the ads and the correct buyer is being targeted. The reality is that the consumer is online, therefore leveraging ads in front of those customers is essential.
For music artists, aiming for Gen Z and millennials has proven successful as research supports that a large percentage of time spent by this demo is searching for new music artists. Where are they searching? Blogs, articles, banners, and festivals. Placing ads in these specific verticals will be effective in driving music sales.
3. Increasing the frequency of your social media posts
The data is undeniable: more frequent posting is guaranteed to increase sales. Recommended volume for posting should circulate around 12 creative posts per day, per platform. Posting on LinkedIn, YouTube Shorts, TikTok, Twitter, Facebook, Instagram, and Snapchat. Those companies that do not enjoy the grind of posting at a large volume may not survive. Hire a social media team if you must…but posting now is the baseline for successful sales. People that are outflanking in posting cadence are winning exponentially. People that are out-posting others are picking up market share by the simple fact that there is just too much attention on these 5-7 platforms.
Find your cadence and post quality, and aim for 8-12 posts per day.
Kathryn Marshburn has spent 12+ years in the music and gaming industries guiding teams on identifying targeted goals with an agile approach resulting in driving revenue and reducing risk.
How do you use online content to generate sales? Join the conversation inside Work It Daily’s Executive Program.
Digital transformation is a term that has become increasingly popular in the business world in recent years. With the latest technologies, such as cloud computing, artificial intelligence (AI), and the Internet of Things (IoT), companies are adopting digital solutions to enhance customer experience, streamline operations, and drive growth. However, it is not just about adopting new tools or platforms but changing how a business operates and delivers value to those it serves.
Let’s explore digital transformation’s benefits, opportunities, and challenges in modern enterprises.
First, what is digital transformation? I like the definition that Salesforce uses: The process of using digital technologies to create new â or modify existing â business processes, culture, and customer experiences to meet changing business and market requirements. This reimagining of business in the digital age is digital transformation.
Digital transformation can bring many benefits to modern businesses, such as:
However, digital transformation also poses many challenges, such as:
To overcome these challenges and leverage the opportunities of digital transformation, businesses need to adopt a strategic and holistic approach that involves:
Using technologies like AI, IoT, and cloud computing can drive digital transformation in many ways, such as:
By combining these technologies, businesses can create smart, connected, and intelligent systems that can transform their operations and offerings. For example:
ââDigital transformation is not a one-and-done event, an on/off switch, or even a destination. It is an ongoing journey that requires constant adaptation and innovation. By embracing digital technologies, businesses can stay ahead of the curve and create new opportunities for growth and innovation. Companies willing to take risks, experiment with new approaches, and invest in the right tools and systems are more likely to succeed in digital transformation. With the right mindset and strategy, digital transformation can be a powerful catalyst for success in today’s business landscape.
If you like this content, I suggest reading the Harvard Business Review article about how AI will transform project management.