Is Software Testing Really Important?

Is Software Testing Really Important?

When the vendor provides their annual release, the organization probably goes through formal testing. But what about patches and bug fixes? Do you not always do formal testing cycles, gambling with the testing roulette wheel?

Testing is a critical step in the implementation process to ensure that the software functions as intended, meet requirements, and delivers the desired outcomes. It helps to identify any errors or defects that may impact the system’s functionality, reliability, or performance. The testing effort involved will vary depending on the type and size of the change.

Types Of Testing

Types of testing

There are several different types of testing to customize and meet your needs. Some different testing types are:

1. Regression Testing – testing to ensure that the change hasn’t negatively impacted any existing features or functionality.

2. Negative Testing – intentional testing for invalid inputs to verify that the software recognizes and processes the error.

3. Integration Testing – tests the different modules to ensure they integrate and work together properly.

4. Security Testing – includes tests like penetration testing to identify vulnerabilities in security.

5. Compatibility Testing – to verify that the software works across different devices, browsers, and operating systems.

6. Documentation Testing – to test the accuracy of the documentation. Gather feedback from the users about the usefulness of the documentation.

7. Accessibility Testing – tests accessibility for users with disabilities to ensure the software meets applicable accessibility standards.

Testing Best Practices

An organization may not test because they “trust” the vendor, or they underestimate the potential risks and consequences of not testing. But with everyone so busy with competing priorities, another rationale is resource constraints. They don’t think they have adequate resources (e.g., skilled personnel, time, or budget) to test. Whatever the reason, they may assume that the risks of not testing are minimal or manageable and may not prioritize testing.

There are best practices for testing technology. First are the people resources. Make sure you involve IT as well as the relevant business users to make sure all testing aspects are adequately assessed. There is a relevant quote: “Many hands make light work.” The next best practice is to have a separate test environment (so that you’re not testing in production).

When testing, create comprehensive test plans/scripts to provide a roadmap for the testing process. Define the testing scope, resources, and scenarios using real-life scenarios to test functionality, security, and performance in a more realistic setting. Document the test results comparing the actual outcomes against the expected outcomes. If the test doesn’t pass, track the defects using an issue-tracking system. This will allow you to capture, prioritize, and track issues to resolution.

Unlike a big birthday/anniversary party, nobody likes big surprises (aka a major issue) after implementing a seemingly minor patch into production. If you properly test and there are issues, you can decide to accept the risk of moving forward and temporarily creating a workaround.

If you install the software (even a patch or bug fix) without testing, then you introduce the risk of having unintended results/consequences. Does the risk of not testing outweigh the time savings of not testing? If you follow the best practices, you can make the testing process more efficient.

For more information on the value of testing, follow me on LinkedIn!

Alumni Services: The New Outplacement Your Company Needs

Alumni Services: The New Outplacement Your Company Needs

Does your company currently provide outplacement services for laid-off employees? Maybe you do, but only for executives or C-suite members. No matter your company’s outplacement strategy, it’s time for your organization to invest in modern outplacement services—because your company alumni deserve it.

Outplacement services offer structured support to outgoing employees, helping them transition smoothly into new career opportunities. Outplacement is also an investment that can yield numerous benefits for a company, contributing to overall organizational success during periods of change or downsizing.

Benefits Of Outplacement Services

Outplacement services concept

For laid-off employees, outplacement services offer a range of valuable benefits. These services are designed to provide practical and emotional support, helping individuals navigate the challenges of finding new employment opportunities. The best outplacement services empower employees with the tools, knowledge, and emotional assistance needed to successfully navigate a job search or career transition after a layoff and move forward with confidence and optimism.

For a company, investing in outplacement services reflects a commitment to ethical and responsible business practices, supporting departing employees, and reinforcing a positive employer brand, all of which can contribute to the long-term success of the organization.

Benefits for Employees:

  • Personalized guidance and assistance with job searching, resume and cover letter writing, interview preparation, and networking.
  • Access to training and development resources that can enhance their skills and marketability in a competitive job market.
  • Emotional support and guidance to help maintain confidence and motivation during a potentially challenging period.
  • Access to networking events, job fairs, and industry connections.
  • Targeted assistance based on their unique skills, experience, and aspirations.
  • Quicker results than if they were navigating the process on their own due to expert guidance and resources.
  • Sense of closure and support that allows them to leave their previous job on a positive note and foster a sense of gratitude towards their former employer.

Benefits for Your Company:

  • Accelerates the re-employment process for laid-off employees, reducing the financial and emotional strain on them and their families.
  • Boosts morale among remaining staff by demonstrating a commitment to the well-being of departing employees.
  • Enhances the company’s reputation and preserves its employer brand from positive word-of-mouth from departing employees, which can help attract top talent in the future and mitigate negative publicity.
  • Maintains productivity and engagement levels among remaining staff, as they perceive that the company values its workforce, even during challenging times.
  • Leads to shorter unemployment periods for laid-off employees, potentially reducing the company’s financial burden related to severance packages and unemployment insurance.
  • Minimizes the risk of potential legal actions by showing that the company has taken steps to support employees during layoffs.
  • Contributes to a positive workplace/organizational culture by showcasing the company’s commitment to its values and fostering a sense of loyalty among both current and former employees.

The Problem With Traditional Outplacement Services

Traditional outplacement services are expensive. Most start-ups and newer companies can’t afford to invest in traditional outplacement services for laid-off employees, and larger companies might be hesitant to invest due to the cost, especially when hundreds or thousands of employees might be laid off at one time.

Individual coaching is the most expensive type of coaching available with traditional outplacement services. A company could opt for group coaching, which is typically a cheaper option, but that can be less customized, less confidential, and less effective.

Work It DAILY’s Alumni Services: A Modern Approach To Outplacement

Work It Daily's Alumni Services, outplacement services for laid-off employees

We know that outplacement services have numerous benefits for both employees and companies. But the cost of traditional outplacement services is a major drawback. So, what’s the updated, modern solution?

Work It DAILY’s Alumni Services.

Work It DAILY, an expert-led, online, on-demand career coaching platform, can help your organization manage layoffs effectively at a fraction of the price of “traditional” outplacement services.

Services include:

  • 24/7 access to our coaching team for questions and material reviews
  • 24/7 access to a private online community
  • Resume, cover letter, and LinkedIn reviews
  • Interview preparation help
  • Unlimited networking opportunities inside the platform
  • Access to 14 exclusive online courses (over 200 hours of video content)
Your ex-employees are your company alumni. If you believe your company and every past, present, and future employee deserves the best outplacement services, contact us today and receive your confidential information packet.
Traditional outplacement services are outdated. Alumni Services is the new outplacement you’ve been looking for: affordable, effective, and led by expert coaches Check out Work It DAILY’s Alumni Services today. Your company and all its alumni will thank you.


How To Avoid Getting Ghosted By A Recruiter

How To Avoid Getting Ghosted By A Recruiter

After your phone screen with a recruiter, they tell you you’re great. They want you to meet with the manager the next day. You enthusiastically say “yes.” And then you get ghosted.

This happens a lot, but I’m going to give you a tip so you can (hopefully) avoid getting ghosted by a recruiter after your next job interview…

Ask Them 2 Key Questions

@j.t.odonnell Replying to @clv970 How To Avoid Getting GHOSTED By A Recruiter #recruiter #ghosted #HowTo #notgetghosted #gotghosted #jobsearch #interviewtips #interviews ♬ original sound – J.T. O’Donnell

This won’t work every time, but you’ve got nothing to lose with this strategy.

The next time you’re in this situation, say:

“Yes, I definitely can meet with the manager tomorrow. But I have two quick questions for you. How many phone screens do you have left to do today? And out of all your candidates, how many slots will there be tomorrow for a meeting with the manager?”

This is going to help you understand their process. It’s going to manage your expectations better when you hear that they’re doing 20 phone screens and only three people are getting a meeting with the manager tomorrow. It’s also going to remind that recruiter that you understand the process because when they articulate the hiring process to you, it will stick in their mind.

Then, no matter how they answer those two questions above, you’re going to follow up with…

“Great, I totally get it. I know not everyone is going to get a slot tomorrow, but is there anything else I can provide you to increase the chances that I get a slot? Because I’d really love to get a crack at this job.”

Or something to that effect.

What this is going to do is, again, give them a chance to tell you anything else you need, but remind them you really want this job, and you understand the recruiting process and you’re super respectful about it.

This is the most important part, though: it’s also going to give you peace of mind because you’re at least going to understand the process, and then you won’t feel ghosted.

So, remember to ask the two questions above after your next phone screen so you don’t get ghosted in the interview process. Good luck, and go get ’em!

Need more help with your job search?

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Summary Sunday: Issue #531

Summary Sunday: Issue #531

Searching for a new job takes patience, persistence and know-how. Uplevel your search by applying modern job search strategies. In this week’s summary, you’ll learn about: There is a lot of job search advice out there. Rather than get distracted by fast-talking tiktokers, listen to proven advice from people who have been doing this longer […]

The post Summary Sunday: Issue #531 appeared first on Career Sherpa.

3 Tips For Improving Your Executive Resume

3 Tips For Improving Your Executive Resume

Even executives who’ve had several years of experience in a profession can find it hard to secure a new job. The problem clearly isn’t lack of experience, but rather understanding how to best position themselves on their resume so that employers will take notice of what they have to offer.

When you’re a senior executive, there’s typically no shortage of information to include on your resume—and that’s where the problem lies. When there’s no strategy for writing a resume, the end result is usually a mishmash of information that doesn’t help employers understand exactly how and why you would fit their needs.

So, how can an executive write a resume that will stand out to employers?

The tips below will help you write a strategic and effective executive resume with ease.

Present Information That Aligns With The Employer’s Needs

Employer/hiring manager reads an executive resume that aligns with their needs

When employers review your resume, they are looking to understand how you may fit into the role they are looking to fill and the organization. A resume that is written like an autobiography (everything from past to present with no filter on what information is appropriate to include) fails to provide customized information that shows you meet their needs.

What you need to do is highlight the specific experience and skills that align with their needs. In other words, you need to customize your resume for each job you apply for. You do that by carefully reviewing the job posting, understanding what the specific needs are, and then thinking about how you’re proficient in those areas.

Utilize an executive headline and relevant skills (not an objective statement) at the top of your resume to present highlights of what you have to offer to meet the employer’s needs.

Demonstrate How You Brought Improvement/Results To Your Previous Jobs

Employer reviews an executive resume with quantifiable accomplishments

While detailing roles and responsibilities at previous jobs under “Work History” can help improve keyword matches when the resume is run through the applicant tracking system (ATS), it needs to present other information once it gets in the hands of a human reviewer.

The human reviewer will be looking for information on how your actions on the job brought results. This requires you to quantify your accomplishments on your resume. When you write quantifiable results on your resume, it provides employers with a much better understanding of the type of experience and situations you’ve faced and what you’re capable of achieving on the job.

Connect With The Employer

Those who are hired for the job are typically job candidates who’ve related well with the employer. They’ve shown how they fit in and share similar passions.

To help build that connection with the employer on the resume, indicate professional affiliations, volunteer work, and other aspects that may be outside of work that are relatable. For example, if you know the employer is heavily involved in community work helping pets in need and you’ve volunteered at an animal shelter, include a brief mention at the end of your resume to help build a stronger connection. Your professional affiliation with related fields and industry groups also helps demonstrate to the employer you share a passion in the same space as they do.

These are simple strategies to help improve your executive resume. The more you can tailor your information, the easier it is for employers to take notice of you and initiate follow-up action. Show employers you can meet their specific desires and needs and connect with them by showing you share similar passions!

Need more help with your executive resume?

Check out our executive-level membership and start working with career expert J.T. O’Donnell on branding your executive resume today!

This article was originally published at an earlier date.

Alumni Services: The New Outplacement Your Company Needs

Surefire Questions Every Hiring Manager Should Ask

As a hiring manager, the types of questions you ask in a job interview can help you determine whether a candidate is qualified for a position and a good fit for your organization. But which interview questions are the best questions to ask?

In this article, members of Duffy Group will reveal how to craft effective and customized interview questions that help you uncover a candidate’s true potential, assess their fit within your organization, and make informed hiring decisions. Read on to unlock the secrets to conducting successful interviews that lead to building exceptional teams.

Kathleen Duffy

Hiring leaders recruit for technical skills to do the job and assess for cultural alignment. To assess for cultural alignment, we must go deeper than asking, “What does culture mean to you?” Look at your company values and develop questions. For example, at Duffy Group, one of our core values is innovation. I look for people who are curious.

Tell me about something you were really curious about that has nothing to do with this job. It doesn’t matter what they are curious about; it lets me know if they have a curious mind. We want people who are curious because that’s how we innovate.

Another question is, “What does diversity mean to you?” For some, it may be gender, race, ethnicity, etc. We are looking for people who have an appetite to come into an organization where reasonable minds can disagree. How do you approach someone who sees the world differently from you?

It is critical for us as hiring leaders to figure out if candidates will thrive in our environment that celebrates diversity.

Kathleen Duffy is the founder, CEO, and president of Duffy Group. The company’s vision is to elevate recruitment research as an alternative to contingent and retained search. Since its founding, Duffy Group has been a remote workplace and a culture of work/life harmony.

Colleen Neese

Hiring manager listens to a job candidate answer an interview question

As an executive recruiter, it’s our job to be curious and ask a lot of questions that will help us determine if the candidate has the skills and fit for the job. Many times those questions are very specific to the industry or job. For example, the questions I ask when recruiting in the non-profit industry are different than the questions I ask when recruiting for a for-profit company. And the questions I ask a chief financial officer are very different than the questions I ask a chief information officer. But I have one tried and true question that I ask everyone I interview:

  • How do you spend your time? Break down in percentages where your time is spent.

This allows me to understand if the candidate has the right skills and experience to do the job. Are they doing this today or would this be a stretch for them? Of course, this only works if you have a true understanding of the job requirements and where the candidate will be spending their time in the role, so it’s critical to have that understanding first before asking this question of candidates.

For example, when recruiting for non-profit CEOs, I always ask them to break down how they’re spending their time. Many of the non-profit CEO searches I lead require a strong background in fundraising, so if I learn they are spending very little time on fundraising, it’s a mismatch.

The other question I always ask every candidate I talk to is:

  • What is motivating you to consider making a job change?

It’s so simple, yet the answer you receive will uncover so much information that will help you understand what’s important to the candidate. In many instances in life, we need to go back to the “why,” and that’s true in recruitment and interviewing. Why now? Why this job? Why this company? What are you NOT getting from your current role that you’re seeking? And then listen!

Happy hunting!

Colleen Neese is a practice leader at Duffy Group. She specializes in recruiting executives in non-profit and healthcare.

Kristin Pozen

Hiring manager asks about a job applicant's resume during an interview

One of my clients is TTI Success Insights, an industry-leading assessment provider dedicated to revealing human potential through assessment solutions and research. They had recently hired a new president and were positioned to grow the company. Although they had been a family-owned and operated business for over 30 years, their internal human resources structure or processes needed updating. Additionally, they required an HR leader who could bring about a culture change and fuel their planned growth.

Here are a few examples of the questions we used:

  • Have you ever been with a company while they were experiencing a culture shift? What was your role in that shift?

This question allowed us to determine if they could drive culture change. TTI’s president envisioned a culture that cared about character and serving others.

  • Give an example of how you influenced a positive outcome when several senior leaders disagreed.

By asking for examples, we could evaluate if the candidate could assist in the company’s strategic growth by collaborating with the senior leadership team.

We identified and hired a fantastic HR leader for their organization by digging deeper into our interviews and addressing their biggest concerns. Asking for examples of past successes and failures can better describe a candidate’s experience.

Kristin Pozen is a research recruitment recruiter at Duffy Group and a former HR recruiter.

Sharon Grace

Hiring manager asks a question during a job interview

You’ve been tasked to fill a position. Maybe it is a newly created position, maybe it’s with a new hiring leader with the company, or maybe it is a high turnover role, and you are not excited to work it again. Even if it is a role and hiring leader that you are familiar with and excited about, it’s still important to ensure you ask the right questions as part of your intake process. Here are some tips that have helped me:

  • Be able to define what makes this group attractive to a potential candidate. Why would you want to work with this group? Describe the personalities of the group.
  • What are the top three primary skill sets (not soft skills) necessary to succeed in this role? Do they need experience creating and implementing a strategy, budgeting and forecasting, and designing and implementing legally compliant HR procedures and best practices?
  • What is the most important thing this person needs to do in the role to succeed?
  • What experience or skill set will not work?
  • What companies should we avoid?

There is so much more to a position than what is in the job description. Digging deep with the hiring leader will set up the process to dig deep with a candidate as you try to identify the fit. Both the hiring leader and the candidate are curious about each other. I can’t emphasize enough how important it is for hiring leaders and candidates to work with a recruiter to help uncover the real opportunity, identify fit, and remove ambiguity.

Sharon Grace is a veteran search executive at Duffy Group who helps hiring leaders hire great people because of her proven track record as a strategic partner and advisor to recruit, identify and assess talent.

Need help recruiting talent for your organization? Check out Duffy Group today.

Rebranding In The Music World: How Artists Transform Their Image For Impact

Rebranding In The Music World: How Artists Transform Their Image For Impact

Success in the music business has never been an easy journey or an overnight success story for anyone. Establishing a cohesive brand story is critical for distribution, label shopping, press outlet attention, and more. For artists looking to make a new profound impact and leverage fanbase activity, consider rebranding an essential tool to remain relevant and adapt to the dynamic trends in the music industry.

Rebranding provides an opportunity to refresh your image, connect with new audiences, showcase artistic growth, and share new stories and experiences. Ultimately, rebranding can revitalize an artist’s career, open doors to new opportunities, and reignite interest from fans and industry stakeholders. Let’s start our conversation with a quick recap on branding.

What Is Branding?

Branding involves taking deliberate actions to build a brand and shape how your audience perceives you. The goal is to ensure your audience views you the way you intended.

For music artists, their brand is the cornerstone of their success. It determines lucrative collaborations, event invitations, social media followers, and favorable public opinion shaping their career trajectory. A well-defined brand strategy is pivotal in attracting the right audience, driving awareness and recognition, and, ultimately, paving the way for a thriving career.

What Is Rebranding?

Rebranding concept

Artists must continuously evolve to remain relevant and advance their careers. The key to achieving this is through rebranding.

Rebranding is a strategic process of altering a brand’s identity, image, or message to align with evolving goals, target audience, or market positioning.

For artists, considering rebranding is essential to stay relevant and adapt to the dynamic trends in the music industry. This strategic process offers a valuable opportunity to rejuvenate their image, establish connections with new audiences, and exhibit artistic growth. This can include changing their messaging, incorporating new fashion images, releasing new music, updating content, exploring new storylines, engaging in collaborations, being featured in other artists’ work, experimenting with different hairstyles, and more. Embracing this transformation enables artists to effectively communicate their evolution and resonate with a broader, more engaged audience, positioning themselves for continued success in an ever-changing industry.

As the music industry continues to evolve, artists who embrace rebranding as a means of adaptation will be better positioned to thrive in the competitive landscape. It allows them to keep their artistic journey fresh and exciting, appealing to both long-time fans and newcomers alike. Rebranding represents an artist’s commitment to growth, relevance, and longevity in an ever-changing creative landscape. By carefully evaluating their artistic direction and brand identity, artists can decide whether rebranding is the right step to propel their music career forward.

A Winning Rebranding Strategy

Rebranding/branding concept

A successful rebrand strategy should include the following key elements:

  • Clear Objectives: Define the goals and outcomes you want to achieve through rebranding efforts.
  • Market Research: Conduct research to understand your target audience, competitors, and industry trends.
  • Brand Identity: Develop a compelling and cohesive brand identity, including a new logo, color palette, and visual elements.
  • Messaging: Craft a strong brand message that resonates with your audience and reflects your unique value proposition.
  • Consistency: Ensure consistency in brand communication across all touchpoints, including website, social media, and marketing materials.
  • Internal Alignment: Get buy-in and support from internal stakeholders, ensuring everyone is aligned with the new brand direction.
  • Rollout Plan: Develop a well-structured rollout plan to launch the rebranding smoothly across all platforms.
  • Customer Engagement: Involve your audience in rebranding through surveys, feedback, and interactive campaigns.
  • Building a Community: Focus on creating and nurturing a community around your brand to foster deeper connections with your audience and promote loyalty.
  • Public Relations: Leverage media and PR strategies to create buzz and generate positive coverage for rebranding.
  • Monitoring and Evaluation: Continuously monitor the performance of the rebrand and assess its impact on key metrics.

By incorporating these elements into the rebranding strategy, you can set yourself up for success and ensure a seamless transition to your new brand identity.

Miley Cyrus’s Bold Rebranding Success

Miley Cyrus

Miley Cyrus’s rebranding success story is a shining example of a transformative artistic evolution. Known initially for her wholesome Disney image, she strategically embraced a bold and edgy persona, shedding her previous image to redefine her brand. With her album Bangerz and provocative performances, Miley fearlessly broke away from her previous teen idol image, grabbing headlines and sparking public discussions. Despite initial controversies, her authenticity and fearlessness resonated with a new audience, expanding her fanbase and reinvigorating her career.

In 2023, she took another daring leap, releasing her new album Endless Summer Vacation while pivoting once more, embracing an Old Hollywood glamour look with platinum hair, beachy waves, and red lips. Miley’s evolving rebranding of herself has showcased the power of embracing change, unapologetically expressing oneself, and taking creative risks, solidifying her position as a boundary-pushing artist in the music industry.

As part of her rebranding strategy, Miley Cyrus has undertaken several key actions to successfully transition from her wholesome Disney image to a more edgy and provocative persona:

  • Image Makeover: Miley underwent a dramatic transformation, shedding her clean-cut, girl-next-door image for a daring, bold, and rebellious look. With her recent album Endless Summer Vacation, she took another daring leap, embracing an Old Hollywood glamour style exuding sophistication and elegance with platinum hair, beachy waves, and red lips.
  • Music Direction: Alongside her image transformation, Miley shifted her musical direction, moving away from a pop-oriented sound to a more edgy and mature vibe. Her album Bangerz showcased her emotional depth and candid storytelling about past relationships, while in Endless Summer Vacation she sings about self-love and courage, reflecting her evolving artistic growth.
  • Provocative Performances: Miley’s performances became the centerpiece of her rebranding strategy during Bangerz, delivering memorable and controversial shows that garnered widespread media attention and ignited public conversations. Today, with Endless Summer Vacation, she continues to distribute thought-provoking and authentic videos that align with her artistic vision, captivating audiences with her newfound Old Hollywood charm.
  • Embracing Authenticity: Throughout her rebranding journey, Miley prioritized authenticity and fearlessness, openly expressing herself and her creative vision. With each album, she has fearlessly challenged societal norms and expectations, forging a path that remains uniquely her own.
  • Engaging with New Audiences: Miley’s rebranding efforts aimed to connect with a broader and more mature audience, attracting new followers who resonated with her evolving persona and musical style. Her recent transformation to an Old Hollywood glamour look further expands her appeal and audience reach.
  • Media Engagement: To generate buzz around her rebranding, Miley strategically engaged with media during Bangerz. She gave interviews and utilized social media platforms to communicate her new image and creative direction directly to her audience. With Endless Summer Vacation, her media engagement continues to highlight her bold and glamorous transformation.

Miley Cyrus’s ability to successfully navigate two distinct rebranding journeys from the edgy and provocative to the timeless and sophisticated demonstrates her versatility as an artist and her commitment to embracing change to remain relevant in the music industry. Her recent rebranding to an Old Hollywood glamour look with Endless Summer Vacation further solidifies her position as a boundary-pushing artist, captivating the world with her artistic evolution.

Taylor Swift’s Fearless Rebranding Reinvention

Taylor Swift

Taylor Swift’s rebranding success story exemplifies a masterful transformation from country sweetheart to global pop superstar. Starting her career as a country singer-songwriter, Taylor strategically pivoted her music style, image, and brand identity to appeal to a broader and more diverse audience. With her album 1989, she fully embraced the pop genre departing from her country roots. This bold move paid off as 1989 became a massive commercial success, earning critical acclaim, selling 1.287 million copies in the U.S. in its first week, and is the most awarded pop album by any artist in history with 158 awards (Grammy Awards, BBMAs, AMAs, VMAs, Emmy, and more).

Taylor’s rebranding showcased her versatility as an artist, allowing her to break from previous stereotypes and connect with fans worldwide by continuously reinventing herself and fearlessly exploring new musical horizons. Taylor Swift established herself as a force to be reckoned with in the music industry, solidifying her position as one of the most influential artists of her generation. Today, she continues to captivate audiences, taking them on a journey as she fearlessly evolves and stays true to her roots.

Taylor Swift undertook several strategic actions to rebrand herself successfully:

  • Shift in Music Genre: Taylor shifted from country music to pop, departing from her country roots.
  • Visual Transformation: Taylor adopted a more sophisticated and stylish image, reflecting her evolution as an artist. Her fashion choices and iconic red lipstick became synonymous with her new pop persona.
  • Embracing Independence: Taylor embraced her independence and artistic autonomy, making bold decisions and taking creative control over her music and image.
  • Public Persona: Taylor cultivated a more relatable and down-to-earth public persona, engaging with fans through social media and candid interviews. She allowed fans to see a more authentic and vulnerable side of her.
  • Narrative Shift: Taylor’s songwriting shifted towards more mature themes and storytelling, exploring love, heartbreak, and personal growth.
  • Engagement with Fans: Taylor actively engaged with her fans, creating a loyal and dedicated fanbase that played a crucial role in the success of her rebranding.
  • Global Appeal: Taylor focused on expanding her global appeal, collaborating with international artists, and embarking on successful worldwide tours.

Timing & Patience To Accomplish Your Rebrand

Music festival/concert

Rebranding can provide a deep well of opportunities for music artists, yet patience is key while transitioning your brand. Before launching your new brand, ensure streaming platforms have been notified months before your releases. Don’t get discouraged as rebranding, especially on platforms like Spotify, Apple Music, and Amazon Music, can take up to two to three weeks before updates on artist brands are completed.

  • If changing your name, you can expect delays from the platform updates. However, the most important factor here is to run a copyright search by an attorney to secure your new name and register it so that your name cannot be challenged for ownership.
  • While going through the digital asset change process, stay quiet. Try to refrain from brand deals, posting on social media, etc. Essentially, you are striving for a complete rollover and new launch of the new you! This can take time as each music company updates your information, especially on social media platforms, where finding your correct stakeholder can be daunting. Try emailing or messaging account managers from Instagram, Twitter, Threads, Facebook, TikTok, etc. separately, informing them of your rebrand, supplying them with new digital assets, and requesting a rush update!

With the constantly changing landscape in the music industry, rebranding is an effective way to boost your results as a music artist for increased music sales, reconnect with your fans by providing new ideas and style to your already successful projects, and present new concepts for relevance in the space by curating new artist branding. A rebrand can also market you to labels, publishers, booking agents, and more.

As we define AI in music, a consistent and effective brand presence will be critical for artist success as a differentiator and disruptor in the music business. By having a story that you can continually create and tell, in a consistent high-quality way, the better your chances are to ultimately attract teams, producers, and executives to your projects.

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.

For a step-by-step guide on how to develop a brand strategy, check out How to Develop a Brand Strategy by Lisa Perry. For more brand marketing insights, follow Lisa Perry.

This article was written by Kathryn Marshburn and Lisa Perry.

7 Motivational Career Change Quotes

7 Motivational Career Change Quotes

Making a career change can be a long process filled with small victories and setbacks. If you’re currently going through a career change, chances are you’ll need a pick-me-up or two along the way.

Here are seven quotes to keep you going and inspire you in your career change journey…

For Those Contemplating A Career Change

Amelia Earhart quote

1. “The most difficult thing is the decision to act, the rest is merely tenacity. The fears are paper tigers. You can do anything you decide to do. You can act to change and control your life; and the procedure, the process is its own reward.”

—Amelia Earhart

This quote from the famous American aviation pioneer will really hit home if you’re early in the career change process. Perhaps you have been on the fence about making a career change for a long time and just making the decision to go through with the change was a stressful process in itself. Sometimes people know in their hearts that it’s time for a career change but they’re scared for various reasons.

Overcoming those fears and committing to change is a victory! If you’re strong enough to make that tough decision, you’re also strong enough to go through the career change process and be victorious.

2. “Our finest moments are most likely to occur when we are feeling deeply uncomfortable, unhappy, or unfulfilled. For it is only in such moments, propelled by our discomfort, that we are likely to step out of our ruts and start searching for different ways or truer answers.”

—M. Scott Peck

This quote from the psychiatrist and best-selling author is all about getting out of your comfort zone, and that’s what leaving behind one career and trying another is all about. You’ll have moments of self-doubt and you’ll be challenged. Embrace those moments because you’ll learn about yourself and push yourself to new limits. It’s the best way to grow!

Inspiration For Those In The Middle Of The Career Change Process

Steve Jobs quote

3. “The only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.”

—Steve Jobs

The job search process can be long and frustrating but it’s important to remember that good things take time. You don’t want to settle for any job, you want the RIGHT job—the job that will be professionally and personally rewarding. Don’t stop until you find that job! Jobs, the founder of Apple, never settled and he did pretty well.

4. “You miss 100 percent of the shots you never take.”

—Wayne Gretzky

This a very simple quote from one of the greatest hockey players of all time but it carries so much weight. There may be times where you’re hesitant to apply for a job because of a lack of experience or you don’t feel that you’re good enough. If you don’t try, you’ve already failed.

Do the research, prepare accordingly, and apply for the job. Even if you don’t get it, you may learn something from the process that will make you a better candidate moving forward.

5. “The future rewards those who press on. I don’t have time to feel sorry for myself. I don’t have time to complain. I’m going to press on.”

—Barack Obama

You will undoubtedly face some setbacks along the way in your efforts to change careers. Don’t dwell too long on those setbacks. Learn from them and move forward. As the 44th president of the United States alludes to, feeling sorry for yourself will only slow you down.

As You Near Your Career Change Goal

Seth Godin quote

6. “There are no secrets to success. It is the result of preparation, hard work, and learning from failure.”

—Colin Powell

If you were successful in your career change transition, chances are you can relate to the former U.S. secretary of state’s quote. It took hard work, preparation, and a little failure to accomplish your goal. You’ll find that this is the recipe for the most successful ventures in life.

7. “How dare you settle for less when the world has made it so easy for you to be remarkable?”

—Seth Godin

The sky’s the limit! Never stop trying to improve and grow in your career. If you don’t, you’re only selling yourself short. If you ever stop growing in your career, it may be time to make another change. As the American author says in his quote, you have every opportunity to be remarkable—you just need to take it.

Stay motivated during the career change process and avoid these mistakes.

If you need additional help, become a Work It DAILY member today!

This article was originally published at an earlier date.


What’s Your Executive Decision-Making Style?

What’s Your Executive Decision-Making Style?

If you’re an executive at a large organization or previously served in such a position, you likely have experience working in large groups or teams. When working in a group to accomplish a goal, have you ever thought about your decision-making style and how it impacts others?

Getting a better understanding of your decision-making style and its impact on others is a quality of a good leader. This subject was discussed in a recent Executive Office Hours session inside Work It DAILY. Executive Office Hours is available exclusively for Work It DAILY’s executive-level subscription members.

Decision-Making Styles

There are four basic decision-making styles that people fall under in a team setting:

  • North – A person with this style likes to take action and figure things out as they go along.
  • East – This person is a little more pensive with their decision making. They like to look at the bigger picture and consider all options.
  • South – This person likes to get a better understanding of the team dynamic and make sure that everyone’s feelings are taken into consideration.
  • West – This person likes to pay attention to details and is always interested in knowing the who, what, when, where, and why before acting.

Why It’s Important To Know Your Decision-Making Style

Coworkers work on a team project

If you want to be a good leader, it’s important to understand your decision-making style. When leading a large team of people, you’ll quickly find out that everyone views teamwork differently. By understanding how everyone makes decisions, you’re able to set a direction for the team in which everyone feels included—and potentially avoid clashes among group members.

When team members don’t feel comfortable with the team’s approach, they feel less engaged with the company, and that unhappiness often leads to staff turnover.

Understanding the four decision-making styles also allows you to take a step back and look at the bigger picture. You can evaluate the strengths and limitations of your style, while better communicating your style with colleagues. You also get a better understanding of the strengths and weaknesses of your colleagues’ decision-making styles.

Your Decision-Making Style Is Part Of Your Executive Brand

Group of professionals stand with an executive/leader

If you’re an executive looking for a new job, knowing your decision making-style is also a good way to see if you’ll fit in with a prospective employer. If you get a sense during the interview process that the company’s decision-making style process is the opposite of yours, it’s something to consider before taking the job.

Ultimately, your decision-making style fits into your workplace persona, which makes up your executive brand.

If you’re unfamiliar with your workplace persona, try Work It Daily’s FREE Career Decoder Quiz. Understanding how your decision-making style and workplace persona work together will help you determine your professional strengths so you can market yourself more effectively to employers.

Topics like this and more are discussed every week in Executive Office Hours. In addition to a weekly presentation, each session includes personal stories and updates from other executives in the group.

Are you interested in having access to these private sessions? Check out our executive-level membership. Start working with career expert J.T. O’Donnell on your LinkedIn brand and image management today!

This article was originally published at an earlier date.

Alumni Services: The New Outplacement Your Company Needs

Building A Strong Community For Career Success: A Path To Elevate Your Trajectory

In a world where life’s challenges seem to test us at every turn, I embarked on a transformative journey over five years ago—a journey that has led me to embrace the power of an abundance mindset. As a thirty-something striving to find my way in a fast-paced and demanding world, I’ve learned firsthand that progress is a product of practice, patience (not exactly my forte), and rewiring my thought patterns. Yet, amid this personal evolution, I stumbled upon a game-changer, a hidden gem that propelled my growth to astonishing heights: community.

I’ve experienced firsthand how building a strong network of like-minded individuals who support and challenge you can elevate both your career and personal trajectory. It’s not just about having the right people in your network, but also knowing how to network effectively. Let’s dive into the key elements that can help you foster a community for your career and personal success.

Surrounding Yourself With The Right People

Happy coworkers at work

I’ve learned the importance of surrounding myself with diverse individuals who share my passions and vision. Seeking out mentors, colleagues, and friends who can offer valuable insights and constructive feedback has been invaluable to my professional growth. Beyond traditional settings, I’ve engaged with people from various industries and backgrounds to gain fresh perspectives.

Leveraging Social Media

Man uses social media to try to find the name of a hiring manager

In today’s digital age, social media platforms have become powerful tools for networking. Platforms like LinkedIn, Twitter, and even TikTok have connected me with industry leaders, potential employers, and peers who share my interests. Engaging in meaningful conversations, sharing my expertise, and participating in relevant groups have allowed me to expand my reach and connect with like-minded professionals.

When utilizing social media, I can relate to those who are “over it.” However, branding yourself is imperative in this day and age, even in job search/career management. Here is a quick strategy I use to keep myself in check on my social media usage.

Think of this strategy like when you go to the grocery store. If you go in with a list, you give yourself guidelines to adhere to: get in, get what you need, get out! If you don’t go with a list, things are forgotten, too many snacks are purchased and you blew your budget, and you may have to go back (eek!).

Making a simple strategy for leveraging social media will keep you focused on managing your time, protecting your mental and physical health, and keeping your productivity intact. Follow the “get in, get what you need, get out” strategy—it will keep your social media usage under control.

1.) Get in.

Lead with your content, expertise, or value-add that you want to share with your network. This provides information to your network about you, your expertise, your experiences, etc.

2.) Get what you need (networking is about supporting/nurturing others).

Create a cadence every day or week on how many reach-outs you will make. Whether it’s commenting, liking, or messaging other brands/connections, you are supporting another person’s efforts (also valuable to the trust, connection, and rapport of that individual/brand).

3.) Get out!

Log off or immediately swipe away the app on your phone so you aren’t tempted to scroll. Just don’t do it!

Attending Networking Events

Group of people at a networking event during the summer

Despite the digital era, face-to-face interactions remain crucial for building authentic connections. I’ve made it a point to attend conferences, seminars, workshops, and industry events to meet professionals in my field. Approaching these events with an open mind and a genuine interest in learning from others has helped me establish meaningful connections. Following up afterward to solidify those connections is essential.

Reciprocating And Offering Value

Manager talks to a colleague at work

Networking is a two-way street, and I’ve learned the importance of being willing to assist others in their professional pursuits. By offering insights and support, I’ve been able to build genuine relationships based on reciprocity and mutual trust. Giving back and nurturing my connections in my community has grown my confidence and has also strengthened my network.

Embracing Authenticity And Vulnerability

Woman talks to a colleague about community in her career

I have been inspired by so many different people across many industries. Why? Their authenticity and vulnerability. What you think it took to get where they are is only the tip of the iceberg on their true journey. Remember that for EVERY individual you encounter. Embracing my own journey, including the challenges I’ve faced and the lessons I’ve learned, has allowed me to foster genuine connections with others. Sharing my story has not only inspired others but also deepened the sense of community we share.

Adopting A Growth Mindset

Happy man at work adopts a growth mindset

Approaching networking with a growth mindset has been crucial for my development. Being open to new experiences, challenges, and opportunities and viewing setbacks as learning experiences rather than failures has helped me adapt and grow in my career. Can we just get rid of the word “failure”? (Asking for a friend!)

Elevating My Online Presence

Woman sends a message to a LinkedIn connection with her phone

I’ve taken steps to ensure that my online presence reflects my professional brand. Crafting a well-designed LinkedIn profile and curating content, practicing being on video (I prefer behind the camera but oh well), and maintaining consistent social media activity have enhanced my credibility and given me even more opportunities to connect with others.

Listening And Learning

Diverse group of professionals/coworkers listen and talk to each other during a work meeting

I’ve come to understand that effective networking involves active listening. STOP! Read that again! Taking the time to understand the perspectives and experiences of others and learning from their successes and challenges has enriched my own knowledge and understanding.

In conclusion, building a community for your career is about more than just collecting contacts; it’s about creating meaningful connections that support your growth and elevate your trajectory. Surrounding myself with the right people, being authentic and vulnerable, and contributing value to my community has been the key to growth. I now understand that success is not a solitary journey but a collective effort toward mutual growth and prosperity.

Ready to take your career to new heights? Start by building a community that fuels your success. Connect with like-minded individuals, embrace authenticity, and make a difference.


How To Improve Help Desk Performance

How To Improve Help Desk Performance

Technology is seemingly ubiquitous within organizations. When things go wrong, whom does the end user typically reach out to for help? The help desk! In many organizations, the help desk is available when the business is working, which sometimes can be 24/7.

The most important aspect of the help desk is the people. Each team member should feel motivated and empowered to do their job. You want to cultivate each team member individually and as a team. Everyone brings something special to the table so create a supportive and inclusive team environment. Encourage mutual respect, a willingness to collaborate and help each other, and to have shared team-based goals.

Once the team is established and has great synergy, that’s not the end. Make sure you provide ongoing training and professional development opportunities for the team. With technology constantly changing, it’s critical to keep them updated with the latest software, tools, and best practices. Investing in ongoing training and personal development will enhance their technical skills, customer service abilities, problem-solving capabilities, and overall efficiency.

The next step is to give the team the tools they need to do their job. Provide tools and technologies that facilitate communication and collaboration. This includes a platform (such as an intranet site) with shared documents including FAQs, procedures, contact lists, etc. to facilitate collaboration and information sharing. Also, are you able to offer a mobile app that enables the help desk team to access and manage tickets remotely? If team members are “on call,” an app facilitates providing remote support timely which improves responsiveness.

Improving Help Desk Efficiency

Help desk concept

Improving the efficiency of the help desk can significantly increase productivity as well as customer satisfaction. Some additional items you can offer geared toward end users are to:

1. Establish clear service-level agreements (SLAs) that define response times and resolution targets for different types of support requests. This provides expectations for both the help desk team as well as end users. For example, the help desk will respond to user maintenance requests within 24 hours. Regularly monitor and report on SLA compliance to ensure timely completion and to identify areas for improvement.

2. Continuously measure and analyze key performance indicators (KPIs). Several websites (such as www.kpi.org) define KPIs by business function. Some help-desk-related KPIs are first response time, average resolution time, and tickets by type. Use this data to identify trends and areas for improvement. Solicit feedback from end users through surveys to understand their experience and identify areas for improvement.

3. Implement self-service options (e.g., password reset option, FAQs, and knowledgebase) to empower end users. This allows end users to be more self-sufficient and find solutions to common issues. This can reduce the number of service requests and allow the help desk team to focus on more complex tickets.

4. Implement a comprehensive ticketing system to track support requests.

What Makes A Good Ticketing System

Ticketing system, support request, help desk

A good ticketing system should support various communication channels like phone, email, and portal forms, allowing tickets to be generated from multiple sources. It allows the help desk team to easily create, streamline assignments, prioritize, and track tickets. Make sure the help desk team is trained in using the ticketing system effectively. A great ticketing system will provide advanced features/functionality such as:

1. Features for effective end-user communication and feedback. It will provide automated notifications and updates on ticket status changes and provide end users with visibility of the ticket status. It also allows end users to provide feedback and rate their support experience. These types of features provide transparency, foster positive relationships, and improve customer satisfaction.

2. Automation capabilities to streamline processes and workflow management. Based on certain criteria (e.g., ticket type, priority, or requester), the system can kick off predefined workflows and rules for automatic ticket routing, escalation, and notifications. This type of automation reduces manual effort, ensures consistency, and improves response times.

3. Comprehensive reporting and analytics capabilities because you want to be able to measure what’s being done. It will provide real-time and historical data for KPIs and other relevant metrics. Robust reporting helps to identify trends, measure performance, and make data-driven decisions for continuous improvement.

For more information on improving your help desk performance, follow me on LinkedIn!

Executive Spotlight: How To Manage Business Relationships

Executive Spotlight: How To Manage Business Relationships

Whether you’re an entrepreneur, professional, or aspiring leader, learning how to manage business relationships is an important skill that can drive success in your career. By elevating your networking and communication skills, building meaningful connections, and nurturing partnerships, you can foster long-lasting relationships in the dynamic business world.

We recently asked our leading executives for their best tips on how to manage business relationships.

Here are their responses…

John Schembari, Senior Education Academic And Operations Executive

Managing business relationships is key to any organization but especially for independent service providers/consultants such as myself. While working with business partners on a project, provide your relationships with the opportunity to give ongoing feedback on your services so that any pivots can be made early on to better support your partners’ goals. Keep partners informed of project progress.

However, the key is not “just” to think of business partners/relationships when you need them. It is important to keep business ties current through ongoing albeit brief follow-up communication, after project completion, where you can offer your relationships something of value for free. Remind them of your value here and through social media—even better if, in highlighting your own gravitas on social media, you can promote the work of your business partners/clients at the same time.

And, if you can’t support your business relationships/partners on a project, be open to providing names of other service providers who can. Your clients will see that you have their interests in mind and your colleagues to whom you provide business leads might one day return the favor.

John Schembari is a current K-12 teacher/school leader academic improvement coach and former school building and district administrator. He loves to draw, travel, swing dance, and read nonfiction.

Ana Smith, Leadership Development & Learning Strategist

Executive/leader/business partner talks in a meeting and manages his business relationships

Managing business relationships is a critical skill for any expert in the business world. Effective relationship management is essential for building strong partnerships, fostering trust, and achieving long-term success. Here are some key strategies for managing business relationships:

  1. Communication: Open and transparent communication is the foundation of successful business relationships. Regularly engage with your partners, clients, and stakeholders to understand their needs, concerns, and expectations. Actively listen and respond promptly to their inquiries, ensuring that all parties are on the same page.
  2. Establish clear objectives: Clearly define the purpose and goals of the business relationship. This includes setting mutual expectations, defining roles and responsibilities, and outlining the desired outcomes. Having well-defined objectives helps maintain focus and alignment throughout the partnership.
  3. Build trust: Trust is the cornerstone of any successful business relationship. Demonstrate reliability, competence, and integrity in all your interactions. Be honest about potential challenges and limitations, and work towards finding mutually beneficial solutions.
  4. Be proactive: Anticipate your partner’s needs and address potential issues before they arise. Proactively share relevant information, updates, and insights that can add value to the relationship. Taking initiative showcases your commitment to the partnership’s success.
  5. Respect and empathy: Treat your business partners with respect and empathy. Understand their perspectives and show genuine interest in their concerns. Empathy helps create a positive and collaborative environment, fostering strong bonds.
  6. Deliver on promises: Honor commitments and follow through on your promises. Consistently delivering on your obligations builds credibility and strengthens the trust between parties.
  7. Flexibility and adaptability: Business landscapes are ever-changing, so be prepared to adapt and adjust to new circumstances. Be flexible in finding solutions to challenges, and be open to evolving the relationship as needed.
  8. Handle conflicts constructively: Conflicts are inevitable in any business relationship. When they arise, address them promptly and constructively. Focus on finding resolutions that benefit both parties rather than trying to “win” the argument.
  9. Celebrate successes: Acknowledge and celebrate achievements together. Recognizing milestones and successes fosters a positive atmosphere and reinforces the value of the relationship.
  10. Regular evaluation: Periodically assess the progress of the partnership and the satisfaction of all involved parties. Solicit feedback and use it to improve and strengthen the relationship.

Remember, managing business relationships is an ongoing process that requires dedication, patience, and a genuine interest in building lasting connections. By investing in these strategies, you can cultivate mutually beneficial relationships that contribute to your overall business success.

Ana Smith helps people & organizations achieve their full talent potential by developing and co-creating people strategies and customized solutions, and turning them into impactful outcomes and collaborative relationships, using coaching as the “red thread.”

Lisa Perry, Global Marketing Executive

Female executive leads a meeting and manages her business relationships

In the dynamic business world, relationships are pivotal in driving success. Whether it’s with customers, suppliers, partners, or employees, effective communication stands out as the single most significant factor that can make or break these connections. When managing business relationships, focusing on effective communication can yield a significant impact. Here are several communication strategies to consider:

  • Active Listening: Active listening is an essential aspect of effective communication. By actively listening and giving stakeholders your undivided attention, you build trust and accurately grasp their needs and expectations while understanding their message effectively.
  • Clarity & Simplicity: In the fast-paced business world, simplicity is key. Clear and concise communication eliminates ambiguity and misunderstandings.
  • Empathy & Emotional Intelligence: Empathy and emotional intelligence play a vital role in building strong, authentic relationships. Understanding and acknowledging stakeholders’ emotions through empathetic communication fosters trust, strengthens connections, and cultivates genuine connections.
  • Timeliness & Responsiveness: In today’s digital age, speed is of the essence. Timeliness and responsiveness are critical elements of effective communication. Responding promptly shows respect and maintains engagement.

In conclusion, effective communication is the foundation of successful business relationships. It is the catalyst that drives growth and fosters enduring connections. By prioritizing effective communication as a core value, businesses can navigate the complexities of the business landscape and thrive in a world where strong relationships are the key to lasting success.

Lisa Perry helps companies build leadership brands, driving loyal customers & delivering profitability. She does this through a process that builds brands consumers love. Her goal is to help companies develop, monetize, and grow their brands.

How do you manage business relationships? Join the conversation inside Work It Daily’s Executive Program.