Why Onboarding Matters: The Impact Of A Strong Employee Experience On Customer Experience

Why Onboarding Matters: The Impact Of A Strong Employee Experience On Customer Experience

Employee experience is not just about offering competitive salaries and perks; it goes much deeper than that. Onboarding, a critical aspect of the employee experience, is often overlooked by organizations. However, the impact of a strong onboarding process on the overall customer experience cannot be overstated.  In this blog post, we will delve into the […]

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4 Things You Can Do to Create a Safe Work Environment

4 Things You Can Do to Create a Safe Work Environment

As an employer, your employees are your responsibility when they are at work. This encompasses many factors, but arguably the most important one is workplace safety.  You need to create a safe work environment not only for your employees but also for the safety of yourself and your customers. Physical security is becoming more and […]

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Executive Spotlight: How To Influence Key Stakeholders

Executive Spotlight: How To Influence Key Stakeholders

As a professional, the ability to influence key stakeholders is an important skill to have if you want to achieve success in your career and help your company reach its goals. It’s not an easy skill to master, but with practice and a few helpful tips, you can learn how to successfully manage and influence key stakeholders in your line of work.

We recently asked our executives for their expert advice on how to influence key stakeholders.

Here are their responses…

Ana Smith, Talent Architect & Global Learning Strategist

Influencing top stakeholders can be a real challenge, but it’s not impossible. It just demands focus, strategy, execution, and follow-up.

For this article, I wanted to bring forward some of the most common yet not as well-known frameworks that can be used to influence top stakeholders. Some of the most common frameworks include:

  • The Power/Interest Grid: This framework helps you to identify the stakeholders who have the most power and the most interest in a particular issue. The stakeholders with the most power and interest are the ones who are most likely to influence the outcome of an issue.
  • The Stakeholder Analysis Matrix: This framework helps you to identify the stakeholders who are most important to your organization. The stakeholders who are most important are the ones who you need to focus on influencing.
  • The Stakeholder Engagement Framework: This framework provides a step-by-step guide to engaging with stakeholders. The framework helps you to identify the stakeholders, understand their needs and interests, build relationships with them, and influence them to support your goals.

These are just a few that can be used to influence top stakeholders. The best framework for you will depend on the specific situation and the stakeholders involved.

Some additional concepts that we should not forget about the topic are:

  • Be clear about your goals. What do you want to achieve by influencing the stakeholders? Once you know your goals, you can tailor your approach accordingly.
  • Build relationships with the stakeholders. The more you know about the stakeholders and the more they trust you, the more likely they are to be influenced by you.
  • Be respectful of the stakeholders’ needs and interests. Don’t just try to force your agenda on the stakeholders. Instead, try to find ways to meet their needs and interests while also achieving your own goals.
  • Be (very, very) patient. It takes time to build relationships and influence people. Don’t expect to see results overnight.
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.”

Michael Willis, Sports Business Operations Executive

Business partners talk to a key stakeholder while meeting for coffee

A stakeholder in sports is an individual or organization whose attributes and actions influence the success of the NFL. Influencing stakeholders should be in every NFL executive’s toolkit—the art of building a partnership that buys into your company’s ideas and culture. In the sports arena, I have identified three types of stakeholders to influence.

1. Participants

Participants are the players, coaches, team staff, and others fundamentally linked to the team and the NFL’s success.

Players at all levels look to a well-regulated sport to offer them opportunities to participate in the game safely with the security of good medical care, salary, and benefits to last them for a long time.

2. Spectators

Spectators influence the financial success of the team. Teams raise revenue from the spectators through ticket sales, concessions, merchandise, and apparel sales. The NFL needs spectators to consume the games in person or on television. Networks pay the NFL a lot of money for the rights to air their games.

3. Financial Stakeholders

The NFL has financial stakeholders to influence to keep revenue flowing in. Major NFL stakeholders are the TV networks covering the pre-season, regular season, and postseason games.

Also, the NFL has significant sponsorship agreements that provide game-day equipment and supplies, and also commercial advertising revenue.

Michael Willis has 18+ years of experience working with accounting & sports organizations and has managed P&Ls of $10M – $125M+ with budgets of $3M-$50M+. He worked for the NFL for 22 1/2 years, mainly with the game officials working on the financial/accounting side of the business.

Lynn Holland, VP Sales & Business Development

Two business partners walk together and discuss key stakeholders

​As a businessperson, you are in sales. You may be selling your team on an idea, convincing your boss to champion a new tech tool to make your business life more efficient, or you may sell a product, service, or technology to a buying committee.

Executives want to participate with low-risk, high-results initiatives so how can you achieve buy-in?

As a SaaS tech seller who helps founders get to market and build early revenue, here’s a 9-step framework I use:

1. Do your research to know the need, how it’s solved, your audience’s selfish desires and motives, and how you will co-sign with accountability to achieve the proposed outcome.

2. Prime your audience so they know what they are going to hear in the context that you want them to act and why.

Example: “I think we have an opportunity to fill a gap in our (fill in the blank) process that if we address it, we’ll add/improve (fill in the blank).”

3. Express why this matters.

Example: “Today this is a problem in that we’re (fill in the blank).”

  • Exposed to potential risks
  • Operating with unnecessary time, costs, errors, etc.
  • Missing an opportunity for profitability
  • Creating friction in the customer/employee journey

4. Illustrate the problem and a solution with a story with statistics to create emotion/care.

5. Personalize.

  • W.I.I.F.M (what’s in it for me – your boss, DM)
  • W.I.I.F.T (what’s in it for “them” – the greater good of teammates, the division, market served, etc. )
    • How
    • How much
    • How quickly this helps them directly (return)
    • Steps for accountability to achieve the outcome

6. Outline major steps and timeline for how you’ll optimize/execute.

7. Give a case study as proof – an example of implementing it and the results (i.e., efficiencies, fewer errors, lower turnover, etc.)

8. Give the top 2-3 risks to the success of the ask and how you’ll mitigate to address likely questions you’ll get asked.

Example: “Here are the potential risks if (fill in the blank) doesn’t work, but here is the backup plan.”

9. Ask “When can we get started?”

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.

Carla Biasi, Personal Stylist

Business people in a meeting discuss key stakeholders

Success is all about relationships. Find out the key stakeholders in your organization and establish a healthy rapport with them. Find out how they became major players and look for similarities in your own work.

People love to talk about themselves so be genuine and ask questions. Learn from the best. Many top-level professionals love to help up-and-comers in their careers so show sincerity when getting to know these people in your organization.

One day you can be a key stakeholder and help others along their way.

Carla Biasi is a personal stylist living on the Mississippi Gulf Coast. She currently has her own business and works part-time at an upscale women’s boutique and as a virtual and kit stylist for a women’s specialty brand.

Kathryn Marshburn, Music Program Manager

Two business partners shake hands after discussing key stakeholders

Who is a stakeholder?

A stakeholder is someone who is affected by or will be affected by your brand.

Roadmapping stakeholders and how to build your key stakeholder relationships will be solidified by mapping and identifying what level of interest they have, which will help build your brand. When you think about how you interact with your stakeholders, you remember that your brand and your reputation are at stake.

There are two different types of stakeholders: internal and external.

Stakeholder mapping in this example will look into internal stakeholders.

It’s important to ask yourself a few questions:

  1. What are these people responsible for?
  2. What do they care about when considering my brand activity?
  3. Do they provide advice or funding?

4. Examples of internal stakeholders: receptionist, marketing team members, sales director, or board of directors.

Start by listing people and departments. Although each project will have a different approach, identifying where each stakeholder resides is useful for organizing and maximizing your time.

  1. Rank stakeholders by interest (1=Most Interest, 2=Some Interest).
  2. Plot key stakeholders with where they rank.
  3. If they have high interest, manage closely.
  4. If they have some interest, keep them informed.

To grow your brand, building a stakeholder map is essential for effective stakeholder management.

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.

Lisa Perry, Global Marketing Executive

Businessman shakes hands with a key stakeholder

To be effective in organizations today, it’s more important than ever to be able to influence others because of the increased pressure on driving results. Here are 10 tips to influence key stakeholders:

  1. Build Strong Relationships: You can achieve this through personal connections, regular communication, understanding their goals, offering personalized solutions, and aligning with their interests.
  2. Be An Expert: To establish yourself as an expert, keep informed on the latest trends, technologies, and news. Share your expertise through thought leadership content.
  3. Keep The Bigger Picture In Mind: It is essential to understand the broader business objectives and how your department’s efforts can support them. This approach helps you make decisions that align with the organization’s goals.
  4. Listen Before You Persuade: You must listen well and make your key stakeholders feel heard. Listen to their concerns, opinions, and feedback. Use this information to tailor your solutions to their needs and perspectives.
  5. Body Language & Tone Is Essential: Be mindful of your body language and tone of voice, as it’s critical to conveying the right message. Use confident and positive body language to get your message effectively communicated. Ensure that your tone is friendly, respectful, and professional.
  6. Find Common Ground: Going out of your way to find areas of agreement and using them as a starting point for discussion will go a long way. This approach can help build a relationship of trust and cooperation.
  7. Provide Data-Driven Insights: Key stakeholders are looking for tangible results. Provide them with data-driven insights that demonstrate the overall effectiveness and impact on the organization and how they align with the overall business objectives.
  8. Give People What They Want: People are more likely to be influenced when they feel their needs are met. Offer solutions that align with stakeholders’ interests, preferences, and values.
  9. Employ Reciprocity: If you give something, it’s more likely that you’ll receive something in return. Offer value to stakeholders through personalized solutions, insights, and expertise. This approach can help build a relationship of mutual benefit.
  10. Map A Strategy: Identify key stakeholders you need to influence. In some cases, you can influence a stakeholder directly, while in others, you may need to identify other stakeholders who influence the person you want to influence.

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 influence key stakeholders? Join the conversation inside Work It Daily’s Executive Program.


Job Shopper vs. Job Seeker: Which One Are You?

Job Shopper vs. Job Seeker: Which One Are You?

There is a huge difference between being a job seeker and a job shopper. And if you don’t understand the difference, keep reading. Because I promise you, if you’re looking for work right now, you need to understand the difference.

The Difference Between A Job Seeker & A Job Shopper

@j.t.odonnell Job Shoppers vs Job Seekers. Why ypu want to be the 1st and not the 2nd! #jobsearchtips #jobseeker #jobshopper #howto #careertiktok #jobtiktok #jobs #careers ♬ original sound – J.T. O’Donnell

The majority of people looking for a job right now are job seekers. They’re getting on board job boards, they’re applying to a bunch of jobs, and then they’re sitting back and waiting to hear from employers.

Here’s the problem: just because job boards are there doesn’t mean they’ve made it easier for you.

A job seeker has a 3% chance of getting a callback when applying online. And that is because these online job boards have made it easier for the employer to get a lot of applicants. But that means there’s a lot more competition for you. So you apply for a job, a thousand other people apply, and there’s a 3% chance you’re getting a call. That is a really frustrating demotivating, embarrassing, depressing way to look for work. You don’t want to be a job seeker.

You want to be a job shopper.

A job shopper chooses who they want to work for, and they are very intentional in the way that they reach out and connect with that employer in order to get their dream job. Sounds a lot better, right? Who doesn’t like shopping?

You start by finding companies that you respect and admire that hire for your skill set and you make a list. It’s called an interview bucket list. The reason you make this list is because employers don’t just want the most qualified applicant. They want the one who would be the easiest to work with.

You get hired based on your personality and your aptitude. You can’t teach personality and you can’t teach aptitude. You can teach experience. That combination of personality and aptitude means you’ll get along with everybody else in the office and you know how to adapt yourself and do things the way the employer needs you to do them. That’s the difference.

Once you have your interview bucket list, reach out and connect with as many people as possible who work at those companies. Here’s an example of what you can say to your new connections:

“Hey, I’m a fan of your company. It’s literally on my top 20 list of companies I’d love to work for someday. Can I hear how you got your job or can I hear what you love about your work?”

That kind of connection story piques their interest because now you’re somebody they might want to hire because you have the things they can’t teach. You’ve got the personality for the job.

So, that connection story is everything. That’s how you become a job shopper instead of a job seeker. Remember to use your connection story in your disruptive cover letter too. Good luck, and go get ’em!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

Why Are You Applying For This Position? (Example Answers)

Why Are You Applying For This Position? (Example Answers)

“Why are you applying for this position?” is a straightforward interview question that gives you plenty of room to give a solid answer. But doing this can be a little tricky. This guide will help you craft an answer that impresses your interviewer and improves your chance of getting an offer. Table of contents Why […]

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How To End Your Week On A Positive Note

How To End Your Week On A Positive Note

As the workweek comes to a close (for most of us), I want to share a set of habits that have become an end-of-the-week routine for me. This routine has been key to ending my week on a positive note and “teeing up” a great start to the following week.

So, how do you end your week on a positive note? As we say at Work It Daily, it’s all about creating good habits.

Consider doing these three things before you leave work each Friday:

Habit #1: Write A Thank-You Note

Happy woman ends her week on a positive note

Reach out with a quick email or (better yet) a short thank-you note expressing gratitude for those who went out of their way to help you this week.

This is literally a 10-minute exercise that has powerful results. You’ll feel great in expressing thanks and the recipient will receive a nice message to end the week on. Who went out of their way to help you this week?

Habit #2: Reflect On Your Accomplishments

Man works on a project before leaving work

Make note of what you believe were your three greatest accomplishments over the past week. Embrace the sense of satisfaction and positive emotion associated with getting these important things done.

Connect this habit with the one above. Was there anyone who contributed significantly to your three greatest achievements? Follow up or reach out to those people with a word of thanks.

Habit #3: Set Goals For Next Week

Co-workers set goals for the next week during a work meeting

What are your three most important goals for next week? Write them down before you log off or leave the office, and visualize yourself reaching those goals. Think about what it will take for you to be successful the following week.

Do you have sufficient time set aside to accomplish those goals? Who do you need to solicit for help? (Go ahead and reach out and confirm their participation before you end this week.) What is the very next action associated with each of those goals, and do you have that task clearly identified on your calendar or task list with a due date?

Give these habits a try on Friday afternoons. If you see a positive effect, add other ones that are relevant to your situation. The message here is to begin a weekly routine that will help you end the week in a positive way and help you get clarity on the most important things for next week.

Need more help with your career?

Become a member to learn how to UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.

“What Can You Bring To The Company?” Best Sample Answers

“What Can You Bring To The Company?” Best Sample Answers

It’s not uncommon to be asked “What can you bring to the company?” during a job interview, so it’s essential that you’re prepared with a good answer. This guide will help you come up with an answer that makes employers excited to hire you. Table of contents Why This Interview Question Gets Asked How to […]

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5 Interview Hacks That Will Give You An Edge (No Confidence Required)

5 Interview Hacks That Will Give You An Edge (No Confidence Required)

How can you project confidence when you don’t feel it? One of the most interesting things I learned from my days as an actor was seeing how audiences tended to remember what a person did much more than how they did it.

In other words, if you take the correct actions, despite not being confident, you’ll trigger the same response as though you were. The goal? Establishing yourself as the job candidate who can deliver the most value—someone who is in demand, understands his/her worth, and is willing to advocate for it.

Here are some hacks to help you appear confident in your next job interview:

1. Have A Great Answer For Tricky Questions You Know Will Come Up

If you were laid off or fired, you know it’s going to come up during the hiring process. So, make sure you have a good answer that eases any potential concerns from the employer.

We recommend using the “Experience + Learn = Grow” framework when you outline your responses for these types of questions. What happened? What did you learn from the experience? How did you grow into a better employee as a result?

Having good answers ready for tough interview questions can set you apart from the competition.

2. Be Flexible With Your Time When It Comes To Interviews

Job candidate interviews for an open position

When an interview runs over, it’s a great sign. They want to continue learning about you, so let them! If you cut it short, you risk losing a great opportunity to sell yourself.

Make sure you block out enough time during the day for your interview, to get there and in case the interview goes long. You don’t want to leave a job interview early, especially if it’s going well! That will rub the hiring manager the wrong way, and definitely hurt your chances of moving on in the interview process.

3. Make Sure You Have A Number Or Range Ready When They Ask About Salary Requirements

Hiring manager asks about salary requirements during a job interview

No one likes getting the brush-off when it comes to important details. If an employer has a budget for a role, they need to know whether it’s worth their time to continue with you (and vice versa!).

Also, this is a good opportunity for you to demonstrate that you’ve researched this and have a clear understanding of your value. An accurate and reasonable salary range will make you seem more confident and can make it easier to negotiate salary down the road.

4. Always Ask For Next Steps So You Know What To Expect And How You Should Respond

Woman asks about next steps at the end of her job interview

Some companies have longer interviews than others, and not every hiring process is the same. Making sure you know what to expect is key so you can set yourself up for success.

It’s simple: never leave an interview without asking the hiring manager what the next steps are! You’ll walk out feeling confident about what to expect in the coming weeks. Also, don’t forget to send a thank-you note!

5. “I’m Interested In This Job, And Want It!”

Job seeker shakes hands with the hiring manager and tells them they want the job

Sounds obvious, right? But you’d be amazed how many great candidates lose out on the offer by being dinged for a lack of enthusiasm for the role.

The best solution? As the interview’s wrapping up, take a second to bring it up.

Why are you excited about the role? Why are you excited about being a part of what they’re doing? And yes, state outright that you’d like the job. It can make a big difference.

It’s okay if you’re struggling with feeling confident during your job search. These five hacks can help you appear confident and stand out from the competition. Sometimes it’s best to fake it until you make it!

Need more help with your job search?

Become a member to learn how to land a job and UNLEASH your true potential to get what you want from work!

This article was originally published at an earlier date.





CEO Critical Conversations: How Communication Failures Cost Your Company Millions

CEO Critical Conversations: How Communication Failures Cost Your Company Millions

Effective communication is essential for business success. Therefore, communication failures will have costly consequences for your organization.

In this article, Work It Daily experts from Vistage will discuss actionable strategies for improving communication and why it matters to you, your organization, and the future of your company. Read on to hear these Vistage Chairs explain the impact of transparent/clear communication on morale, company culture, and business results.

Nora Taylor

​When CEOs fail to communicate effectively, it can lead to a range of negative consequences for the organization including lost opportunities, decreased productivity, increased employee turnover, damage to the company’s reputation, and unplanned legal fees. Ultimately, communication failures can cost companies millions of dollars.

Today more than ever before CEOs need to build a culture that places importance on relationships with both internal and external stakeholders. CEOs set the tone of the organization with the culture. If the CEO wants effective communication in the organization, it is essential to prioritize the behaviors that promote open effective communications beginning with respect.

Communication planning should be thought of as critical, not obsolete, in this age of instant communications where every misstep has the possibility of going viral. Although plans may take a different form than those of the past, they are important.

In many ways, business communications have become very informal and that in and of itself is not bad. However, when you remove the formality, it does remove the guardrails. When delivering information around sensitive subjects, it is better to err on the side of sensitivity, not levity.

Nora Taylor helps CEOs and executives achieve success. As a Vistage Chair, she leads confidential peer advisory groups where the members work together to develop informed decision-making, improved judgment, and confident leadership.

Kirsten Yurich

Leader/CEO talks to her team during a work meeting

Eighty-five percent of business issues are relationship issues.

  • Most leaders did not take courses or get degrees in “how to manage relationships.”
  • Relationships are what many leaders spend the least amount of time “doing.”
  • As they get higher in the organization, the “what” they produce (from a tangible, leave-it-on-the-desk standpoint) changes.
    • The higher they go, the more leaders are responsible for PRODUCING relationships.
  • Relationships are the product of a leader’s work.
  • Relationships are the platform along which all other work is done.

How do you develop better relationships? Have more meaningful conversations!

Set intentions around your WHAT and HOW.

What should leaders be talking about?

1. Have more “why” conversations and less “how” conversations – increase motivation, get to the “real” issue, etc.

2. Motivation and fit between employees; SOONER rather than later in their tenure. Identify if there is a mismatch between the employee and the company (or the employee and the assignment).

    • Do the incentives line up / match with the people we have hired?

3. Are you setting clear expectations and do they line up with the feedback and consequences you have arranged?

    • For example, the leader tells the EE that her performance as a manager is important (the performance of her direct reports) but company incentives line up with alternate job outputs.

4. Don’t leave the drama up to your employee. CEOs are CROs, creating the narrative so employees can see themselves as PART of it, instead of leaving it up to the employee to create the narrative and the leadership team be in reaction mode.

How should leaders be talking?

1. As humans, employees want to know that their leader is a real person who cares about them.

    • Ask yourself, “How do I want this person to feel when I’m finished interacting with them?”

2. Taking the perspective of the “other.” We often call this “empathy.”

    • Lead with saying what you heard from their perspective.
    • Follow up with what you would want to hear if you were in the same situation or experiencing the same feelings.

Be deliberate and intentional with your relationships; they are your most important accomplishment as a leader.

Kirsten Yurich is a former CEO and current Vistage Chair. As a clinician, professor, author, and executive, she leverages this unique blend and creates learning environments for executives to become better leaders, spouses, and parents.

Mark Fackler

Business leader/ CEO says something during a work meeting

Communication failures fall into two categories. The first is the wrong message or, even worse, no message at all. The second is not communicating enough. Failing in either category can cost millions if not the death of an organization. Yet with focus and courage, they are easy to fix.

In a sense, CEOs have a simple communication playbook once you have your organization’s foundation in place. That foundation consists of mission, vision, and values. Couple that with long and short-term goals and you have a foundation. Focused and courageous communication hardens the foundation, preventing costly or even catastrophic failures.

The CEO’s words must always point back to the company’s organizational foundation. Messages to employees, clients, vendors, and the public in general all need to reinforce what you stand for. No matter what the situation, from crisis to mundane, craft the message derived from the foundation.

Once the message is set, repeat, repeat, repeat. This is where courage comes into play. Employees, clients, vendors, and the public at large will never leave you because you stick to foundational-based messaging.

CEOs must believe in their foundation, focus their communication on that foundation, and have the courage to repeat it forever.

Mark Fackler is a retired CEO and currently leads the Vistage CEO group that he was a member of from 1991 to 2002. He is passionate about creating great ROI for his member CEOs.

Mike Thorne

CEO/leader communicates with her team members during a work meeting

Twenty-three percent of executives say they are good at aligning employees’ goals with corporate purpose. Only 17% of employers think line managers are good communicators. Sixty-two percent of emails are unimportant to employees. Yet effective communication (changes/overall) lead to a 3.5X increase in performance. How can this not be a core strategy?

See the opportunity to communicate change as a connection vs. a confrontation and you will see the trust build and, ultimately, the performance of the company improve. Adjust your communication effort to the habits and mobile-first preferences (hybrid/remote/office mix) to what works for how your organization receives information.

Mike Thorne is a former CEO and current Vistage Chair. He leads and facilitates a group of trusted advisor entrepreneurs and a CEO peer group in New Hampshire and Maine.

What’s your experience with communication failures in companies? Join the conversation inside Work It Daily’s Executive Program.

How to Navigate a Career Transition With Confidence

How to Navigate a Career Transition With Confidence

At some point in our professional lives, we may face the need or know how to navigate a career transition or pivot. Whether it’s due to personal interests, industry shifts, or unforeseen circumstances, such changes can be both exciting and daunting. In this blog post, we’ll explore strategies to help you navigate these transitions with […]

The post How to Navigate a Career Transition With Confidence appeared first on Jobacle.com.

Experiential Marketing: How To Overcome 3 Common Challenges

Experiential Marketing: How To Overcome 3 Common Challenges

Do you find yourself wondering what’s next in the experiential marketing world?

  • How can you cut through the clutter?
  • Why is change happening so fast?
  • How are you going to keep up?

    It shouldn’t be a surprise to anyone that the experience economy that is built on people’s interests is constantly evolving. So if you are facing any of the following challenges, I’d love to chat with you.

    • Staying ahead of the curve with your idea for events and content.
    • How to get “more for your money”?
    • Do you have all the right players?

    1. Staying Ahead Of The Curve When It Comes To New And Cutting-Edge Trends In Events And Branded Content.

    Branded content concept

    If you face stiff competition and face it, everyone is, you need your events and branded content to stand out. But how? First, we need a competitive analysis of what’s going on in your channel and a keen eye for trends. Then, you need to fill the gap with ideas that differentiate your brand, connect deeply with your consumers, and inspire your internal team. Your consumer has vast and multi-layer interests, so finding the universal hot button is critical.

    How can you go beyond the expected prominent elements and work as hard on the little things, the details that personalize and create lasting loyalty? Successful campaigns that lift everyone and propel growth and employee retention.

    2. How Do You Get More Out Of Your Budget?

    Man checks his budget at work

    First is understanding the big picture and knowing the desired takeaway from the audience. The ability to see the big picture, pay attention to detail, and connect the two is critical. Looking closely at the budget, understanding the time and money each element will cost and its impact on the consumer. What simple alterations can be made to one to afford more money for another? Creativity finding ways to get the most bang for the buck is an art powered by experience, problem-solving, communication, great contacts, drive, and passion.

    The early discussions on the idea’s feasibility against the time and money are essential.

    3. Do You Have The Right Players? (Getting The Best Top Talent)

    Creative team works on an experiential marketing project

    We know there are many people in the job market, but you need an expert, someone who can take charge and allow you to think about the bigger picture—the brand’s direction.

    Challenge you don’t have time to search and find that talent. Maybe you need a ringer with a unique and wide range of knowledge. Someone who can step in with experience and confidence and enhance your strategy by bringing the right freelance player together for any given task. Or may you need an elite team, a seal team to tackle a myriad of initiatives.

    I often see internal teams that are bogged down with the day-to-day and trying to pull off their biggest event of the year. At the same time. These teams are extremely talented and just a few key positions shy of being able to truly excel. So, if you feel a few players need more time or want to hire a partner to make it all happen and better than expected, I want to speak to you.

    You should be able to stir the ship, not work in the engine room…be a guest at your big productions.

    Remember, the audience wasn’t part of the planning; they will never know the things you didn’t bring to life, only the ones you do. So make sure what you do is done well, on time, and within your budget.

    Maybe a fresh perspective or outside creative brainstorming is just the thing you need. I find that just speaking to other creatives and brand managers and not knowing everything they have planned help ask the obvious questions and details that might be overlooked. Let’s face it: the “nuts and bolts” of any worthwhile endeavor are totally consumptive and it is only natural to hold back from the big idea because you’re not sure you have the team to make it happen. Well, now you do.

      If exceptional execution of breakthrough ideas is your goal, we should talk.