Executives

160 posts
Unlocking Connection: Proven Strategies For Tackling Remote Work Loneliness

Unlocking Connection: Proven Strategies For Tackling Remote Work Loneliness

As we navigate the evolving landscape of remote work, shifting from traditional office settings to decentralized home-based work has brought advantages and challenges. In the wake of the global pandemic, employees across industries adapted to a new normal, juggling professional responsibilities amid the chaos of family life and virtual schooling.

Four years into this transformative journey, the flexibility of remote work has become a lasting aspect of our professional lives. While the benefits include increased productivity, reduced commutes, and enhanced work-life balance, there's a lingering challenge that demands attention—remote work loneliness.

As employees continue to strike a balance between solitude for focused productivity and the need for social connection, this article explores proven strategies to address remote work loneliness and foster meaningful connections in a decentralized work environment. Whether you're a seasoned remote worker or navigating the new normal, the insights shared here aim to enhance the quality of both professional and personal well-being.

Sharon Grace


It's 2024, four years past the "two-week shutdown and quarantine" at the onset of the pandemic. Many employees were quickly forced to transition to working from home with the rest of their family members, including kids trying to do virtual school. It was a crazy time!

I think companies have accepted the employees' desire to have flexibility and not have to work in the office every day if they do not want to. Like most things, there are pluses and minuses, and working remotely has both. We have learned more during these past few years about the effects of working remotely. For some, quiet thinking time is beneficial to productivity. Most remote workers feel they are less distracted at home and are accomplishing more. Not having a long commute or being stuck in traffic is a plus and adds time to their day to work out or cook dinner more often.

I mentioned that quiet time is thinking time and helps some of us focus. However, for others, it can bring a sense of isolation and loneliness. Some struggled coming out of the pandemic being accustomed to staying at home with little or no reason to leave. Last year, U.S. Surgeon General Dr. Vivek H. Murthy warned of an 'epidemic of loneliness and isolation' (2023 advisory).

Today, most employees work in the office an average of three days a week. Most people I speak with want to get out of the house and connect with their colleagues in person again if they live close to the office. Many people have moved away from their employer's offices and can only work remotely.

How do we identify the need for quiet, thinking time for productivity versus feeling removed from social interactions? People who are extroverts and introverts can experience both.

  • Get to know yourself better and analyze your thoughts, actions, and how they relate to your social interactions and productivity.
  • Measure your workflow, productivity, and quality of work in your quiet, thinking time. Did it take longer to complete, and was the quality below your regular standards? Were you completing work to complete it, or were you fully engaged and lost track of time in it?
  • How is your mood during the day? Have you taken a break and stepped outside?

Try to tailor your workday around interacting with colleagues. Send instant messages or schedule a phone chat or a short video call to connect. Consider a morning meeting to discuss the day's projects, a lunchtime chat for a quick break to disconnect from work, or even an end-of-day happy hour to discuss the plan for the next day. If possible, planning offsites to meet in person is a great idea to bond and get together to collaborate or to socialize without discussing work.

If you are interviewing for remote positions, consider asking questions about how the teams communicate, bond, and frequency. Try to meet as many people as you can. Remote and hybrid work is here to stay and remember the value of human connection. We need it for professional and personal well-being.

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.

Kristin Pozen


Man on laptop deals with remote work loneliness

As organizations adapt to flexible work arrangements, employers must now prioritize addressing their remote workforce's social and mental well-being. By understanding the unique challenges associated with remote work, employers can play a pivotal role in creating a supportive and connected virtual work environment.

Understanding and prioritizing combatting remote work loneliness is essential for maintaining mental well-being and productivity in the workplace. Employers must ensure that everyone has the opportunity to connect, regardless of where they are located. Be intentional about connecting employees outside of their teams. Make it a once-a-week event for casual connection and a once-a-quarter or annual event for more formal L&D or strategy planning.

Here are some employer strategies to tackle remote work loneliness:

Establish Regular Virtual Meetings: Encourage teams to schedule regular video calls with each other. This helps maintain social connections and provides a sense of belonging.

Provide Automated Collaboration: Tools like Slack, Microsoft Teams, or others allow for employees to stay connected throughout the day. Instant messaging can simulate the casual conversations that happen in an office setting.

Schedule Virtual Coffee Breaks: Informal meetings where you can discuss non-work topics that mimic the casual interactions that occur in an office environment.

Set Up Virtual Social Events: Organize virtual social events, such as virtual happy hours, game nights, or team-building activities. This helps maintain a sense of camaraderie.

Work From Co-Working Spaces: If possible, consider offering to work from co-working spaces occasionally. This allows for face-to-face interactions with others and a change of environment.

Offer Online Communities: Provide access to online forums or communities related to your company's industry. This can provide a sense of community and facilitate networking.

Evaluate Your Employee Mental Health Benefits: Are they being utilized? If not, ensure your employees know they are available and confidential. Do they need to be enhanced to provide more coverage or more access?

Make Onboarding More Experiential: Onboarding is a critical first opportunity to facilitate friendships at work. Since the pandemic, millions of employees have started new jobs and have never met one of their colleagues in person. Especially for early career employees, this can be incredibly challenging.

Make Recharging a Reality: We must take employee health seriously for human connection and friendship to thrive. We can start by supporting more generous family leave policies, child care, and elder care. Also, ensure that when taking time off, employees recharge by not answering emails and phone calls. They can truly check out for a week at a time.

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

Colleen Neese


Woman working from home on laptop deals with remote work loneliness

In a world increasingly adapting to remote work, Duffy Group, a global recruitment firm based in Phoenix, Arizona, stands out with its 33-year history of successfully operating as a remote workforce. As pioneers in the field, company leaders have valuable insights on fostering employee success in the virtual realm, beyond the conventional steps of establishing a dedicated workspace and managing distractions. Duffy Group emphasizes the importance of meaningful connections and combating loneliness in the evolving landscape of remote work. The company showcases a holistic approach to maintaining a strong sense of community among its widely dispersed team, providing inspiration for other organizations seeking innovative ways to keep their remote employees connected.

Duffy Group is a national recruitment firm headquartered in Phoenix, Arizona; however, our recruiters live all over the country and work from home. We have been a remote workforce for 33 years, way before the pandemic and the recent trend that has led to many workers working from home either full time or part of the time.

Since we've been doing this so long, we feel like we've learned a thing or two that may assist other companies set their employees up for success when it comes to working remotely.

We all know the obvious first steps to creating a positive experience working from home such as:

  • Have a dedicated workspace
  • Clear distractions
  • Take breaks
  • Make plans after work
  • Take advantage of not being in the office
  • Consider getting a pet

But how do you ensure that your employees are connecting on a meaningful level and combating loneliness? We are in the people business, after all! Here are some of the things Duffy Group does to ensure our employees are staying connected:

  • Utilize technology! We meet regularly via video with each other, with our clients, and with our candidates. We have many company meetings via video that allow us to connect and share information. We also utilize technology to stay connected on various messenger apps. We have one that's 'Just for Fun' where we share silly memes or other fun things going on in our lives, we have one 'Just for Pets' where we love to share photos and stories about our furry family members, we have one for our healthy habits and fitness competition, and we have the ability to message as groups or one to one.
  • Recruiter Huddles – These are small groups of employees who have scheduled informal meetings on the calendars that allow for connecting on all topics.
  • We've created small groups to connect for those who want to connect on things that are not work-related—for example, a Book Club and one where we share recipes and food prep tips.
  • Celebrate often! We have virtual meet-ups to celebrate all sorts of occasions, from winning awards to weddings and baby showers. My favorite was when we all celebrated our 30th anniversary and received a surprise box at our homes with food and drinks to enjoy as we celebrated virtually.
  • Provide a leadership coach who will work with all employees virtually and with those who want one-on-one coaching.
  • Strive to have in-person connections if possible. Once a year, we fly all of our employees to our headquarters in Phoenix, where we all stay at the same resort for three days of training, bonding, and community service. It's one of my favorite events, and the karaoke night has been a hit year after year!

There are many ways to stay connected as a remote workforce. Hopefully, some of the things Duffy Group has been doing for years will inspire you to implement new and creative ways for your employees to stay connected!

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

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

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Unlocking Connection: Proven Strategies For Tackling Remote …

What Are The Five Human Factors That Make Or Break A Transformation?



In almost 30 years of being part of a variety of transformations globally, whether it be business model, digital, technology, and/or organizational, there is a consistent set of human factors that makes the journey successful or one where millions of dollars go down the drain because a project is placed on hold, changing hands, and hence becomes a long and arduous journey. What are these human factors?

1. Obtain a clear and concise answer to the question, "What is the human desire?" Also known as the WIIFH ("What’s in it for the human?").


Business transformation, progress concept

In the proposal stage of projects, greater than 80% of the questions asked of the potential partner are about business, technology, and commercial. There is a small portion about the people side which is quite tactical in nature (i.e., training strategy and approach; communications and readiness).

From the business front, the description of the project barely touches the human dimension. A depth of understanding is missing on, “What is the desired state that is addressed by the change or the transformation?” Desire, want, and fear are deep human emotions that when concretized and qualified from the beginning allow for real and organic movement toward the transformation’s “North Star.”

It reminds me of an opportunity with a client taking on its journey from ECC to S/4 HANA. The usual consultant in me did our background research to understand the client and get an outside-looking-in view. In the pre-sales process, my team had made the effort to grasp the client “change profile” and what their desired culture state … not merely business goals. What a powerful story. We were able to connect with this client and allow its COO, CIO, and CFO to know we listened, we understand, and we will co-create.

2. Invest time upfront in defining, "What are our ways of working and our guiding values as a collaborative organism?"


Transformation, butterflies concept

The initial phase of the journey is a defining point. It is where governance is established, the project team is onboarded, and timelines are vetted and established.

One aspect where the least time is spent is the project team culture—the ways of working and the common set of values that align everyone to the “North Star.” It is either established in a silo or entirely forgotten, especially as teams grow and activities get closer to going live. Culture sets the tone and the guiding principles behind decisions, conversations, and human/group interactions. We need to "go slow to go fast," moving us toward a deep level of Intentionality throughout the transformation.

Establishing the “ways of working” for the project is worth the intentional time spent. In this large-scale global transformation, the client leaders demonstrated true belief in its values and how it translated back to the project team. The regional directors' and SVPs' engagement in carving out how values like curiosity and collaboration were made real from meeting and its outcomes, problem resolution, and leveraging the strengths of its middle managers and subject matter experts made an impact on how the project smoothly confronted challenges and barriers experienced during the course of the project. This was further reinforced during the stabilization phase, where resiliency and co-creation were visible. There was no I/we; it was truly an “us” and we are making this happen together mentality!

3. Intentional resourcing: "What strengths, skills, values, behaviors, leadership, and communication styles are important to move the ship?”


Riding bike, teamwork, leverage strengths concept

There is a level of intentionality that needs to be in place within the project’s ecosystem. It is not as simple as getting people together who are “available,” mixed with a few strong middle managers, some consultants, and a dash of hope, mix them in a project kickoff, and voila: we have a high-performing team. Unfortunately, it doesn’t work that way.

Treat it like a draft pick, where there are specific roles to be played within the team and crucial outcomes each role needs to achieve for the bigger mission. One may say we don’t have time for this; we need to simply fill the need and move on. This is what differentiates the championship team from everyone else.

Find the X factor in each individual to create a high-performing team, especially around the intangibles (e.g., values, drivers, motivators, fears). Intentional resourcing at all levels from the steering committee, program lead, and functional resources through stabilization, as we all know "hope isn’t a strategy.”

This is one of the toughest components to enable, especially as most teams are already lean as it is and are restricted to add on resources especially when the aim of the transformation is “reduce cost, increase efficiency,” which also translates to a lean and mean organization. This is one that isn’t a surprise anymore, as we all have probably been in engagements where the project had to be put on pause, or worse, on hold. Either because the project team wasn’t able to move forward, too many changes happening post blueprinting, too many open decisions that needed global buy-in, or there was no clarity on who would be able to move it forward. This is when a 12-month program becomes a 5-year program, where talented people are lost in the process.

4. Stick and carrot strategy: "What are the motivators and consequences that need to be in place?"


Motivation concept, stick and carrot strategy

It is innate in human beings to need boundaries, consequences, and motivations to allow for creativity to flourish, come up with better solutions, and speed in decision making. When this is proactively designed and reinforced throughout the course of the transformation, that is when magic happens.

It is quite a challenge if the organization’s culture revolves around the philosophy, “You are already paid to do your job,” hence, any additional motivators are not necessary. Definitely an uphill battle. In one client, what made this viable was experienced leaders who had gone through similar transformations in their past lives and have seen what a difference a clear reward and performance management system can make in a team’s long-term retention and motivation.

5. Last but not least, “What is needed to orchestrate the first four?”


Team meets for a brainstorming session

In order to make this happen from beginning to end, there is a need to invest in a grand conductor—a robust transformation office. It is a small cohesive unit that is ably steering the ship towards its North Star, in tune with the culture and values of the broader organization and the project team, has insight into when and where coaching, structure, and disciplines need to be inserted, has a pulse on its stakeholders, and knows how to leverage the strengths of the broader group toward creating the best possible solution(s).

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

What Are The Five Human Factors That …

5 Trends In Market Research To Watch Out For In 2024



For the past 20 years, if not longer, the importance of businesses keeping up with changing consumer expectations and increasing demand for better experiences was already well known to be crucial to market success. After all, that was the basis for the existence of market research: to provide organizations with know-how into consumers’ behaviors, needs, and wants to improve their marketing, advertising, products, and services.

Technological advancements have contributed to the changes in consumers’ needs, wants, and expectations; consumers are more informed now, more connected to the brands they use and what other consumers are saying, expect better and faster experiences, and are thus more demanding of the brands they interact with.

The rate of development of these paradigm shifts among consumers has only gained speed since the global pandemic and now, more so than ever before, businesses need to understand, and even attempt to anticipate, these changes before they occur if they want to fuel innovation and transform their business models, operations, marketing, and the way they develop new products, services, and experiences if they want to stay relevant in the market.

As with business, the market research industry has experienced great change, and it is now almost impossible to determine the root cause of any emerging trend as a people issue or as a byproduct of technological advancements, but rather a combination of both.

Within the emerging trends observed within the industry, five tend to stand out over others for their transformational impact beyond the industry itself.

1. Artificial Intelligence (AI) And Machine Learning (ML)


Artificial intelligence (AI), machine learning (ML) concept

The further incorporation of artificial intelligence (AI) and machine learning (ML) within the industry will bring forth not only the ability for organizations to analyze new sources of data, evaluate more data faster, and identify insights around current consumers we could not obtain before, the combination of access to more data, artificial intelligence algorithms and machine learning will enable organizations to anticipate market shifts through the adoption of predictive and prescriptive analytics, a sub-trend that will continue to develop in the upcoming year.

While its advantages and disadvantages with respect to research are still being discussed, the use of synthetic data—data generated to imitate information from real consumers—will also be explored further to circumvent issues regarding the availability of data, eroding consumer data quality, and privacy concerns for participant information.

2. Integration With CRM platforms


CRM concept

As the dynamism with which multiple sources of data are evaluated to gain deeper insights, CRM platforms are the perfect conduit to provide information about consumers that could not be effectively obtained and analyzed before (much less in real time!). While their full integration is still a challenge in many organizations, the advancements made to date are beginning to reap fruit and the analysis of internal consumer data with market research data and other sources will continue to grow moving forward.

3. The Rise Of In-House Qualitative Research


Qualitative research concept

With the increased reliability on CRMs, the personalized experiences these could provide consumers, and the scale of qualitative work that could be achieved through them, businesses will be looking to conduct more qualitative work internally. This is where the idea of bringing experienced qualitative researchers in house will be of great value and organizations that do not will risk not leveraging the full potential of CRM platforms.

4. From Servicing To Becoming Advisors, To Collaborators


Business people collaborate on market research project

With the occurrence of the above-mentioned trends, the role of the market research supplier will evolve accordingly. With the further growth of CRMs within organizations and as these become more adept at looking for insights internally, it is clear the role of the market research supplier will need to continue to evolve as well.

The role of finding the insights will no longer be left to the research entity but rather will complement internal teams on leveraging their internal CRM platforms and other sources of information to establish as close a 360° view of the consumer as possible, build strategic plans for success, and identify how to measure that success moving forward.

5. Ethics & Privacy


Data privacy, ethics concept

Data privacy and corporate transparency around how consumer data is gathered and used will continue to play a critical role in the industry as it continues to evolve. Organizations will look to follow GDPR and CCAA policies more closely and adopt transparency-centric ways of data collection that can be personalized by consumers.

The year 2024 will be one of continued transformation for the market research industry. New technologies, innovative methodologies, and new ways of collaboration between research agencies and their clients will continue to share center stage for those organizations that wish to move ahead in the market, while those that do not do so will risk their permanence in the market.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

5 Trends In Market Research To Watch …



It’s a normal workday, and then suddenly the fire alarm goes off in the back of the server room. Amidst the chaos, do the IT staff know what they’re supposed to do besides call 911 and make sure everyone is safe? A comprehensive IT disaster recovery (DR) plan is your playbook. It defines the IT infrastructure and how to restore and resume critical IT functions minimizing the impact on the business including downtime, data loss, and reputational damage.

Start by performing a risk assessment identifying key threats and vulnerabilities to your IT infrastructure including hardware/software failure, cyberattacks, natural disasters, and major power outages. What is the likelihood of each incident and the subsequent impact (enterprise-wide, regional, department-specific, etc.) for your organization? Now you can prioritize your recovery efforts accordingly.

Next, create a comprehensive DR plan that includes the who, what, where, when, why, and how details. For example:

  • Who = What are the main roles and responsibilities including identifying any essential IT staff? For example, did you have any IT staff turnover? You’ll need to notify stakeholders such as management, vendors, and suppliers so you need the correct contact information.
  • What = Which systems are mission critical, essential, and non-essential? Criticality will define the order of recovery and ensure that the most critical systems are restored first.
  • Where = Do you have global data centers or IaaS? A hot site or an alternate cloud-based infrastructure for temporary operations?
  • How = Step-by-step procedures for recovering systems, identifying which processes need to be done in a specific order.

Backup And Recovery Strategy


Data recovery concept

​You need a solid backup and recovery strategy. Perform regular backups including software, configurations, and data. Backups can be onsite, offsite, cloud-based, or a combination depending on the business needs. For mission-critical systems, it may be beneficial to implement redundancy (e.g., deploying backup systems, or redundant hardware) to minimize the impact of an incident.

The IT environment and the business are continually changing so the DR plan needs to be kept current too. Make sure you regularly review, update, and refine the plan to make sure it reflects any changes in your environment. Did you implement a new ERP system or relocate your data center? Or did you have any technology changes that improve the recovery process or enhance the resilience of your systems? If so, you should take the time to update your DR plan.

Testing Your DR Plan


Business meeting to talk about disaster recovery plan

Make sure you regularly test the DR plan which will validate recovery procedures, identify gaps, and ensure data such as stakeholder contact information is correct. There are multiple ways to test including tabletop and scenario-based simulation. Tabletops are good, but simulations including recovery are better. It’s key to test on a regular basis...with the business (that takes your plan to the next level)! The frequency of your testing may vary depending on the criticality of the systems or any regulatory requirements so stay up to date with any regulation changes that may impact your DR plan requirements. Make sure you document lessons learned (including from any actual incidents) so that you can identify any areas for improvement.

It’s critical to ensure your DR plan is aligned with the business continuity plan. Within the DR plan, there should be a communication component. When an incident occurs, you need protocols to notify and continually update the stakeholders so that they can respond appropriately.

Encourage a culture of continuous improvement. Encourage and solicit feedback for the DR plan. Although IT is responsible for disaster recovery, it affects the entire business continuity plan. Have a comprehensive and current DR plan that aligns with the business needs, and which is tested regularly. It enhances your readiness for the next disaster and minimizes the impact of disruptions to your IT infrastructure as well as minimizing the impact of potential disruptions.

For more information on taking your DR plan from good to great, follow me on LinkedIn!


Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Is Your IT Disaster Recovery Plan Good …

How To Craft A Compelling Brand Story That Engages & Converts



Almost four decades ago, Apple soared to prominence, airing their iconic “1984” ad during Super Bowl XVIII. Crafted by Chiat/Day and directed by Ridley Scott, the 60-second spot, inspired by George Orwell’s novel 1984, portrayed a dystopian future where crowds of men mindlessly follow the words of a dictator on a television screen disrupted by a defiant British woman.

Amid a turbulent political era, the ad made a powerful statement, subtly targeting American politics and rival IBM. It said, “We’re not just different; we’re revolutionary.” Today, it stands as one of the greatest Super Bowl commercials.

We thrive on storytelling. Why? Stories resonate, forging connections, captivating attention, and evoking emotions that foster meaningful relationships with your brand. As we navigate this storytelling landscape, this article unfolds actionable insights for crafting a compelling brand story that engages and converts.

Why Is This So Important Right Now?


In the dynamic landscape of the past few years, businesses have undergone significant transformations due to factors like the pandemic and market shifts. Amid these changes, it’s striking that many brands have evolved their operations while leaving their messages untouched. This oversight becomes more pronounced as businesses grapple with challenges and changing customer expectations. Moreover, in the current landscape, where recruiting and retaining talent is increasingly challenging, brands recognize the need to address their internal audience—their staff.

Your brand message needs to adapt to attract and have not only customers but top-tier talent. This shift in focus makes it clear that now is the moment to delve into the crucial conversation of crafting compelling brand stories that resonate both externally and internally. This dialogue can be a game changer, influencing how brands communicate their values, culture, and unique offerings.

How Does Your Brand Story Build Loyalty & Trust?


Uber/brand story concept

Can you describe your brand in 20 words or less? More importantly, would you receive a consistent response if you polled everyone in your organization, your customers, and your vendors?

Consider this scenario: An Uber is en route, and you have 20 words to convey who you are, what you do, and why it matters. Could you articulate it within those 20 words before they arrive? We’ve observed varying responses from participants in our boot camp strategy sessions. Divergent answers within your leadership team can signify multiple versions of your brand story, preventing consumers from trusting your brand. This challenge is compounded when there are further discrepancies in how your brand story is portrayed across your website, content, and social media. Such misalignment prevents different consumer trust.

Your brand story is the cornerstone of all marketing efforts. A unified and aligned brand narrative is a solid foundation to guide your endeavors and allocate resources effectively.

Crafting Your Unique Value Proposition Through Storytelling


Storytelling/stories matter concept

Have you wondered what sets your brand apart from the competition? The key lies in emotional connections to our brands. To validate these differentiators, we need evidence. The best approach is to engage with your customers directly to get their perceptions. By probing what distinguishes your brand in the marketplace, you gain invaluable facts and insights, often derived from conversational data. While not always tied to metrics, this qualitative feedback captures the emotions driving consumer decisions. Recognizing that 95% of purchases are emotionally motivated, it's critical to understand how customers feel about your brand.

External feedback is crucial in substantiating internal perceptions of your brand’s identity and differentiation in the market. It’s important to emphasize that labeling something as a unique value proposition or core value isn’t sufficient; there must be supporting evidence or customer stories. Without such substantiation, it remains an ideal rather than a tangible reality.

Common Storytelling Mistakes & How To Avoid Them


Angry man looks at common storytelling mistakes on his laptop

Unlock the power of impactful storytelling by steering clear of common pitfalls such as:

  • Lack of Authenticity – Avoid positioning yourself as something you’re not. Tropicana’s 2009 redesign was met with confusion and backlash, resulting in a 20% sales drop. It starts with building trust and vulnerability and sharing relatable experiences in your storytelling.
  • Avoid Buzzwords & Jargon – Customers don’t understand industry buzzwords and jargon. Simplify storytelling by removing these terms. Instead, connect emotionally through personal brand stories, experiences, and testimonials.
  • Simplify Stories – Consumers spend less than 20 seconds making a purchase decision. Avoid overloading them with complex messages. If you can’t convey your brand story in 20 words, craft a simple, focused, and consistent narrative for better audience engagement.
  • Not Targeting Your Audience – Tailor brand stories to the customer buying journey and buyer personas. Understand their pain points, challenges, goals, and aspirations to provide compelling, targeted messages and solutions.

How To Tailor Stories For Diverse Demographics & Personas


Diverse group of teens/young adults

Begin by defining your buyer persona—consider demographics, frustrations, goals, motivations, and behaviors. Utilize a template for creating a comprehensive buyer persona. Simultaneously, understand the emotional narratives associated with your products or services. For instance, ordering pizza isn’t just about the food; it’s about ensuring a positive environment for your family and kids.

Identify the emotions linked to experiences with your brand, tying them back to the buyer persona and crafting stories that address specific problems. Additionally, identify obstacles preventing your target audience from choosing your brand, enabling you to tailor compelling narratives.

How Social Media Shapes Business Brand Storytelling


Social media and brand storytelling concept

Reach your customers where they are! You don’t need to cover every platform. Identify where your customers are most active and concentrate your efforts there. Social media can be a powerful tool for sharing brand stories. Sixty-four percent of marketers attribute increased sales to their video use, and 70% say video is the most effective method of converting qualified leads. Putting a face to the story through video creates engaging content, fostering authenticity, trust, and stronger relationships with your customers.

To refine your brand storytelling, consider these actionable tips. First, dedicate time with your team to reassess your brand story. What is it today, and has it evolved? What messages are you conveying to your customers, and have their needs shifted? Investing time in this process will yield long-term benefits. Secondly, pose the same questions to your customers. Conduct surveys and gather feedback on their perceptions. With this information, you can craft a compelling brand story that captivates and resonates, driving engagement and conversions.

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

This article was written by Lisa Perry and John Gamades.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How To Craft A Compelling Brand Story …



You should make time to continually grow both professionally and personally because there will always be “life lessons” creating setbacks, challenges, and learning opportunities. Be intentional and constantly improve your knowledge and skills which start with knowing what you’re doing today (understanding your strengths and weaknesses), and what you want to do tomorrow and in the future.

You’ll encounter various scenarios including:

1. Did you start a new role at a new company? Or are you working towards a transfer, promotion, or other future career advancement opportunity?

2. Do you want to work on your intelligence quotient (IQ) such as problem-solving or emotional quotient (EQ) such as empathy?

3. Do you want to develop other life and/or career success skills such as improving verbal/written communication skills or learning a programming language like Python, Java, or C++?

4. Do you have a goal to get a degree or certification such as:

  • Cardiopulmonary Resuscitation (CPR),
  • Certified Information Systems Security Professional (CISSP),
  • Certified Nursing Assistant (CNA),
  • Certified Public Accountant (CPA), or
  • Project Management Professional (PMP)?

5. Do you need continuing professional education (CPE) credits for a certification, are you in an industry with constant regulatory changes, or just want to keep current with best practices?

6. Are you interested in learning a new skill like playing chess, swimming, playing a musical instrument, or even doing Tai Chi? Do you remember the effort to learn how to drive?

Key To Lifelong Learning


Lifelong learning concept

You and the world are continually changing so the key is to develop a growth mindset of lifelong learning. Stephen Covey said, “The key to success is dedication to lifelong learning.” Create a personal development plan (PDP) for both professional and personal development. Set a goal and then start working towards it. When you achieve a goal, it can provide a sense of fulfillment boosting your self-confidence and even making you feel more energized. Once you’ve achieved the first goal, you’re poised to take on the next goal, the next, and the next. This can help you become more confident to adapt and overcome the next obstacle you’re faced with.

There are multiple options to learn including reading books/articles, watching videos/podcasts, going to webinars/workshops, or taking formal education courses. It may take some time to acquire certain skills and knowledge so be persistent. For example, if you’re trying to learn to speak French, you’ll need to take several lessons (and practice a lot) before you’re proficient.

Everyone learns differently so recognize how you learn best and seek out training resources that work better for you. Some would rather read materials on their own while others would prefer web-based or instructor-led training. Many organizations have a training department that offers specific professional development opportunities, including online, virtual, or in-person classes. Organizations might have “lunch and learn” sessions, a structured management trainee program, or internships. Outside the organization, you can seek knowledge at professional association meetings, industry conferences, or online courses like LinkedIn Learning or Udemy.

On the personal side, challenge yourself to learn something new or pursue a new hobby. In addition to some of the learning options mentioned above, there may be an app for that—Calm, Duolingo, or Yousician (to play an instrument). If you want to learn to swim, you can take lessons at your local pool. Consider learning something together with a friend, which will make it more fun. For example, having an “exercise buddy” can make it easier for both of you to commit to those early morning Zumba classes.

Supporting Employees' PDPs


Inspirational/motivational quote about personal growth and development

As a leader, it’s important to encourage and support your employees. Help each employee create a custom PDP based on what they’re interested in. Give them the tools that they need to thrive and succeed. This is a great coaching/mentoring opportunity so periodically check in to see how they’re doing. When you invest in the employee’s personal development, they are more likely to be and stay excited for what’s next.

For more information about the importance of personal development goals leading to lifelong learning, follow me on LinkedIn!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Personal Development Goals Leading To Lifelong Learning

5 Trends In Market Research To Watch Out For In 2024



In today's dynamic landscape, diversity, equity, and inclusion (DE&I) have become more than buzzwords. They're intertwined into the constitution of successful organizations, fostering innovation, driving productivity, and, perhaps most importantly, attracting top talent. But for job seekers, navigating the nuances of company culture and assessing its genuine commitment to DE&I can be tricky.

Therefore, how can the candidates confidently step into an interview and try to assess a company's DE&I commitment but also amplify their own contribution to an inclusive environment? Here are some key lessons I've gained throughout my career:

1. Do Your Research


Serious woman on laptop researches a company's DE&I

Before the interview, delve deeper than the company website. Look for news articles, social media posts, and employee testimonials that paint a picture of the company's DE&I initiatives. Are there leadership development programs specifically for underrepresented groups? Actively search for evidence of their commitment beyond statements.

2. Ask The Right Questions


Man asks about DE&I in a job interview

Don't be afraid to ask questions, and, especially, don't shy away from directly addressing DE&I. Prepare beforehand and skip the generic, "Are you an equal opportunity employer?" Ask about specific policies, programs, and metrics they use to track progress on DE&I. Inquire about their approach to unconscious bias training and their commitment to creating a psychologically safe space for all employees. Use the data you gather to your advantage during the interview process.

3. Observe The Interview Panel


Man looks at hiring managers during a panel interview

Pay attention to the composition of the interview panel. Does it reflect the company's stated commitment to diversity? If the panel is homogenous, it might be a red flag. However, remember that a diverse panel doesn't automatically guarantee an inclusive culture. Look for genuine interaction and respect among the interviewers, regardless of their backgrounds.

4. Trust Your Gut


Woman thinks about the company's DE&I during a job interview

Pay attention to the overall tone of the interview. Do you feel comfortable expressing your opinion? Are you being listened to with respect? Are the interviewers genuinely interested in your unique value proposition? While a single interview can't give you a complete picture, your intuition can be a valuable tool in assessing the company's DE&I landscape.

Assessing a company's DE&I is about seeking an environment where you can thrive, contribute your authentic self, and feel valued for your unique perspective. By doing your research, asking the right questions, and sharing your own story, you can not only gauge a company's commitment to DE&I but also amplify your own contribution to creating a more inclusive workplace for everyone.

We must always strive to build a future where every voice is heard, every talent is valued, and every individual has the opportunity to reach their full potential.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Decoding DE&I: How Candidates Can Assess Inclusion …

Risk Resilience: Building A Future With Confidence



In today's ever-evolving business landscape, risk management has taken center stage. The ability to navigate uncertainties and mitigate potential adversities is not just good practice; it's the essence of building a future with unwavering confidence.

This article will delve into the intricate world of risk resilience, exploring key facets, including defining risk, identifying crucial risks, establishing risk tolerance, documenting a company's risk appetite, communicating effectively, and implementing a dynamic risk management strategy.

Defining Risk


Risk concept

A “risk” is a potential event or circumstance that could lead to adverse consequences, such as harm, loss, damage, or a negative impact on an individual, organization, project, or system. To build resilience, one must first grasp the concept of risk in all its complexity.

Identifying Key Risks And Risk Tolerance


Investments/risk concept

Risk resilience begins with identifying the lurking dragons in your business landscape. It requires meticulously examining internal and external factors that threaten your organization's stability. However, merely identifying risks is not enough; you must also define your risk tolerance. How much uncertainty can your organization stomach on its path to success? Defining this tolerance level sets the stage for informed decision-making in risk management.

Documenting A Company's Risk Appetite


Risk concept

Your risk appetite isn't just a concept; it's a guiding principle. Proving it is akin to putting your organization's risk compass in writing. This clarity aids in fostering a risk-conscious culture throughout the company, aligning all stakeholders with the company's risk-taking philosophy.

Communicating Risk To Stakeholders


Man jumps/leaps across a cliff, risk concept

Transparency isn't a buzzword; it's the cornerstone of effective risk management. It would be best to share your organization's risk exposure, mitigation strategies, and potential consequences of risks to all stakeholders. Whether it's shareholders, clients, suppliers, or regulators, transparency builds trust and enables informed decision-making.

Implementing A Risk Management Strategy


Risk management concept

Crafting a risk management strategy is akin to architecting a fortress against uncertainty. This strategy should encompass proactive risk mitigation measures, contingency plans, and an ongoing evaluation process. It's not static; it should adapt and evolve as risks and the business environment change.

Taking Action, Monitoring, And Testing


Woman monitors risk on her laptop

Your risk management narrative isn't a one-time epic; it's an ongoing saga. Taking action, monitoring, and testing your risk strategy is the sequel that keeps the story alive. Vigilance, adaptability, and agility are your allies in this journey. Be prepared to pivot when necessary, and always be ready to rewrite the next chapter in your risk resilience story.

In conclusion, risk resilience is not merely about surviving adversity; it's about thriving amidst uncertainty. It's a craft that demands a profound understanding of risk, apparent risk tolerance, transparent communication, and an ever-evolving risk management strategy. Your organization's future should not be a gamble but a confident stride into the unknown. You craft a story of resilience by taking deliberate actions, continuously monitoring, and rigorously testing your risk strategy. In this story, challenges are not threats but opportunities for growth and success. Risk is the catalyst of progress in business, and when managed astutely, it becomes your competitive advantage.

Assess Your Risk Landscape: Take a closer look at your organization's risk landscape. Identify the key risks that could impact your business and prioritize them based on potential impact and likelihood.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

Risk Resilience: Building A Future With Confidence

5 Trends In Market Research To Watch Out For In 2024



In the dynamic world of business, real challenges demand decisive actions and a willingness to drive change. My experience in reviving a business serves as a vivid example of this.

When I took the helm of a company that was losing $20,000 a month, the situation was critical. The previous owner was on the verge of not making payroll, a crisis averted by my owners' timely intervention and investment. From there, I focused on transforming five key operational areas, turning a dire situation into a thriving success story. This effort catapulted our profits to nearly $100,000 a month, culminating in the successful sale of the business.

This article is a journey through that transformation. It's about sharing the strategies and insights that helped navigate and reshape a struggling business into a profitable venture. For business leaders facing challenges or looking to preempt them, these lessons are about fostering resilience and guiding your business toward a path of prosperity. Here, I combine practical advice with the wisdom gained from experience, aiming to empower others in their quest for business success.

Team Alignment: Ensuring The Right Fit For Success


Team members talk during a work meeting

The Team Evaluation: When I took over the struggling business, the first step was a critical evaluation of our existing team. Understanding each member's strengths and weaknesses was key to our turnaround strategy. In this process, I found that many talented team members were simply in roles that didn't suit them; and, regrettably, there were a few who didn't fit with the upcoming changes, leading us to make the tough decision to part ways.

Strategically Expanding the Team: Following our team evaluation, our hiring strategy centered on finding individuals who were not just right for the roles but would also elevate our team's overall dynamics. We sought people characterized by their passion, determination, and a consistent track record of excelling in almost everything they undertook.

Solution: Begin by thoroughly assessing your existing team. Identify not just the strengths and weaknesses of each member, but also consider if they are in the right roles where their talents can be best utilized. This evaluation can reveal hidden potential and opportunities for internal role adjustments. When expanding your team, look for candidates who not only have the necessary skills but also demonstrate desire, drive, and a history of excellence in their endeavors. This approach ensures that new hires not only fill the required roles but also contribute positively to the team's dynamics, driving collective success. The goal is to create a team environment where collaboration, passion, and high performance are the norms, fostering a dynamic and effective work culture.

Consistent Customer Experience: Streamlining Consistency Across Operations


Man in call center talks to a customer

The Comprehensive Overhaul: A major breakthrough in transforming the business came from addressing the inconsistencies in our customer experience. We looked at every aspect of our operations to ensure a uniform and positive experience for every customer. Addressing this required a holistic approach, streamlining processes not just in customer service, but across all operational facets of our business.

Solution: To improve customer experience, it's crucial to establish consistency in all operational processes. Review each interaction point within your business, from the initial contact to post-service or post-sale follow-up, and strive to make these experiences uniformly positive and engaging. By delivering consistently excellent service at every touchpoint, you build trust and encourage customer loyalty, which is essential for any business.

Goal Alignment: Harmonizing Team Performance With Business Vision


Business strategy, vision, team, development concept

Setting the Business Compass: The first step in addressing our team's inconsistent performance was to define clear, overarching goals for the business. These goals served as our compass, guiding the direction of every strategy and decision. It was crucial that these goals were not just ambitious but also resonated with the vision we had for the company's future.

Translating Vision into Action: With the business goals in place, we then developed specific team and individual goals that aligned with these broader objectives. This alignment was key to ensuring that every effort and achievement at the team level contributed directly to the business's overall success.

Solution: Start by setting clear and inspiring goals for your business as a whole. Then, break these down into specific, measurable goals for each team and individual. This approach ensures that everyone's efforts are not only aligned but also contributing to the bigger picture. Embrace a coaching mentality in driving accountability, focusing on guiding your team toward these goals and fostering their growth. This strategy transforms accountability into a powerful tool for development, aligning team members' efforts with the company's overarching objectives. By doing so, you create a culture where each person understands and plays a vital role in the collective success of the business, leading to a more consistent and effective team performance.

Sales Process Inefficiency: Creating A Blueprint For Sales Success


Professional on laptop works on business operations/technology

The Sales Process Overhaul: A key challenge in the business's revival was the lack of a defined sales process. Developing and documenting a clear sales strategy was essential for bringing consistency and growth to our sales efforts. Each salesperson had their own approach—or no approach at all—which made it difficult to identify areas needing improvement.

Implementing a Structured Approach: To address this, we developed and documented a clear sales process. This became our blueprint for sales success. By retraining our existing team and using this process for training new salespeople, we achieved a level of consistency in our sales approach. This not only improved our overall sales performance but also allowed us to pinpoint specific areas where additional training was needed.

Solution: For any business struggling with sales consistency, the key is to develop a well-defined sales process. Document this process and use it as a foundation for training both new and existing sales staff. This ensures that everyone is on the same page, making it easier to deliver consistent results and identify areas for further training and improvement. A structured sales process is a powerful tool for driving sales growth and efficiency.

Managing Online Reputation: Turning Feedback Into Fortunes


Customer leaves a review online

The Proactive Review Strategy: During this transformational business journey, I learned that overcoming negative reviews isn't just about damage control; it's about taking a proactive stance. People are quick to share their bad experiences online, and these can spread like wildfire on social media and review sites. The first step in combating this is to ensure your customer experience is top-notch, as discussed earlier. A solid customer experience naturally reduces the likelihood of negative reviews.

Engaging with Reviews: It's also crucial to actively engage with all reviews, both positive and negative. Responding to reviews shows that your business cares and is committed to resolving any issues. This visibility in handling feedback can turn a negative review into a positive impression for potential customers reading these reviews.

Encouraging Positive Reviews: Furthermore, we started encouraging our customers to leave reviews. While it's important to steer clear of offering incentives for reviews, simply asking customers to share their experiences can lead to an increase in positive feedback. Incorporating this request into our follow-up processes ensured it became a natural part of our customer interaction, subtly boosting our online reputation.

Solution: To effectively manage online reviews, ensure your customer experience is consistently excellent. Engage with all reviews in a constructive manner, showing responsiveness and a commitment to improvement. Encourage customers to leave reviews as part of your regular follow-up process. This approach not only helps mitigate negative feedback but also builds a stronger, more positive online presence for your business.

Final Thoughts: Lessons From A Turnaround Journey


Business success, team, puzzle pieces, strategy, process concept

This journey of transforming a struggling business wasn't just a professional milestone; it profoundly impacted me personally. It was more than just reviving a company; it was about saving jobs, creating new opportunities, and expanding horizons. We didn't just turn the business around; we expanded it, reaching into multiple states and opening new locations. Each step of this journey didn't just contribute to our business's growth; it created countless opportunities for others, bringing jobs and prosperity to communities.

The experience taught me invaluable lessons about resilience, innovation, and the power of a well-executed strategy. It showed me firsthand how focusing on key operational areas can not only save a business but can set it on a path of expansive growth. These strategies became the cornerstone of our expansion, proving their worth time and again.

As I share these insights, I do so with the hope that they will inspire and guide you in your own business endeavors. Remember, every challenge is an opportunity in disguise. Embrace them, learn from them, and use them to fuel your journey to success. The road might be tough, but the rewards of perseverance and strategic thinking are immeasurable.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

5 Operational Challenges That Could Derail Your …



While leaders often excel in steering their organizations toward success, they must engage in continuous self-reflection to identify and address their leadership weaknesses.

In this article, Work It DAILY experts from Vistage, renowned for their expertise in executive coaching and leadership development, share invaluable insights on recognizing and addressing leadership weaknesses. Read on to tap into the collective wisdom of these experts, gaining practical tips and actionable strategies to enhance your leadership acumen.

Kirsten Yurich


I have a “3-M” policy when it comes to leadership weaknesses. And it doesn’t involve Post-it notes! The three Ms are mindset, mentoring, and measurement.

Armed with these three Ms, a leader will spot and correct their biggest weaknesses!

The first "M" is mindset. A leader who desires to practice leadership at its highest level must cultivate a mindset of humility. We see humility and vulnerability a lot these days and for good reason. The leader who understands they are not perfect may lack key skills and knowledge in certain situations, or is just downright fallible... Is a leader people are willing to follow. This leader will receive honest feedback from those around them. And will engender positive and authentic relationships with key team members.

The second "M" is mentoring. Any person who wants to become a leader or a better leader needs to spend time with people who are further down the path than they are. This could be mentoring or coaching or even a peer group. Placing yourself in a position to get advice, challenge, encouragement, and perspective will go a long way toward finding and closing those performance gaps.

The third and final "M" is measurement. Measurement takes the form of formal or informal and valid instruments designed to give you objective feedback about your skills, preferences, impact, and performance. In this realm, we have to be very careful consumers. There are tools out there that have excellent face validity and no substance. However, I firmly believe that if we want to change something we have to measure it.

Armed with the "3-M" strategy, any leader can improve!

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


Leader talks about workplace relationships during a work meeting

Identifying weaknesses in yourself, as a CEO, is critically important for growing your company. You are the bottleneck. Since your weaknesses affect the entire company, dealing with them, however hard, is a great return on investment.

Depending on your level of self-awareness, identifying some of your weaknesses can be easy, but even the most self-aware individuals need to look to others for help.

But as a CEO, getting honest feedback is problematic. People defer to you. Talking truth to power is difficult. Employees often withhold the feedback that is the most important for you to hear.

Creating the right culture will make getting feedback on weaknesses easier. You need to create a culture where feedback is the norm and not just positive feedback. You need to model for your staff the right way to provide feedback, both positive and negative. Feedback should be specific and timely, and most importantly, negative feedback should be non-judgmental.

There is a saying, “Praise in public, criticize in private.” I strongly disagree. If you create a culture where feedback to help someone is only done in private, you are missing out on group learning. Failure should be celebrated. Failure talked about publicly will lead to the identification of weaknesses. You can’t fix a weakness until it is identified.

Another great source for feedback is a peer group, a peer group without competitors and vendor relationships. When I joined such a group, a Vistage CEO group, it took just a few months for my fellow CEOs to see one of my weaknesses. They saw me avoiding a tough conversation that I needed to have with a key executive. When month after month they offered advice that I did not take, they realized it was not a lack of knowledge, but a weakness that I needed to confront. Because they were my peers, there was no deferential treatment. There was no judgment, just a desire to help me.

Find your weaknesses. Fix your weaknesses. Don’t just count on self-discovery. Create a company culture where non-judgmental feedback is the norm. Join a peer group. Be relentless. Never stop improving.

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


Leader talks to his team members during a work meeting

There are three critical areas for CEOs to pay attention to spot leadership “weaknesses.”

The first is “unstructured” self-reflection/assessment. Find some quiet time and think about the things that are always on your mind that you avoid dealing with.

The second is structured. Seek either executive coaching or even behavior therapy. We often need a sounding board to work through whatever we are going through.

The third, and last, is to look at metrics for insights. Employee turnover, morale, general team dynamics. Look for patterns of issues that crop up and dig into why. Deal with them before they become crises.

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.

How have you spotted your biggest leadership weakness? Join the conversation inside Work It DAILY's Elite Program.

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

How CEOs Can Spot Their Biggest Leadership …

The 1 Question I Asked A CEO In An Interview That Got Me The Job



Years ago, I was interviewing for a job. As many of you know, when you go through the interview process, you start with the recruiter, and then you meet with the manager, and then you meet with some of your peers—if you're lucky. Then, at the end of the interview process, you might meet with the highest-ranking executives. So in this case, I met with the CEO.

I knew I was doing okay because I was getting through each round of interviews. So, I go into the CEO's office. I don't know what to expect. It's a startup company. He's sitting there in a t-shirt and sweatpants. He's eating cereal and has his feet up on his desk. He says, "Come sit down." Then, he proceeds to interview me while he eats cereal, his feet still up on the desk.

There I am in my suit, answering all the questions, and, finally, he asks, "So do you have any questions for me?"

And I said, "Yeah. What keeps you up at night?"

"What Keeps You Up At Night?"


The CEO stops eating his cereal, looks at me, and says, "I'm sorry. What?"

I respond, "When it comes to this business, what is keeping you up at night about its success? And how will the job that you're considering me for, how will the job that I do, impact the ability to solve for that?"

His face goes blank, he takes his feet off the desk, and he puts his cereal down. My heart starts to pound. Then, all of a sudden, he turns and looks at me. He leans in and says, "Hmm, let me think about that."

Now I'm thinking, "Oh my gosh, I just blew it."

Then, he gets really serious and starts to explain how this job impacts that ability. Then, he starts singing. Eventually, the interview ended and I went home thinking, "What did I just do?"

I got myself a job.

He told them that I should be hired because anyone who understands that their job impacts every level of the organization—and that they should be thinking about that impact—understands the value of the work that they need to do, and would do a good job. That's what he told the hiring manager. And the hiring manager told me.

So that gamble paid off. It not only taught me how important it is to ask questions in an interview but also how important it is to ask the right questions to the right people.

If you want to stand out in the interview process and land the job, try asking this question in your next job interview. It's all about understanding and relieving an employer's pain points.

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!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Internship

The 1 Question I Asked A CEO …



As a rookie manager, embarking on the journey to create your first budget can be a daunting and nerve-wracking experience. The key to success lies in knowing where to begin, understanding the starting point, and making breakthrough habits.

But fear not! In this article, we will guide you through budget creation with a focus on avoiding rookie mistakes, navigating the approval process, and effectively locking and monitoring your budget.

Rookie Mistakes: Setting The Right Foundation


Rookie mistakes in budgeting often stem from the absence of a clear vision. To avoid this trap, communicate openly with your superiors to understand the department's future directions. Sometimes, you might be directed to keep the new budget flat at last year's spending.

When starting your budget, referencing the previous year's budget is a safe and valuable starting point. It provides insights into past expenditures and helps lay a foundation for the new budget. Remember that a budget is a living and breathing document that requires periodic revisiting and adjustment.

Don't hesitate to seek input from colleagues; their insights can be invaluable. Communicating with stakeholders will lend a sense of ownership of the budgeting process.

One common oversight is the failure to include new initiatives in your budget plan. As your supervisors introduce new programs or investments, it's essential to incorporate these changes into your budget. Equally important is removing outdated or one-time initiatives from the previous budget.

Understanding salary and contractual changes is crucial. In certain industries, such as sports, specific costs are predetermined due to collective bargaining agreements, making up a significant portion of the budget. Recognizing these fixed costs helps you accurately plan the remaining flexible expenses.

To create an adequate budget, it's essential to understand your business thoroughly. Dive into past financial records, departmental spending, and the profit and loss statements from previous years. Understanding the spending patterns and where the money goes is vital for effective budgeting.

Interacting with various stakeholders within your department is crucial. Gather information about their plans, changes, and needs. Creating an inclusive budget process may not incorporate all suggestions, but it fosters valuable input and enhances the decision-making process.

The Approval Process: Navigating The Path To Success


Coworkers talk about the budget during a work meeting

Once you've crafted your budget, it's time to navigate the approval process. Before you head out to show your new budget to your boss, take a step back and ensure you don’t miss anything. Make sure that your formulas are cross-checking your numbers.

Proper coding of expenses is crucial for accurate financial tracking. Assign codes to invoices and categorize them within the budget to ensure the appropriate allocation of costs to specific departments or categories. Make it a habit to utilize the budget daily to determine expense placement and maintain financial clarity.

Lock And Monitor The Budget


Man works on his company's budget

After the finance team approves your budget, it becomes a finalized document, entering the 'lock and monitor' phase. In dynamic environments, such as the sports industry, urgent changes may arise; they might be a one-time expense or a large purchase requiring immediate budget adjustments. In such cases, you can change your financial position by updating the quarterly forecast. The budget cannot be adjusted because it is locked.

Calendarizing your budget assists in managing cash flow. Now that you have a final budget, you can distribute the expenditures when they occur during a 12-month period. This approach ensures better tracking and aligns costs with the correct quarters, providing a more transparent financial overview.

Contesting miscoded expenses to your budget line item is expected. Whenever this occurs, a simple phone call to the recording department typically settles the issue. This is why a budget to actual expense analysis is necessary periodically.

Categories like travel and entertainment expenses tend to fluctuate and be less controllable in budgeting due to unforeseen pricing and travel demands. These challenges can test the accuracy of budget projections, but adaptability and vigilance are your allies.

Building Trust, Credibility, And Accountability


Happy woman on laptop works on the budget

The critical lesson in creating a budget is establishing trust, credibility, and accountability. When stakeholders know and trust the validity of your numbers, they tend to relax and believe in your executive presence.

Creating your first budget is a transformative journey that empowers you to take control of your department's financial destiny. By avoiding rookie mistakes, mastering the approval process, and effectively locking and monitoring your budget, you pave the way for success.

Budgeting is not merely a financial task; it's a strategic tool that propels your organization to take hold of its current position and predict the future with confidence. Embrace the process, learn from your experiences, and let your budget become a beacon of financial prosperity and strategic mastering. Be that lighthouse on the hill that others look to as an example of excellence. You can do this!

Acquiring Job Advance Your Career Career Changing Careers and Employment Education Finance Internship

How To Create Your First Budget: Making …