How To Pick And Implement A CRM So You Can Boost Your Sales

How To Pick And Implement A CRM So You Can Boost Your Sales written by Sara Nay read more at Duct Tape Marketing



About the show:

The Agency Spark Podcast, hosted by Sara Nay, is a collection of short-form interviews from thought leaders in the marketing consultancy and agency space. Each episode focuses on a single topic with actionable insights you can apply today. Check out the new Spark Lab Consulting website here!

About this episode:

In this episode of the Agency Spark Podcast, Sara talks with Jeroen Corthout on how to pick and implement a CRM so you can boost your sales.

Jeroen is co-founder and CEO of Salesflare, an intelligent CRM built for SMBs selling B2B, mostly popular with agencies and SaaS companies.

Salesflare itself was founded when Jeroen and his co-founder Lieven wanted to manage the leads for their software company in an easier way. They didn’t like to keep track of them manually and built Salesflare, which pulls customer data together automatically.

It’s now the most popular CRM on Product Hunt and top rated on review platforms like G2 for its ease of use and automation features.

Key topics:

• how to determine which CRM is best for you
• how to get buy in from your team so they actually use the CRM
• how to get the most out of your CRM

More from Jeroen Corthout:

• LinkedIn
• Salesflare

 

This episode of the Agency Spark Podcast is brought to you by Podmatch, a platform that automatically matches ideal podcast hosts and guests for interviews. Imagine your favorite online dating app, but instead of using it for finding dates, you’re booking podcast interviews. I use Podmatch to find guests for Agency Spark and it’s made booking engaging and talented guests incredibly easy. Learn more here!

Original source: https://ducttapemarketing.com/how-to-pick-and-implement-a-crm/

The post How To Pick And Implement A CRM So You Can Boost Your Sales appeared first on connect social networks.

from Connect Social Networks http://connectsocialnetworks.com/how-to-pick-and-implement-a-crm-so-you-can-boost-your-sales/

Social Media Must Evolve. Here’s How That Will Happen

TBILISI (GEORGIA) – FEBRUARY 25, 2015: A rally to support Ukraine is held in front of … [+]After he stated that he will not introduce sanctions to Russia as a result of the invading force in Ukraine (February 25, 2022) in Tbilisi Georgia, parliament protested. Russia launched a massive attack against Ukraine yesterday, with Russian troops entering the country’s north, south, and west. This was accompanied by bombing and air strikes. At least 137 Ukrainian soldiers died in combat by the close of the first day, according to the president of Ukraine. (Photo by Daro Sulavauri/Getty Images).

Getty Images

If there’s one thing the war in Ukraine has taught us recently, it’s that unfiltered access to critical information is helpful and even life-altering.

Like many of you, I’ve watched videos showing missile drops and other atrocities. I’ve also read countless posts, most of them using the hashtag #ukraineThese videos provide an important perspective on the destruction.

These people aren’t anonymous and faceless victims, they live in underground shelters. Many refugees are arriving in neighboring countries, including little children who have gathered at bus stations.

You might even say, after this exposure to the destruction and mayhem we’ve seen on Twitter and other platforms, there’s no going back.

Social media has changed yet again, and now it’s time to start applying some of the lessons we’re learning in real-time to the platforms as a whole.

As the war continues, we know this unfiltered access is critical to understanding what is happening on the ground, and it is helping all of us see that the Russian invasion is impacting the Ukrainian people in ways we’ve never seen in recent memory.

Let’s just look at the past 10 years. Apps like Twitter were born without much hype. It was a simple matter of sharing what we had for lunch, and our plans for the next day. This became something that we could all enjoy for a time.

Five or six years back, I can recall a handful of friendly discussions. Unfortunately, platforms fell apart a couple of years ago as trolls began to rant at users, argue constantly and critique people for small differences in opinion.

There’s no time for any of that now. When I’m on Twitter or Facebook these days, I often start with #ukraine in my search bar and then try to get up-to-speed.

I’m not as interested in the glossy reports and summaries, or the endless debates, but I typically try to find real people posting about what life is like during the invasion, how people around the world can help, and also what the citizen journalists have to say about the actual military advancements and battles.

This kind of genuine social media is something that has been part and parcel of our daily lives for many years. However, since this latest Russian aggression has only recently become more apparent. It is the largest military operation I have ever witnessed, or even in this troll-infested age on social media.

Strangely, my social media feeds just look DifferentThese days there is more Civil.

There is still a lot of misinformation. Recently, I saw a video posted to Twitter. However, I later discovered that it wasn’t from the current year. It seems that hate and outright vitriol towards one another, often about religion or politics, has shifted. The real “hate” and aggression is not online at all; it’s at the hands of the Russian military operation.

My searches show that most posts focus on helping people in Ukraine, and not personal attacks. You can’t ignore the current arc of social media, since it has taken a decided turn toward exposing the conflict for what it is, providing a platform for the victims. If only “helping people” became the norm.

I am asking myself how can we maintain such civility. It won’t be easy, but the trolls are now in hiding. What happens to those who use social media for good purposes or in ways that make them more valuable?

The post Social Media Must Evolve. Here’s How That Will Happen appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/content-sections/news-and-noise/social-media-must-evolve-heres-how-that-will-happen/

The post Social Media Must Evolve. Here’s How That Will Happen appeared first on connect social networks.

from Connect Social Networks http://connectsocialnetworks.com/social-media-must-evolve-heres-how-that-will-happen/

Grow Your Business By Growing Your People

Grow Your Business By Growing Your People written by John Jantsch read more at Duct Tape Marketing

Marketing Podcast with Whitney Johnson

In this episode of the Duct Tape Marketing Podcast, I interview Whitney Johnson. Whitney is CEO of the tech-enabled talent development company Disruption Advisors. She is one of the top ten business thinkers in the world as named by Thinkers50. Whitney is an expert at smart growth leadership, and she co-founded the Disruptive Innovation Fund with Harvard Business School’s late Clayton Christensen. She’s also the author of a new book — Smart Growth: How to Grow Your People to Grow Your Company.

Key Takeaway:

Growing is the goal. Helping people develop their potential and become the self they want to be and are capable of being is what leaders strive toward. And as individuals grow, so do organizations. If you want to lead and scale an organization, that transformation starts within. In this episode, I talk with Whitney Johnson about how to grow a business — the smart way — by cultivating a culture of learning and growth.

Questions I ask Whitney Johnson:

• [1:26] How are you applying the S Curve of Learning to growth and leadership?
• [2:48] Sometimes, there’s a point in the S Curve of Learnning where even though it takes off, it can actually nosedive. Is this something you see happening with personal development?
• [4:09] I’ve owned my own business coming up on 30 years. And I feel like there’s not just one S curve of growth – what’s your view on that?
• [6:50] Would you say your book is as much about personal development as it is about leadership development?
• [8:14] What are some of the new habits or questions that people need to start asking themselves instead of just saying this is the new way we’re going to do things?
• [9:54] What advice do you have for people trying to get through the long part where they may not be seeing any advancement?
• [13:25] How can a leader or someone trying to develop personally apply the ‘collect like a child’ idea from your book?
• [15:43] Do you think the leadership part in your book might be harder to install because of the varying cultural aspects inside of different organizations?
• [17:19] Your book is filled with interviews – is there a story in the book that you feel has really nailed it?
• [19:37] Where can people find out more about your book and your work?

More About Whitney Johnson:

• Her book – Smart Growth: How to Grow Your People to Grow Your Company
• Disrupt Yourself Podcast

More About The Duct Tape Marketing Consultant Network

• Learn more here

Like this show? Click on over and give us a review on iTunes, please!

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John Jantsch (00:01): This episode of the duct tape marketing podcast is brought to you by the Gain Grow, Retain podcast, hosted by Jeff Brunsbach and Jay Nathan brought to you by the HubSpot podcast network Gain Grow Retain is built to inspire SAS and technology leaders who are facing day to day. Challenges of scaling Jeff and Jay share conversations about growing and scaling subscription businesses with a customer first approach, check out all the episodes. Recently, they did one on onboarding, such a key thing when you wanna get going, keep and retain those clients. So listen to gain, grow, retain wherever you get your podcast.

John Jantsch (00:50): Hello, and welcome to another episode of the duct tape marketing podcast. This is John Jantsch, my guest today’s Whitney Johnson. She’s a CEO of the tech enabled talent development company, Disruption Advisor, one of the top 10 business thinkers in the world as named by thinkers 50. She’s an expert at smart growth leadership. She co-founded the disruptive innovation fund with Harvard business schools late Clayton Christensen. And she’s the author of a book we’re gonna talk about today. Smart growth, how to grow your people to grow your company. So Whitney, welcome to the show,

Whitney Johnson (01:24): John, thanks for having me.

John Jantsch (01:26): So Clayton Christensen is probably the person that, you know, people that have been doing this as long as me hold up there as like that’s the first person that like said stuff that made sense to me. So, so let’s start with the S-curve then. And just kind of, I I’m sure a lot of people have been exposed to it in various statistics classes or something along those lines, but let’s talk about how you’re applying it to, to growth and to leadership.

Whitney Johnson (01:49): Yeah, so I was exposed to it in investing with Clayton. So we all have our, our place that we learned about it and it’s been around for a hundred years and we used it to help us figure out how quickly an innovation would be ado and trying to make investment, buy and decisions. And as we were applying it for investing, I had this insight that we could use the S curve, not only to think about how groups change over time, but how individuals change over time. Yeah. And every time you start something new, you start a new project, start a new job. You are at the base of that S and growth is happening, but it’s gonna feel until you reach a tipping point or the near the curve, and you move into the sweet spot that steep, sleek back of the curve, right? And then you reach this place called mastery where growth starts to taper off. And my aha was is that we could use it to understand the emotional arc of growth. And when we take on something new, it allows us to say, okay, if I know where I am in my growth, I know what’s next. So that’s how I’m applying it.

John Jantsch (02:48): So unfortunately, you know, while a lot of people accept this idea of yes, oh, there’s this point where it takes off, you know, there’s a lot of times, that’s the point where it actually dives nose dives too. Right. We get through the hard part and now we’ve kind of outgrown our abilities. D does that, do you see that happening with personal development in the same way?

Whitney Johnson (03:07): Yeah, absolutely. And one of the things that was interesting to me is as you have now, surmised, I’m very steeped in disruptive innovation. And what we saw with disruption is that even if you were going to pursue a disruptive course and your odds of success increased by six times that went from 6% to 36%. So there was still a 64% chance that it wasn’t going to work. And it’s going to be similar. When you decide I’m going to jump to this brand new S curve, I’m going to do something new. Are, there’s a large possibility that you’ll decide this curve isn’t for me, or this is not going to work. And so one of the things that I recommend is at the launch point, you have this Explorer phase of deciding, do I even want to be here? Whether you decided to jump or were pushed, but then you’ve gotta go through this collection phase. Yeah. And that’s that place where say, I do wanna be here, but can I get the resources that I need from this ecosystem in order to accelerate into the sweet spot?

John Jantsch (04:09): So I’ve owned my own business for, um, coming up on 30 years. And one of the things I’ve realized is that I’m constantly in about 47 S curves at any given time is what it feels like to me. I don’t feel like there’s one S curve of growth. Yeah. I feel like there’s everywhere. So how do, I mean, I think it’s, I think it’s easy for people to sort of oversimplify this idea of, oh, here’s where we are on the curve. But how do, I mean, what, what’s your view of, I mean, do you feel like that’s a reality or is that just me being psychotic?

Whitney Johnson (04:40): I, I think that the S curve is a fractal that you can think of your life as an S-curve. You can think of your career as an S-curve. You can think of a job as an S curve. And then within that job, you’ve got roles and then projects. And so you can continue to drill down. And to your question specifically, once you start to say, okay, well, where am I in my, I roll on the S curve overall, everything that’s required of me, but it very much is a portfolio of curves that you are going to have a number of different curves that you’re on within your work. And if most of them allow for you to be in the sweet spot, then you can say in aggregate, you’re in the sweet spot. And if you think about your life, you’re balancing your portfolio of S curves where you’ve got your career. Maybe it’s a really steep curve. So in your personal life, maybe you don’t want quite as steep of a curve. So you’re putting together that portfolio. I have a background in investing. So I do think in portfolios to answer your question, yes, we’re on multiple curves. You want to balance them. So you’re not, you know, only on the launch point for all of your curves or only in mastery to, to create that balanced portfolio.

John Jantsch (05:45): I’ve, I’ve actually referred to it as seasons. I feel like, you know, businesses go through seasons. You know, they’re not, they’re not annual linear necessarily, but they’re, I think it’s kind of what you’re describing. Isn’t it? It’s like, okay, now we’re in this gathering, you know, period, you know, because then that’s gonna produce, you know, fruit. I feel like that is something almost tangible.

Whitney Johnson (06:05): Oh, I love that. I love that metaphor. So, and I love talking about growth. And as you can see our, our listeners, can’t see, but I’ve got behind me, botanical prints of strawberries and peaches because we’ve grow raspberries and strawberries, et cetera. But if you, if you wanted to pull that metaphor, you could argue that the launch point that’s the spring and that’s the time where you are planting. And then you’re going to move into the summer, which is a sweet spot where you’ve got that bountiful, you know, everything’s growing, and then you’re gonna start to harvest when you get into master. And then when that decision’s made to do something new, you’re gonna go dormant. There’s gonna, there’s this period of latency where you’re quiet and it’s the winter. As you start to think about moving to your new curve.

John Jantsch (06:50): So, so the subtitle of the book, how to grow your people to grow your company would imply that this is a book about leadership. I will tell you that as I read it, I was like, no, this is about personal development. So that is

Whitney Johnson (07:03): That, oh, you are very astute. It’s both. Yeah. Let me tell you there, there was a study that came out recently from a ego Zender that surveyed a thousand CEOs and the thousand CEOs wrongly agreed that to transform the organization, they needed to transform themselves. Sure. 80% strongly agreed. And so my whole premise, my thesis is that if you want to lead an organization and we talk a lot about how to grow your team and grow your organization in the book, but it always starts with you the fundamental unit of growth as the individual. And so I purposely wrote this book so that if you only care about personal growth, then you just read the narrative and you can get that. But if you do care about growing your team and your organization, then we’ve got these interludes that are very practical, very actionable on how to do that. But yes, you are, right. This starts with you as a, the individual.

John Jantsch (07:59): Yeah. Cause really, without a great deal of self-awareness, you’re probably not gonna be a great leader, right?

Whitney Johnson (08:04): No.

John Jantsch (08:06): So are there some, I I’m sure this is like a lot of things, you know, people read this book, go, we’ve gotta do this, you know, at our company. Right. So what are some of the first kind of new habits or questions maybe that, that people need to start asking themselves as you know, instead of just saying, okay, this is the new way.

Whitney Johnson (08:26): Yeah. Yeah. Oh, I love that question because I believe in setting small, ridiculously small goals, I read atomic habits and you probably did two. I was

John Jantsch (08:37): One of my questions actually.

Whitney Johnson (08:38): Well, there you go. Yeah. So what I recommend you do is if you find yourself thinking, oh, this model makes sense to me. Yeah. And it is purposely simple. It is purposely visual because that makes it useful. What I would say to you is just get out a piece of paper and draw the S and say to yourself, where am I on this? S yeah. And then have a conversation with a person, a colleague, a person on your team and say, where do you think you are on the S now we have an assessment tool that you can use, but you ask me a simple way to start. Yeah. That’s where you’d start is you draw it out, you have a conversation, and then you can plot where your team is. But that initial spark of just drawing that curve and talking about where do you think you are, that orients yourself, orients, you orient your team, and you can start to have a very robust conversation about growth and the growth upside you see in this role in your organization.

John Jantsch (09:35): So this leads me to my James clear moment, as a matter of fact. So you just talked about orienting yourself and I, and I suspect that there is a point, I, I think people probably can orient themselves in the sweet spot and they probably can orient themselves into getting started. It’s that messy middle, that sometimes is really long boring slog. And one of the things that that James puts in, in atomic habits is that a lot of times people are successful. Not cuz they have better goals, but because they can tolerate boredom because that’s a lot of what it, you know, we get tired of the stuff. We don’t wanna do it anymore, even if it’s working. So, you know, how, what, what advice do you first off, I guess I have to ask you if you agree with that assessment, but if you do, you know what, you know, what does allow people to get through that long part where you’re not seeing any advancement necessarily? And so you don’t really know where you are.

Whitney Johnson (10:25): Yeah. It’s a great question. And what I would say is I wouldn’t necessarily call that the messy middle, cuz I think when you’re in the sweet spot, that’s where you’re exhilarated and you’ve got this optimized tension of it’s hard, but not too hard. So you’re feeling this sense of, of competence and autonomy and relatedness. I think what you’re referring to is when you’re at the launch point and you’ve made the decision, Hey, I’m gonna do this and growth is happening, but it’s not yet apparent. It’s like the, the Lily pads in a pond, like there’s one and then there’s two and there’s four, but ah, there’s not very many pads in the pond. And so what I recommend you do there is number one is know psychologically what’s happening is that you are at the launch point. It is going to feel like a slog.

Whitney Johnson (11:12): And that helps you talk yourself through the impatience that you feel. But then to your James clear our James clear moment to make things clear is if you think about what’s happening in your brain, whenever you do something new, you’re running a predictive model. And so with the launch point, you’re running this model and you’re making lots of predictions, most of which are inaccurate. And so your dopamine is dropping a lot and that is not fun. And so what you can do is you can set those small ridiculously small goals. Like for example, I’m learning Korean right now. Am I studying well because I love KRAS, but am I studying 30 minutes a day? No, I have an app. I pull out dual lingo and maybe I do 30 seconds a day and maybe I do three minutes. Yeah. Wow. I’ve done it for 103 straight days. Yeah. And so what happens is when that goal is really small, you can hit it every day. You can oftentimes beat it. And when you beat goals, guess what happens, dopamine ding. And so it’s that ability to have those small goals, beat those small goals at the launch point that allows you to basically gamify it and move through the slog of that place where growth is not apparent until you hit that sweet spot and things become exhilarating.

John Jantsch (12:27): And now let’s hear from a sponsor. Running a business is a lot like, I don’t know, running a pirate ship. You’ve got your eye on the prize and the entire crew to coordinate with customizable options. HubSpot CRM platform is carefully crafted in-house so your business can keep running in ship shape. It’s powerful suite of marketing tools work seamlessly together. So you and your teams can deliver a better experience for your customers. Consider it treasure map with a very clear X marks, the spot with HubSpot, save, reuse, and share your best performing emails with your team for a faster and more consistent way to communicate with prospects. Use social media tools to schedule and publish updates, monitor terms and analyze performance. You can even use bot bill to create robust, automated multi-channel campaigns, learn how to grow better by connecting your people, your customers, and your business @ hubspot.com.

John Jantsch (13:25): So you have a lot of you break kind of the stages down into a lot of things that you should be doing or paying attention to. Or I talked about maybe new habits and I’ll just let you, um, kind of talk about how it applies is collect like a child. You know, I’ve always told people, I think curiosity is really, you know, my superpower. I mean, I’d love to see how things start, how they work, why they don’t work, why something is outta place. And so that to me, I was like, well, yeah, I just do that instinctively, but talk a little bit about that. How elite, you know, or somebody trying to develop personally can apply that idea.

Whitney Johnson (13:59): Well, first of all, I want to flag for you. That is a superpower. Whenever someone says, Hey, I just do this instinctively that is telling me, oh yeah, that’s a strength. Not everybody does that just a reminder. Yes. So just wanna wanna say that one of the thing is that a child does that around the curiosity is first of all, they, and we would go into something and say, I just want to understand what this is. I just want to figure this out. And at that point there’s very little ego and your identity is not on the line. And so for example, I can remember when I was three or four years old, our family had gone to see the sound of music and I came home and we had an upright piano and I started to figure out how do I play do Rayme on the piano?

Whitney Johnson (14:48): There was no question in my mind of like, will I not be able to do it? Will I look dumb if I can’t figure it out? None of that identity ego was part of the equation. And so collecting like a child is to be at the launch point and say, I like this curve. I, I want to be here. I now have to get the data that would tell me, can I get the resources that I need? And, and I’m gonna be able to gain momentum here and just to collect that data and not have it be a referendum on your identity. It’s just data. Can I get the resources? Do I enjoy this? If the answer is yes, then I keep going. If the answer is no, then I stop. It’s not about my ego. It’s just about iterating and learning and grow, growing and developing. And so that’s the collecting like a child where the ego is out of the equation.

John Jantsch (15:37): So, so it may actually be a superpower. My parents didn’t always think it was

Whitney Johnson (15:41): Then it definitely is.

John Jantsch (15:43): So you, you know, the personal development part, I think, you know, people are gonna grow by reading this book. The leadership part in ways is, might be harder to install in an organization because there’s so many, there’s so many culture aspects that I’m, that keep coming up for me as, you know, just that collect like a child, giving people a permission to do that. Doesn’t always happen at organizations. Does it?

Whitney Johnson (16:06): Yeah, no it doesn’t. And I think that one of the things that is increasingly a it to me, the more experienced I get in life is that so often we’ll say, well, I think this using this as a tool to think about growth is a great idea, but can you persuade my manager? Right? And the answer is, no, I can’t persuade your manager. Um, but you can. And the way that you can is if you will start with you and if you will start to implement this idea with the people on your team. Yeah. And to collect those data points, because when you are persuading someone to do something new, you are effectively asking them to jump to a new S curve, which is scary. They don’t want to do it. And so what you’re doing is you’re packing a parachute for them to make it safe for them to do that new a thing. Yeah. And you make it safe by you being a Proofpoint by being the people on your team, being a Proofpoint and something as simple as drawing an S and having a conversation. That’s not very scary. Yeah. That’s pretty easy to do. And so you have more control than you think you do, and start with something so simple. So ridiculously it’s pretty tough to say, well, I don’t wanna listen. No, it’s something simple. You can start there.

John Jantsch (17:20): So you filled this book with a lot of interviews of people that you talked to that, you know, kind of are, are doing some of this. This is probably a difficult question. So I’ll let you break it up. If you want, you know, is there a story in the book or is there a person that you’ve talked to since, you know, reading the book, even that you feel like has really kind of nailed this approach and brought this approach to their organization and it’s made a difference.

Whitney Johnson (17:42): Yeah, I do actually. So, and they’re not in the book. So it’s a company called Chatbooks. They’re in Provo, Utah, and they turn Instagram photos into, oh yeah. Or actually Lehigh, Utah, they turn Instagram photos into books and they have been around for about seven years. It’s a great culture. People like to work there. And because people like to work there, they had a lot of people who were getting to the top of the Sur, they were reaching mastery. And, and so we administered our S-curve tool. And our CEO said, Whitney, this is really helpful because it’s giving us a language to talk about our experience. Three examples specifically what happened? One person, the chief marketing officer said, now I understand the experience I’m having. It’s not that I don’t like working here. It’s not that I don’t like you as a boss. It’s just that I’m at the top of my curve.

Whitney Johnson (18:28): I’m not growing anymore. Right. I need to do something new. And so it de personalized her jumping to a new curve at a different company. In another instance, you had the president who was presumably on a new curve, but he was bumping up against the scope of the CEO that allowed them to have a conversation said, Hey, CEO, go jump to your curve. So that I’ve got headroom on my curve. Again, allowed them to have a conversation. And then the third thing that happened was the CTO who had been there for several years, was taking on some new responsibilities that were putting him at the launch point. And he was kind of uncomfortable, cuz he’s supposed to be the expert. Yeah. He gave him a way to say, Hey, everybody doing something new, I’m at the launch point, it’s supposed to be uncomfortable and awkward and gangly. And it gave him permission. And then also could talk his team through that. And so very simple language to talk about the experience that people were having.

John Jantsch (19:25): Well, that’s, that’s such a great example too, because very different outcomes for all of them, but all of them, you, even if they were painful because they caused change all of them very positive.

Whitney Johnson (19:35): Right?

John Jantsch (19:36): Yeah. That’s awesome. So, so wouldn’t you tell people where they can find out, I know the book’s available anywhere, but where they can find out more about your work as well.

Whitney Johnson (19:43): Yeah. Thank you for asking. So one easy place is to go to Whitney johnson.com and or our podcast disrupt yourself. But Whitney johnson.com is the easiest place to start.

John Jantsch (19:55): Awesome. Well, I appreciate you taking the time out to stop by the duct tape marketing podcast. And hopefully we’ll run into you in person one of these days out there on the road.

Whitney Johnson (20:03): Oh thank you, John, for having me.

John Jantsch (20:05): All right. So that wraps up another episode. I wanna thank you so much for tuning in and you know, we love those reviews and comments. So just generally tell me what you think also did you know that you could offer the duct tape marketing system, our system to your clients and build a complete marketing consulting coaching business, or maybe level up an agency with some additional services. That’s right. Check out the duct tape marketing consultant network. You could and find it @ ducttapemarketing.com and just scroll down a little and find that offer our system to your client’s tab.

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HubSpot Podcast Network is the audio destination for business professionals who seek the best education and inspiration on how to grow a business.

 

 

Original source: https://ducttapemarketing.com/grow-your-business-grow-your-people/

The post Grow Your Business By Growing Your People appeared first on connect social networks.

from Connect Social Networks http://connectsocialnetworks.com/grow-your-business-by-growing-your-people/

How Self-Coaching Can Transform Your Life And Career

How Self-Coaching Can Transform Your Life And Career written by John Jantsch read more at Duct Tape Marketing

Marketing Podcast with David Novak

In this episode of the Duct Tape Marketing Podcast, I interview David Novak. David is the Founder and CEO of David Novak Leadership, the parent organization to five nonprofits dedicated to developing leaders at every stage of life, from ages 5 to 65. He’s the host of the top-ranked business podcast, How Leaders Lead with David Novak. David is also the Co-author of his newest book – Take Charge of You: How Self Coaching Can Transform Your Life and Career. And lastly, he was a co-founder, chairman, and CEO of one of the world’s largest restaurant companies: Yum! Brands.

Key Takeaway:

Everyone could use a good coach to help them reach their full potential. Unfortunately, there just aren’t enough good ones to go around, and oftentimes, the ones that exist are too expensive or sought-after for most of us to even consider hiring them. But that doesn’t mean you should have to go without. In this episode, I talk with CEO and best-selling author, David Novak, about how powerful coaching can start with you. We dive into how self-coaching can help you fast-track success and transform your life.

Questions I ask David Novak:

• [1:45] Are you in some ways taking on the existing coaching industry?
• [4:27] The best coaches don’t tell you what to do, they ask you questions. Could you talk about how questioning is a big part of this book?
• [5:25] Have you thought about this as a leadership book?
• [8:42] Could you tell me a little bit about the process of identifying the joy blockers and joy builders?
• [11:20] Why did you land on joy as the key metric?
• [12:20] Have you seen people get better at self-coaching?
• [19:04] Where can people connect with you and find out more about your work?

More About David Novak:

• His latest book – Take Charge of You: How Self Coaching Can Transform Your Life and Career
• Learn more about David’s leadership programs – DavidNovakLeadership.com

More About The Certified Marketing Manager Program Powered By Duct Tape Marketing:

• Learn more here

Like this show? Click on over and give us a review on iTunes, please!

Duct Tape Transcript

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John Jantsch (00:00): This episode of the duct tape marketing podcast is brought to you by the Gain Grow, Retain podcast, hosted by Jeff Brunsbach and Jay Nathan brought to you by the HubSpot podcast network gain grow retain is built to inspire SAS and technology leaders who are facing day to day. Challenges of scaling Jeff and Jay share conversations about grow growing and scaling subscription businesses with a customer first approach, check out all the episodes. Recently, they did one on onboarding, such a key thing when you wanna get going, keep and retain those clients. So listen to gain, grow, retain wherever you get your podcast.

John Jantsch (00:48): Hello, and welcome to another episode of the duct tape marketing podcast. This is John Jantsch and my guest today is David Novak. He’s the founder and CEO of David Novak leadership. The parent organization to five nonprofit. It’s dedicated to developing leaders at every stage of life from ages five to 65. Love that David is also the host of the top ranked business podcast. How leaders lead with David Novak. He’s also a New York times bestselling author, taking people with you the only way to make big things happen. And we’re gonna talk about a, his newest book today. He’s the co-author of take charge of you, how self-coaching can transform your life and career. And of course, you know, I’ll just throw this in as a throw in. He was a co-founder the retired chairman and CEO of yum brands, one of the world’s largest restaurant companies. So David, welcome to the show

David Novak (01:42): And thank you, John. It’s a honor to be with you.

John Jantsch (01:45): So are you, in some ways we’re gonna talk about self coaching, right? So are you in some ways and probably, maybe not intentionally, but are you in some ways taking on the existing coaching industry?

David Novak (01:56): Well, I never really thought of it that way. I think what I’ve really tried to do is, you know, when you look at all the research out there, there’s a big problem. People aren’t getting the coaching that they, they want to get at work. You know, it’s well above 50% of people who are totally dissatisfied that they’re not getting developed at work. Yeah. Then you compound that with what’s happened with the pandemic and all the virtual working. So people are not around their coaches. So even if you’re getting, even if you have a good coach, you don’t get to see ’em now, you know, as we thought about writing this book, you know, I wanted to come at coaching at a different angle. There are a lot of coaching books out there, but I hadn’t seen anything where people were really taught how to coach themselves. Yeah. And you know, because not everybody can afford a business coach like you or me or not. Everyone could afford a sports performance coach. Like you Goldsmith who I co-wrote the book with. But what, what we decided is that we could give people the tools and the processes we use to, to coach others and help them coach themselves to success. And the basic premises is life’s too short to delegate your life and your career to someone else. You need a state and step up and take accountability for it.

John Jantsch (03:06): So, so, you know, you mentioned the pandemic and obviously a lot of people are familiar with people talking about the great resignation, but I think the great resignation is more about just kind of, I wanna rethink what I want to do with my life. Maybe. I mean, I’m wanna change careers or I wanna change this thing. So, so obviously I would say that the need for self-reflection, at least if not self-coaching is probably greater than ever.

David Novak (03:28): Yeah. You know, it’s funny we started writing this just before the pandemic, but I don’t think there’s ever been a book that’s better time, right. For what’s going on out there because you know, people right now have had more of time in the last two, two or two years or more to really self reflect and to understand, you know, what makes them tick, you know? Yeah. What we give people is a pro for doing that so that you can end up in the right place. And part of that, John is really understanding what your joy blockers are and what your joy builders on how to really get at the single biggest thing that get, have the biggest impact on your life. And, you know, I think giving people tools, what I love about this book, more than anything, John is just the exercises and the processes that you have to go through to, to, to really, you know, be a self coach. You know, it’s a book you can read straight through and enjoy it, but the people who are gonna get the most out of it are gonna do the exercise is in the book.

John Jantsch (04:21): Yeah. It’s definitely more of a hands on tool, so to speak. But well, one of the things that, that we all know is the best question, the best coaches don’t tell you what to do, that they ask you questions that, oh, questioning is a big part of this book, isn’t it?

David Novak (04:35): Yeah. Yeah. I think we, we start out by talking about it, the need to have a, a self-coaching conversation, you know, a conversation with yourself, we ask people questions that cause them to reflect on where they’re at. And you mentioned it earlier, John, you know, self-awareness is absolutely critical. You know, you, if you’re coaching someone else, you gotta help them build self-awareness. And if you’re coaching yourself, you better have a process that can get you to understand, you know, what really makes you tick. And I, I couldn’t agree with you more. It’s like great marketing, you know, anything that you convince yourself of is infinitely superior to, to, to having someone tell you how you’re supposed to think or what you’re supposed to do. I always say telling isn’t selling, you know? Yeah. And so you really want people to come up and Dr with their own.

John Jantsch (05:23): So it’s become very fashionable, but I think also useful to talk about coaching in leadership circles, you know, that leaders, best leaders, coach, I’m wondering if, if you’ve thought about this as a leadership book. So, so the leader, you know, probably needs to do some self coaching right. And then teach people to do self coaching as well.

David Novak (05:41): Yeah. Yeah. I think, you know, I think this is a leadership book. It’s a way to help you become a better leader. Right. You know, all the, you know, I do my podcast, John, and, you know, and I’m sure a you and I spend some time together, I would quickly realize that you’ve been a great self coach throughout your career. You know, all the great leader are self coaches and, you know, whether they would necessarily call themselves that or not. Yeah. I think we’ve kind of got a new moniker that hopefully will, will, will catch on. Yeah. But, you know, I think that, you know, when you think about why people leave companies it’s been documented and many times there’s two reasons why people leave. Number one, they don’t don’t feel appreciated for what they do. And number two, they don’t get along with their boss. Yep. They’re tied to each other, you know? And so, you know, I’ve, I really am a big proponent of recognizing people for what they do and coaching versus being a boss. I think being a boss is a, is sort of like a 1950s term, you know, and you know, you know, coaching is really what it’s all about today, but still, even though people know it’s a valuable trait and great behavior for a leader to have very few people are really good coach and it’s a big problem out there.

John Jantsch (06:49): Yeah. I think there’s a level of vulnerability that you have to have as a good coach as well, or as a good mentor leader. That, and I think just what you said, the boss term sort of conjures up. No, I’m supposed to have the ante, you know, as, and I think that’s part of

David Novak (07:04): It’s it’s humility. You know, the one thing that humility says is it’s basically, you know, I need you, you know, it, it says I can’t do it all by myself. You know, the best leaders have a, have an uncanny combination of confidence and humility. Nobody’s gonna follow someone that isn’t confident, right. You know, you know, you’re gonna not gonna be inspired by EOR. Okay. You’re gonna be inspired by somebody really believes in something that’s possible and believes in other people. And they’re confident enough to let them know that. And you know, at the same time, they’re humble enough to let everybody know that they need ’em. And I think humility is it’s that it’s, you can’t do it loan. You didn’t get there by yourself. Right. It’s acknowledging the value of other people.

John Jantsch (07:43): And now let’s hear from a sponsor, running a business is a lot like, I don’t know, running a pirate ship. You’ve got your eye on the prize and the entire crew to coordinate with customizable options. HubSpot CRM platform is carefully crafted in-house so your business can keep running in ship up shape. It’s powerful suite of marketing tools work seamlessly together. So you and your teams can deliver a better experience for your customers. Consider it a treasure map with a very clear X marks, the spot with HubSpot, save, reuse, and share your best performing emails with your team for a faster and more consistent way to communicate with prospects. Use social media tools to schedule and publish updates, monitor terms and analyze performance. You can even use bot builders to create robust, automated multi-channel campaigns, learn how to grow better by connecting your people, your customers, and your business@ hubspot.com. So, uh, very early on in the book, one of the things you ask us to do is identify the, and you mentioned this earlier, but I want you, I wanna go deeper in this, the joy blockers and joy builders. So tell me a little bit about that process of, you know, what you’re asking people to do there.

David Novak (08:54): Yeah. Well, I think, you know, we gotta start out with writing down and thinking and reflecting on what blocks your joy. Yeah. You know, when you know, what is it that when you do this or you spend time on it, what really takes your joy away? And then, then you write down what gives you joy. Okay. What are those things that, you know, as you spend your time, what gives you joy now, then stop and reflect on how you spend your time. Are you on the joy blocker category most of the time, or are you a joy builder? You know, I think here’s where, you know, you’re gonna find out, maybe you might not be matched up with what really makes you tick. You know, it’s amazing, you know, John, everybody says do what you love, but they don’t really think about why. Okay. Why is that so important?

David Novak (09:43): Number one, if you love something, you know, you don’t work. It’s like Warren buffet says, it’s like, you tap dance to work, you know, but you really love it when you love something, you can’t wait to learn more about it. You know that you better because you get better at what you do. And I don’t know about you, but there are very few things that I love that I’m not at least halfway decent at. Okay. And so when you combine all those things, you know, you can actually end up doing something that you’re gonna be quite successful at. If you can find what that land is too many times, people, you know, know are doing stuff because they’re other people think they should be doing it versus doing it because this is what they truly love.

John Jantsch (10:22): You know, it’s interesting, or sort of ironic about that statement though, is that, you know, a lot of times when we’re just getting started with a new skill or a new task, we don’t love it because it’s hard, it’s uncomfortable. We get good at, as you just said, by sticking with it. And then it brings us joy. And I think sometimes there’s a little trap on that. Isn’t there.

David Novak (10:43): Yeah. There could be, you know, that’s the harder path. Yeah. I think it’s a harder path when you gotta start out doing something that you really don’t enjoy. You know, for example, you know, I came up in advertising, marketing. I love that at, I mean, you know, that’s what, you know, that was something I always loved. So I would read everything I could about it, learn everything I could about it. But if you asked me to do, you know, a financial analysis, you don’t, that would’ve been pretty tough sledding. Now I learned how to do financial analysis and I could do it, but it wasn’t something that I necessarily loved. But if I’d had gone into finance, I don’t think I, how to end up being a CEO.

John Jantsch (11:18): Yeah. Yeah. Yeah. So I’m curious, why did you land on joy as the key metric?

David Novak (11:26): Yeah. Well, I think it’s funny. Joy’s a real buzzword now. Have you noticed that? I don’t know. I mean, we just kind of hit on it. Yeah. You know, joy, you know, it’s, it leads to elation. Okay. It’s it like, it gives you it’s more than satisfaction. Okay. It’s CLE in, in what you do, you know, it’s that tap dance to, to work kind of notion you, you never have to work a day in your life. If you do something that you love, you know, know it’s, you know, I think that’s why we really landed on that. And it’s funny now everybody saying joy. So I feel like, you know, I guess we’re gonna look like a copycat, but it certainly wasn’t there when we started writing a book. Yeah.

John Jantsch (12:05): Yeah. You could see some people because this is different for them to think, oh, wait a minute. I’m supposed to coach myself. Do you find that it takes pride to get better at this? So, I mean, you start asking questions and you’re like, I don’t know. I’ll just write something down here. But I mean, have you seen people get better at self coaching?

David Novak (12:22): Yeah. Well, you know, this is something that we basically have created John. Yeah. This is a whole idea of self coaching. Right. I’ve seen people get good at better at coaching. Yeah. But I don’t think, have really thought about self-coaching them, you know, self-coaching itself. So what we hope is that this book helps people really go through that process. And then we’re not saying that if you self coach that you don’t nude coaches, in fact, we talk about the importance of having assistant coaches in your life, but it’s focused, you know, once you go through the self reflection of understanding what you need and what your areas of opportunity are, then you can target where you need to get people to help you and find those assistant coaches that can get you to where you wanna go. You know, for example, I did mention Warren buffet a little bit earlier when I became CEO at young brands, I was a marketing and advertising per operations had never really worked with wall street.

David Novak (13:17): So I said, you know, I looked at myself, I said, man, I better get up to speed of this or hurry. And I said, who could I learn from? And I said, well, you know, be pretty nice to go get some advice from Warren buffet. And I was able to use some contacts and get in and go see him. And I think it was 1998 and I saw him of 2016 once a year in Omaha. But, you know, he gave me great advice about how to talk to the wall street, how to be a communicator as a CEO and you know, but I did that by realizing that I needed to get that skill. And, and I not only needed to get that skill, I needed to get that skill in a hurry.

John Jantsch (13:52): Yeah. So one of the things, I think, challenges a lot of people and why a good coach is, you know, a good coach holds a mirror up and just like, here’s, you know, here’s your truth. Right. But I think a lot of us struggle with, I, I would see a lot of people struggling with asking themselves or self coaching a little bit because they’re so mired in their own beliefs already that at what’s true for them maybe is hard for them to see.

David Novak (14:19): Yeah. I think that’s true. One of the things we talking about the book is to get different data point. So you can really have an accurate assessment of what you are. It’s really interesting when you think about coaching self-coaching whatever. Yeah. You know, one of the keys to any businesses you well know is the first respons of leadership is to define reality.

John Jantsch (14:38): Yep.

David Novak (14:39): Okay. And then you gotta create hope. Okay. You know, and inspiration in terms of what you can be. And I think self-coaching forces you to really get a true sense of who you are a real sense of who you are. And you know, if you’re really focused on that and you wanna be a good, you wanna do the self-coaching, you’re gonna be open, you’ve gotta have a growth mindset. You gotta be open enough to really, really seek the truth. And it isn’t that true. No pun intended. Isn’t that true for any great leader is they’re looking for truth. Yeah. Not only in their business, but it in themselves. And then they go forward. You know, one of the things I talk about in the book is the exercise I do every year, which is my three by five card exercise where I write down on one column, you know, what am I today?

David Novak (15:21): And the other column is, what do I need to be tomorrow? And I do that every January, I write it down and I put it up on the refrigerator. I look at it every day and you know, I had all of my people that I let at young brands do the same thing. And I, every quarter, when I was coaching them, I’d go back to this, this self assessment that they had of themselves in terms of where they wanted to go. But that, that, you know, ha taking the time to do that reflection is important. So many people get caught up in the windmill of work and the RATATA just on to work and doing their thing and coming home and, you know, getting up and doing the next thing, they don’t take the time to reflect. And I think that’s what we’re seeing right now, John, with this whole great resignation is people now have had the time to reflect and that reflection is causing them to say, Hey, look, I think there could be something more in my life.

John Jantsch (16:08): Yeah. And I think

David Novak (16:08): Is what do you run to?

John Jantsch (16:11): Yeah. And I think when you talk about that idea of looking at your joy blockers, joy builders, I imagine there’s a whole lot of people that have not sat down and said, I, I even looked at what, what am I doing? You know, day to day in my work or in my job that is causing me stress. And I didn’t even realize it, you know, or causing me joy. I didn’t even realize it.

David Novak (16:28): You know, I, when I, I never really felt like I retired because I went to something else. Okay. But when I was talking to myself and self-coaching myself on what’s next for me, you know, what I realized that, that gave me joy was, was basically three things. The thing that gave me the most joy at work was teaching leadership. I taught a program called taking people with you. I did it to over 4,000 people. It was the hard, hardest thing I did, but the thing that gave me the most joy and within that framework, I helped people figure out how to take what they thought was the single biggest thing that they were working on and make it a reality in young brands. The second thing that I really realized gives me big joy is my family. And the third thing is golf. You know, I would like to really become a really good senior amateur golfer, those. So I said, I’m gonna spend the rest of my life on those three things and anything that gets in the way of those things, I’m gonna basically say no. And people have always ask me, geez. You know, do you Ms. Young brands? And I say, I didn’t know, I could love something so much and miss it so little. And the reasons that I filled my life up with what really gets me joy.

John Jantsch (17:33): Yeah. You know, it’s funny, I talk to a lot of business owners that are selling their businesses or retiring or needing to step into a different role because the business has grown kind of beyond their capabilities. And I think what you just described there is they get so much personally from the business that it’s kinda like they feel lost. And I think a lot of people retire because they’re so attached to the thing, as opposed to what you just described, the, what you got from the thing, as opposed to what it meant to you.

David Novak (17:59): Yeah. And so many people, you know, when they do retire, it leads to depression. It leads to illness. It leads to, you know, they F because they don’t have anything that, that, that gets ’em inspired every day. So I think it’s a constant pro of understanding where you’re at and figuring out where you want to go. I remember another story I talk about in the book is when I was, I came up in marketing and, you know, I realized when I was at Pepsi, I met with the chairman of PepsiCo at the time Wayne Calloway. I, he, one time he asked me what I wanted to do. And I said, look, I’d like to be a division president of one of the Pepsi divisions. And he said, you’re a really good marketing guy, David. And I said, well, I’d like to be a division president. He said, you’re a really good marketing guy, David. And I knew when I walked out of there that he thought I was a really good marketing guy, but if I was gonna be a division president, I’d better get some operations experience. And so I went out and got the operations experience and then that helped me become president of KFC. And the rest is history, but it’s like, you, that’s getting a real understand of, you know, how other people see you, not just how you see yourself. Yeah. Yeah.

John Jantsch (19:02): That’s awesome. Well, David, thank you so much for stopping by the duct tape marketing podcast. You wanted to share where people, obviously the book will be available wherever you buy books, you wanna, where people might connect with you and your work.

David Novak (19:12): Yeah. I think you can go to take charge of you.com for, and order the book. If you go to David Novac, leadership.com, you can learn about the leadership programs we have, it’s nonprofit, but we’re focused on, as you mentioned earlier at developing leaders at, at, at every edge age group and, you know, we’re make making huge progress and you can follow me on Twitter and David Nova OGO. I try to provide a leadership inspiration every day and the share of my podcast that I do. Awesome.

John Jantsch (19:38): Well again, thanks for stopping by the duct tape marketing podcast. And hopefully we will run into you one of these days out there on the road,

David Novak (19:42): David. Okay. Thank you very much, John. I appreciate it.

John Jantsch (19:45): All right. That wraps up another episode of the duct tape marketing podcast. I wanna thank you so much for tuning in. Feel free to share this show. Feel free to give us reviews. You know, we love those things. Also, did you know that we had created training, marketing training for your team? If you’ve got employees, if you’ve got a staff member that wants to learn a marketing system, how to install that marketing system in your business, check it out. It’s called the certified marketing man to your program from duct tape marketing. You can find it at duct tape, marketing.com and just scroll down a little and find that tab that says training for your team.

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Original source: https://ducttapemarketing.com/self-coaching-transform-your-life/

The post How Self-Coaching Can Transform Your Life And Career appeared first on connect social networks.

from Connect Social Networks http://connectsocialnetworks.com/how-self-coaching-can-transform-your-life-and-career/

Why Linkedin Isn’t Working For You (and How To Fix It)

You joined Linkedin because someone said it’s a great place to find work, or freelance clients. But, somehow, it’s just not fallen into place for you. Sounds familiar?

There are many reasons why Linkedin isn’t working for you, or for many people. But, done properly, it’s easily one of the best tools for building your personal brand, to connect with recruiters or even to win top paying clients.

The problem though is that you shouldn’t be treating it as a sale platform. Because that isn’t what it is. Linkedin is – first and foremost – a social media platform. And there are things that people just don’t like on social media, even if it is a professional networking tool.

Take a look at these common problems to find out if this is why Linkedin isn’t working for you…

You don’t add a personal note when you connect

When you add a connection on Linkedin, it gives you the option to add a note. Never use this? Well, that is mistake number one.

One reason why Linkedin isn’t working for many people is that they don’t try to make a personal connection.

And the best way to do this is to introduce yourself. Think of it as if you’re at a business networking event, and you’re handing out business cards.

Would you just go up to someone, give them your card and walk away? Nope. You’d say hi, exchange pleasantries and then exchange business cards. This is what you need to do on Linkedin (albeit in a more simplified manner).

The best way to leave a personal note is simply to say, ‘Hi {name}, I saw you work in {sector}/I saw we have mutual connections/I’m just trying to build my network in {industry} and thought I would connect. Thanks’.

This is a simple intro that establishes your motives and opens a channel for discussion if they would like to.

Always. And I do mean ALWAYS, add a personal note when you connect.

Your profile isn’t up to date

Half completed profiles, no images, no current job, no employment history… You do want people to find you, right?

Like any social media platform, Linkedin works best when your profile is complete (or at least mostly complete).

So if you’re finding that Linkedin isn’t working for you, take a good look profile. Add in a quality image, ideally a professional head shot, or at least a smiling portrait. Update your title (more on that in a moment) and add in a bio.

You should also add in relevant experience, educational history and any other context such as certifications, languages spoken or projects worked on. The more content on your profile the more there is for recruiters and connections to get their teeth into.

You don’t engage

Lurking on social media, we’ve all be guilty of it at some point. But if you want Linkedin to perform for you, you will need to engage in some capacity.

Do you need to post daily? No, not really. But it does make a huge difference to how you’re perceived on the platform.

Do you need to like or comment on other people’s posts? Well, it does help your visibility – so yes.

As Linkedin is a professional network, sharing business tips, experiences and perception is the norm. So if you want to build a following and get Linkedin to work for you, you’ll need to engage.

Accounts to follow on Linkedin

Want some examples of people to follow on Linkedin? There are tons, but these people are all doing a great job of building their audience, building a buzz and generally making Linkedin work for them.

• Troy Hipolito – a Linkedin business coach sharing some very useful insight
• Cole Hayden – Another Linkedin coach, shares some useful content
• Carol Tice – Freelance copywriting guru
• Alex Searle – Audience building expert sharing engaging video about how to build client relationships
• Justin Welsh – Business coach
• Mandy Fransz – Recruiter specialising in Linkedin and remote work

Each of these profiles has a unique and strong approach to making Linkedin work that can be very useful for budding freelancers or job seekers on the platform.

You’re selling too much

As a social media platform, it’s all about sharing useful information and engaging with your peers. You know what Linkedin isn’t for?

Hard sell.

Yeah no-one likes a salesman. Sorry. Even if your job is sales…

The way to build engagement and to generally make Linkedin work for you is to be useful, be helpful and be engaging. There is nothing worse for most people on Linkedin than the ol’ connect and pitch.

For most people if they see a connection request, and the note says, “Hi Bob, I offer this service, it would be great to connect”. What they’re seeing is, ‘Hi Bob, I’m going to be really annoying and try and sell my service at every opportunity’.

Spoiler alert; this approach doesn’t work.

Equally, connecting and then sending a message about your services is usually a surefire way to get unconnected.

Very simply, don’t be sales-y. No-one likes it or wants to hear your sales pitch. There are other ways to win clients on Linkedin, which you can read up anywhere on the internet.

So if you want to make Linkedin work for you:

• Optimize your profile
• Be professional, engaging and useful
• Don’t be salesy

Remember, Linkedin is a professional social media platform for networking and building your contacts. It’s not a site for doing the hard sell, dating or spamming people. Treat the people on it as your equals, and peers, and you’ll see Linkedin start performing for you too!

The post Why Linkedin Isn’t Working For You (and How To Fix It) appeared first on Social Media Explorer.

Original source: https://socialmediaexplorer.com/social-media-marketing/why-linkedin-isnt-working-for-you/

The post Why Linkedin Isn’t Working For You (and How To Fix It) appeared first on connect social networks.

from Connect Social Networks http://connectsocialnetworks.com/why-linkedin-isnt-working-for-you-and-how-to-fix-it/

The Babylon Bee’s Twitter Account Was Suspended, But That Made Its Story Go Viral

The problem was more about hate speech than misinformation. However, past stories of The Babylon Bee were included. … [+] been shared – often times as fact

getty

Twitter suspended The Babylon Bee (a conservative-leaning parody website) for 12 hours after it mockingly gave Rachel Levine, a transgender official, the title of “Man Of The Year.”

This story is a reaction to USA Today Levine is the U.S. assistant Secretary for Health at U.S. Department of Health and Human Services. She was one of their “women of the year” last week.

Seth Dillon (@SethDillon), the CEO of The Babylon Bee tweeted: “I just got the notice that our account has been locked out for ‘hateful behavior’.”

Dillon replied to a number of tweets that followed, explaining that while the account will be restored within 12 hours but that it won’t start until the deleted tweet is removed. Dillon refused to comply with this request. Dillon added that while the tweet inflicting offense is still live, The Babylon Bee cannot post any new content.

Opposite Response

It was a terrible mistake for Twitter to have set its goal of removing harmful content. That original tweet, which was posted on March 15, had largely flown under the radar – yet when news that the parody site’s account was suspended, the tweet suddenly went viral.

Jessica O’Donnell of The Blaze tweeted the following image from The Babylon Bee on Sunday night: @heckyessica It seems twitter does not want us to share it. so definitely don’t share it”

The tweet received a lot of attention on Twitter. Multiple media outlets have also covered The Babylon Bee’s suspension. Twitter did not expect such a response.

Susan Campbell, an ex-editor of The New Haven newspaper and a distinguished professor at Yale University said that viral content is hilarious. Although we need more satire I am skeptical about The Babylon Bee’s motivations. You seem to find a lot stories about transgender people in it.

Many who rebuked the parody site also suggested it has just the one joke – poking fun at the transgender community – a fact that The Babylon Bee only further embraced. Self-deprecatingly, The Babylon Bee even published a new story, “Babylon Bee Writers Struggling With New Material After Twitter Bans the 1st of Their 2 Jokes.”

Satire Misplaced

In this particular case, the issue was more of hate speech than misinformation, but past stories from The Babylon Bee have been shared – often times as fact. Campbell acknowledged that it can be difficult to tell the difference between true news and fake news on social media.

Campbell said Monday that Campbell was even caught redetweeting content from The Babylon Bee, which he thought was true.

Refusal To Speak

It is notable that Twitter tried to remove the offensive tweet using its policy, but it created an uproar and made the matter public.

Campbell stated that Twitter tried transparency in explaining what drove them to take these decisions. But it did not work in this particular case.

The Babylon Bee may be punished – and as Dillon refuses to delete the tweet, it seems unlikely that the parody site will be allowed to post on Twitter again. Those who didn’t know about it before the incident are now aware of the site.

What this shows is that Twitter doesn’t lend itself to deep discussion. Although there are lots of people supporting The Babylon Bee and others who are critical of the site, the fact that the tweet was criticized by many is a sign that it’s unlikely that any meaningful conversations will take place on social media.

Campbell stated, “I’ve never seen Twitter as an area for deep discussions.” “Social media continues to be a platform for quick hits and where people can express their opinions in only a few words.”

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Original source: https://socialmediaexplorer.com/content-sections/news-and-noise/the-babylon-bees-twitter-account-was-suspended-but-that-made-its-story-go-viral/

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Russian Government Conspiracy Theories About Ukraine Hospital Removed By Facebook, Twitter

Mariana Vishegirskaya standing outside of a Mariupol bombing damaged maternity facility … [+]Ukraine. 9 March 2022. Vishegirskaya survived shelling, and then gave birth in another Mariupol hospital to a little girl.

ASSOCIATED PROPRESS

Facebook and Twitter removed posts from nearly 20 Russian embassies around the globe this week in an effort to end a Kremlin disinformation attack on a Ukrainian hospital.

The embassies had used the social media sites to post videos, text and photos claiming Russia hadn’t attacked the facility, which was struck by Russian forces last week, killing at least two adults and a child. Among other claims, the faked content questioned the authenticity around a picture of a dying woman carried on a stretcher, a photo that has rapidly become one of the war’s most iconic images. FakeReporter was the Israeli research group that first spotted this disinformation.

An onslaught of misleading or inaccurate information has flooded onto social media during Russia’s invasion into Ukraine, at least some of it distributed by Russian authorities—often directly through official accounts. It has been difficult for social media to decide what to do when it comes to government accounts. Usually, they conclude that tweets are more newsworthy than any harm.

Generally, they’re no more regulated than another user’s account, but the Ukraine war has reignited questions about whether a government account should be held to a higher standard, similar to the debate around the platforms’ decision to ban or suspend President Trump in 2021. Twitter and Facebook have both already restricted the reach of Russian-affiliated media outlets by limiting their circulation.

“We’re focused on keeping people safe, remediating abuse and elevating reliable information,” a Twitter spokesperson says. Facebook couldn’t be reached to comment.

The embassy posts weren’t taken down all at once, further reflecting the challenges the platforms face when contending with an expansive campaign. Twitter and Facebook immediately removed the posts by the Russian Embassy in Britain regarding the bombardment of Mariupol on March 9, 2019. It would be several days before they realized that similar content had been published by Russian embassies located in Japan, Greece, Japan, and Denmark.

The embassies also shared the same content on Telegram, including through the channel run by Russia’s Ministry of Foreign Affairs. While it is no longer available on Facebook or Twitter, Telegram so far has taken no action to eliminate it.

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Original source: https://socialmediaexplorer.com/content-sections/news-and-noise/russian-government-conspiracy-theories-about-ukraine-hospital-removed-by-facebook-twitter/

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