Why Connection Is The Ultimate Source Of Healing In All Areas Of Life 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 Dr. Fred Moss on why connection is the ultimate source of healing in all areas of life.
Dr. Fred Moss, MD is the foremost expert on delivering your True Voice into the world so that it can heal. Your voice matters. Your voice can heal.
Dr. Fred has been actively practicing in the mental health field internationally for over 40 years, and as a psychiatrist, has been an unwavering stand for the transformation of the prevailing, disempowering conversation that encompasses the industry globally. He is a firm believer that conversation, communication, creativity, and human connection are ultimately at the source of all healing of all conditions in all fields.
Along with being a highly successful restorative/transformational coach, his signature technology, True Voice Podcasting is for people who are ready to take their lives back by speaking their authentic message into the world. TVP is designed to guide people from all walks of life, who are ready to rediscover the confidence and courage necessary to bring their full and real humanity back into all areas of their life.
Dr. Fred’s conversations and talks are designed to be thought-provoking and compelling and leave audiences refreshed and revitalized, with a new sense of what it really means to be a human being.
More from Dr. Fred Moss:
Email Dr. Fred at drfred@welcometohumanity.net
Find Your True Voice Book
We The People Summit
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Social media platforms are growing increasingly popular in our digital age. However, when everyone in the world seems to have a social media profile, it can be challenging for a parent to monitor online activity to keep a child safe on social media.
Educator Paulette Chaffee, encourages parents to take a proactive approach rather than overreacting and driving kids to social media secrecy. She suggests these simple steps to guide a parent’s approach to keeping kids safe while using the internet and social media:
1. Embrace Open Communication
Creating an open dialogue with a child about their online activity supports safety more than secrecy. For example, when a child logs into a phone or computer to scroll through social media, a parent can show interest in what a child is reading or who they are talking to. In addition, providing positive feedback and responses during the discussion helps foster open communication throughout a child’s development.
Open communication allows a parent to talk about moral boundaries and what is appropriate. Discussing online reputation and how that can affect a child’s future is also critical during open talks. But, of course, a parent who harps on all the negative aspects of social media will quickly shut a child down from wanting to continue open communication.
The dangers of social media like psychological trauma, cyberbullying, unwanted predators, and revealing too much private information are vital to address. However, parents should also discuss the benefits of social media, such as positive connections, collaboration, and self-expression.
2. Turn to Age Requirement Guidelines
Not every family is going to approach social media in the same way. For instance, a child may notice that a friend or peer has a social media profile when they don’t. If the child asks why they aren’t allowed to have a profile, “because I said so” will not suffice as an answer. Instead, the parent should always fall back on facts. In the case of social media restrictions, following age requirement guidelines can act as an excellent resource for fact-driven guidance.
For example, the social media outlet TikTok requires all users to be of a specific age. Any website that collects data from users is required by United States federal law to stop a person under the age of thirteen from signing up unless the parent is notified and gives consent. This law was established with the Children’s Online Privacy Protection Act (COPPA).
3. Stay Up to Date
The number of social media platforms available to users is increasing. Parents who stay up to date with the most followed social media sites will have insight into which platforms their child might be using or want to use. For instance, some of the most popular social media platforms include Instagram, Facebook, Twitter, Kik, Snapchat, WhatsApp, Reddit, and Tumblr. There are also apps that kids use to conceal the use of other apps labeled off-limits. Parents should be familiar with those applications to be on the lookout for any secret online activity a child is hiding.
4. Utilize Privacy Settings
When a child is of age to have a social media account, parents should take on the responsibility of highlighting the importance of utilizing privacy settings. To avoid dealing with the online dangers that a public account can bring, kids should set all their account information to the most private and secure settings.
About Paulette Chaffee
Paulette Chaffee is a teacher, speech therapist, and attorney deeply involved in the Fullerton community. As an educator and member of various non-profit boards, her focus has always been on providing children with the highest quality education. Ms. Chaffee holds bachelor’s and master’s degrees from the University of Redlands, a California Lifetime Teaching Credential, and is admitted to the California Bar.
The post Paulette Chaffee, Educator, Offers Advice on How To Keep Kids Safe on Social Media appeared first on Social Media Explorer.
Weekend Favs May 21 written by John Jantsch read more at Duct Tape Marketing
My weekend blog post routine includes posting links to a handful of tools or great content I ran across during the week.
I don’t go into depth about the finds, but I encourage you to check them out if they sound interesting. The photo in the post is a favorite for the week from an online source or one that I took out there on the road.
Agorapulse – is a powerful, unified social media management tool that combines publishing and scheduling tools with insights and analytics all in one place. Agorapluse’s customer support, value for money, and ease of use make it a stellar option for any small business.
nTask – This project management software combines the power of collaborative planning with a range of powerful project, task, and time management functions. nTask’s use of Kanban boards and Gantt Charts creates an easy-to-reference visual for teams and managers alike.
Trainual – A new-age training manual for remote teams. This unique employee onboarding software turns every process, policy, and SOP for every role and responsibility into a simple, powerful playbook.
These are my weekend favs; I would love to hear about some of yours – Tweet me @ducttape
Do you want to make your YouTube videos amazing and beautiful to look at? Well, if that is the case then there is no better choice than Wondershare Filmora 11. It is definitely one of the best options for video editing when you are on YouTube and want to create content that pleases people. With this amazing video editing software, you will be able to cut, crop, rotate, split, add effects, and do so much more with your videos, and that too in the most effective and efficient manner. There is simply not a single speck of doubt that Filmora 11 is one of the most eventful creations for the platform of YouTube video creation.
What Basic Features are Included in Filmora 11?
Filmora 11 comes with a plethora of amazing and interesting features for sure. However, that is not the only good thing about this amazing video editor for YouTube. Apart from the newly added options, the video editing software also includes important basic features that could be found in the previous versions
Color Matching
When it comes to adding a little bit of color to your video clips, this is something that Filmora 11 can do for sure. Not just that but you will also be able to ensure that the colors of different videos are matching when you stitch them together, even if they have been shot from different cameras.
Green Screen
Do you wish to change your background screen to something more interesting and exciting? Well, with the amazing Filmora 11 video editor, it is entirely possible to do so. This amazing video editor is simply one of the best with the amazing green screen feature that can help you change the background in no time.
Split Screen
Stitching multiple videos together has never been easier, people. When it comes to creating YouTube videos, you need to have excellent clarity when you are stitching videos. Well, this can be made possible with the help of the amazing Split Screen option in the amazing Youtube video editor. s
Motion Tracking
Now you can easily track the motion of any object in the video and once that has been done, you will be able to replace that object with anything else and it will follow the same path of motion. This really helps in putting up special effects in the video.
Audio Ducking
When you are using this video editor, you can ensure that some sections of your video have lower sounds with the help of the Audio Ducking feature.
What Are The Newly Added Features?
Not just the older features but there are some new and interesting features added to the video editor of Filmora 11. With these new features, the process of creating YouTube videos is simply going to be amazing and convenient for creators in the best way.
Speed Ramping
An amazing feature added to Filmora 11 is Speed Ramping which allows you to have more control over your project’s keyframing. With this module, you can adjust different keyframes in the product, and that too in the best way. Thus, it enables the user to experiment with different effects.
Masking
Manage the keyframes in the best way with the help of the video masking feature that allows you to make sure that you can add different effects. With such an option, you will be able to select one from different shapes that are available on the menu.
Auto Synchronization
Adding and syncing audio with the video clips has always been a pain for most creators. This is especially in the case of YouTube videos where the syncing can be visible in a more detailed manner. So, with the best Auto synchronization option in Filmora 11, it will be very simple to ensure that your audio clips are completely synced with the video clips.
Auto Beat Synchronization
This is another amazing feature added to the Filmora 11 software option. With this amazing feature in the video editor, users will easily be able to sync their music beats with the video clips, and that too without any trouble for sure.
Instant Mode
Are you tired of thinking of a concept for your YouTube video and want something that is already made? Well, here comes the Instant mode. With this, you can easily find the most amazing templates for already created YouTube videos that can be used for creating different pieces of YouTube content.
Boris FX & NewBlue FX Plug-ins
As an expansion to the already amazing effects library, Filmora 11 has added amazing new plug-ins for you to increase the visual effects in your video. Coming from some of the leading developers of effects such as NewBlue FX and Boris FX, this module definitely provides a new style to your video. Choose from a wide variety of styles, designs, and settings.
Wondershare Drive
With Wondershare Drive, you will be provided with a Cloud platform to efficiently store all the video projects that you have. With this feature, you can save a lot of space on your device all the while making your projects easily accessible via the web.
Stock Media Library
This is another interesting feature that has been added to Filmora 11 and it is the Stock Media Library. Decked with royalty-free images and the newest templates that you can use, these options are simply the best. With impressive new additions, there are 10 million components present in the video editor to make the process of editing even more convenient for creators.
Do YouTubers Like to Use Filmora For Creating YouTube Content?
To answer this question, yes, YouTubers find Filmora 11 to be a fantastic option for the creation of amazing video content for the platform YouTube. This video editing software is simply one of the best creations. Mentioned below are some important reasons why YouTubers tend to consider Filmora to be a popular choice for creating YouTube content.
It is an easy-to-use software option that can be used for video editing even if you don’t have any prior experience with it in the first place.
Enriched with amazing features, Filmora 11 has been designed in such as way as to make the experience of creating video content to a whole new level.
Fantastic features and amazing plug-ins are added to make the editing process a lot more convenient for creators.
There is a wide range of amazing features that are available in the new version of Filmora which also includes some of the basic features from the older versions.
It is a very affordable and cost-effective option for video editing that one can use in the best way.
Advantages and Disadvantages of Filmora 11
Talking about the advantages of Filmora 11, one of the most important things to mention is that it is very lightweight and is easy to use as well. Not to mention that there is a pretty huge library of amazing stock images and other templates that you will be able to use for video creation in the best way. The input and output formats are supported in this amazing software option that can make the process of creating and uploading YouTube videos much easier. Not to mention that there is a free version of the tool available for those who want to practice first before making an investment in the video editor in the first place.
Talking about the cons, it can be said that the free version has a watermark that will be visible in every single video. Not to mention that there are no additional features in the free version and you actually have to make payments for that. Another major disadvantage is that there is no hand masking tool available in the software.
However, it can be said without a doubt that the advantages of the Filmora 11 video editor definitely outweigh all the disadvantages that it has. Hence, it is definitely a great tool for YouTube video creation.
How Much Does Filmora 11 Cost?
In order to have access to the newly added features and other advantages, users have to make a payment. Mentioned below are the details of the payment plans for Filmora 11 video editing software.
There are 2 subscription plans included in Filmora 11. You can choose the annual plan that has a price of $49.99 or there is a lifetime subscription plan that has the price of $79.99 and that too in one payment. Apart from that, an add-on package with separate effects can cost an extra $39.96 every month.
We think that this price is definitely sensible and considering the feature-rich software benefits that you are provided, the price is definitely not much. While it might not be as inexpensive as its other competitive software options, it is reasonably priced given that you get a storm of amazing benefits and features.
How To Download Filmora 11
The following steps need to be followed in order to download Filmora 11.
Visit the official website of Filmora Wondershare
Select the Filmora 11 software and click on the download option
You can install the software easily and use all the features after making the payment for the pricing plans.
Conclusion
Do you want reliable video editing software for creating and uploading YouTube videos? Well, there is definitely not a better option than Filmora 11. Choose this amazing video editor right now and enjoy the amazing benefits and features that it has to offer.
The post Is Filmora Wondershare the Best YouTube Video Editor? appeared first on Social Media Explorer.
Why Great Leadership Starts With Open Hearted Conversations written by John Jantsch read more at Duct Tape Marketing
Marketing Podcast with Edward Sullivan
In this episode of the Duct Tape Marketing Podcast, I interview Edward Sullivan. Edward has been coaching and advising start-up founders, Fortune 10 executives, and heads of state for over 15 years. His clients include executives from Google, Salesforce, Slack, and dozens of other fast-growth companies. He holds an MBA from Wharton and an MPA from the Harvard Kennedy School. Edward is CEO & President of the renowned executive coaching consultancy, Velocity. He also has a new book launching on June 21, 2022, called — Leading With Heart: 5 Conversations That Unlock Creativity, Purpose, and Results.
Key Takeaway:
Right now, workplaces are struggling to build high-morale and connected cultures. How do you retain and inspire your team? By leading with heart and sparking authentic conversation.
After thousands of hours of interviews and coaching sessions with leaders of many of the world’s most prominent firms, authors John Baird and Edward Sullivan found that top leaders don’t adhere to simple formulas and performance hacks. Instead, they discovered that these leaders help people unlock their creativity, purpose, and results by having conversations that make them feel productive, safe, and appreciated. In this episode, I talk with Edward Sullivan about why great leadership starts with open-hearted conversation.
Questions I ask Edward Sullivan:
[1:33] What’s the opposite of leading with heart?
[1:53] Is leading with ego how a lot of people have been taught or led?
[2:40] What does it take for someone to say that they are a leader?
[3:58] You did some pretty exhaustive research to come to the conclusions you did in your new book — could you explain your research process?
[5:24] Would you say that the great resignation is a bit of an indictment on leadership?
[7:23] It’s challenging to be a leader until you clean up your own house, and I think that starts with self-awareness — do you agree with that and if so, how do you balance that?
[9:14] What are the five questions that you talk about in the book?
[10:31] How do you start creating a culture of this openness if it has existed before?
[11:51] Is there an approach that works better in the workplace when it comes to the setting in which you talk about these questions?
[13:13] How do we actually help people understand what their needs are and what their fears are?
[14:20] How could you bring this work in earlier into an organization for say a new hire?
[16:03] This work is more than the five conversations, it’s daily consistent work — could you talk a little bit about the tools you give folks inside of their organization to use to help with this?
[17:57] What’s the balance of being able to use the framework and use it appropriately?
[20:29] Can you repair trust?
[21:19] Where can people find out more about your work?
More About Edward Sullivan:
Leadingwithheartbook.com
Take The Marketing Assessment:
Marketingassessment.co
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John Jantsch (00:00): This episode of the duct tape marketing podcast is brought to you by the female startup club, hosted by dune Roen, and brought to you by the HubSpot podcast network. If you’re looking for a new podcast, the female startup club shares tips, tactics and strategies from the world’s most successful female founders, entrepreneurs, and women in business to inspire you to take action and get what you want out of your career. One of my favorite episodes who should be your first hire, what’s your funding plan? Dr. Lisa Keven shares her top advice from building spotlight oral. Listen to the female startup club, wherever you get your podcasts.
John Jantsch (00:49): Hello, and welcome to another episode of the duct tape marketing podcast. This is John Jantsch and my guest today is Edward Sullivan. He’s been coaching in advising startup founders, fortune 10 executives and heads of state for over 15 years. His clients include executives from Google, Salesforce, slack, and dozens of other fast growth companies. He holds an MBA from Wharton and an M PA from the Harvard Kennedy school. He’s a CEO and president of the renowned executive coaching consultancy velocity. And he’s also the co-author of a book. We’re gonna talk about today leading with heart five conversations that unlock creativity, purpose, and results. So Edward, welcome to the show.
Edward Sullivan (01:31): Thanks so much great to be here.
John Jantsch (01:33): So let’s start with leading with heart as opposed to leading with what’s the opposite.
Edward Sullivan (01:41): Well, leading with heart is when you’re being open and curious, and I guess it’s leading with fear leading with ego is how a lot of people go about it, unfortunately.
John Jantsch (01:50): Yeah. And in your research, of course, I’m, I’m guessing that unfortunately that’s how a lot of people were taught or that’s how a lot of people have been led. Isn’t it?
Edward Sullivan (01:57): Well, you know, I think a lot of people when they don’t know better, yeah. They go back to maybe what they saw when they were coming up. And I think a lot of leaders today came up in the eighties and nineties and a lot of high pressure environments. And they were led by people who led by fear, who led with ego and they’ve learned to do the same. So our research indicated that the leaders who actually get the best results out of their employees lead with heart. And we explored that in the book,
John Jantsch (02:28): You know, a lot of entrepreneurs maybe didn’t go through any kind of formal leadership program or were mentored or . I mean, they just started a business and like, poof, now you have to lead people, right? I mean, what does it, what does it take for that person to start saying, oh, I’m a leader now, what do I do? Yeah,
Edward Sullivan (02:45): You’re right. A lot of our, our clients come to us because they’re really good developers. They’re good engineers, right? They’re good product designers. And they built something. People liked it. And now suddenly they have to build a company around it and they never took that class at school. You know, the how to lead people class. And the first in instinct is to try to control everything. Yeah. When you’re the founder, this is your baby. You know, you wanna control everything from the font to the color, to the, how people talk about it, to potential customers. And we’ve learned that people need a little bit more freedom than that. They need to feel some, some sense of owner. Should they need to be able to show up as themselves at work. And it’s really incumbent upon leaders of these firms to give people that freedom and give people that support. So they do feel themselves.
John Jantsch (03:37): Yeah. And I tell you just personal experience as a leader, it’s exhausting trying to hold onto everything. You’re trying to think you have all the answers. Right. And so I, I think it could be very freeing once people go, oh, they actually did it better. Or nobody died here. Right. I mean, so exactly it really. So, so tell me, I mean, leadership books, that’s a huge category of books, probably growing every year. You did some pretty exhaustive research to come to the conclusions you came to. You wanna explain that research process a little bit?
Edward Sullivan (04:05): Sure, sure. So my business partner and I are practitioners, we’re executive coaches. We run velocity, it’s a firm with 25 coaches around the world. We’ve got hundreds of clients. And over our combined 40 years of, uh, working with top executives, we were kind of performing the research on along the way. Right. We didn’t even know it. So our research process was actually going back through our notes, going back through files and saying, what is it that really ties all these great leaders together? What’s that common? We’re not journalists, we’re not researchers by trade. We’re more practitioners who backed into doing some research about this. And we found that there are five core conversations that great leaders are having, that enable them to lead with heart that enable them to have these connected conversations. And they’re conversations that we’re not used to having in the office. Yeah. Right. Because they’re about what do we need as people? What do we need to feel creative and resourceful? What fears might be holding us back, right. It’s about what are the, uh, desires that we have that really motivate us, but can also derail us if we take them a little bit too far,
John Jantsch (05:10): We also talked about, I was just gonna say, I wanna unpack those each or the five conversations I, I kind of wanted to, I wanted to frame it a little bit though, in, in what’s what’s very topical right now is, you know, we’re calling it all kinds of things, a great resignation and whatnot. I mean, is that a bit of a, is that a bit of a, an indictment on leadership? I mean, are people leaving because they’re not getting these things or because they’re not getting, you know, even basic respect.
Edward Sullivan (05:36): I mean, that is exactly right. And research has been done recently that showed that we think people are leaving because they want more freedom or they want more money. They want more equity, but 10 times more important is that they’re leaving toxic work cultures. Yeah. Right. They feel burned out. They feel unappreciated. They feel unseen. Obviously doing all of our work over zoom. Hasn’t helped much in the last couple of years. Right. But there are things that leaders can be doing to create this, these connections with people, even over zoom. And they’re simply not doing them. We get on a call and we say, great, what do we have to talk about today? Let’s do our work. Okay. Enough. And then we get off the call as quickly as possible. Right? Yeah. We’re not creating that connective tissue anymore. And that’s what people are missing.
John Jantsch (06:22): Yeah. I, uh, we have a client that, you know, like a lot of people are trying to hire people and, and trying everything, you know, running ads in all the places. And, you know, we just, we actually we’re testing ads and they add that. We ran that today for two years now has been by far and away the winner, it just, the, the title just says respect wow. And then it says, are you getting, you know, are you getting the respect you deserve in your current career? And I, we can’t beat that ad you know, so it really does say something doesn’t
Edward Sullivan (06:50): I’m gonna write that one down here
John Jantsch (06:52): Do, go for it. So, so you started to unpack the five conversations and you talked about, you used words, like what people need, the fears that are holding them back. We’re gonna get to the P word purpose eventually. Yeah. Here’s the thing that not enough people say is that I don’t think you can do those things as a leader until you clean up your own house. I mean, you get rid of your own fears. You get, you understand your own purpose. Right. And I think a lot of books try to a lot of books, try to say, here’s the roadmap, you know, but not enough say, uh, self, it starts with self-awareness. So, you know, how do you balance that, that thought? Or maybe you disagree with it?
Edward Sullivan (07:27): No, don’t I, I don’t disagree at all. I fatally agree. Yeah. In fact, we, we call the book basically a, a 250 page coaching conversation with one of us, right. With both of us, because really in Le in reading the book, we’re asking you these questions, you need to do all the work yourself. Yeah. And be comfortable answering these questions yourself with your employees, to be able to have those conversations. You can’t just go into it into a room with someone and say like, what are you afraid of? right. that doesn’t really make someone want to open up. But if you start the conversation and say, you know, I don’t know about you, but I’ve been feeling a little bit triggered into some fear recently. There’s a lot of uncertainty in the market. Things are happening abroad where, you know, we’re the country, the world’s at war right now. Yeah. Um, times of uncertainty make me feel a little uncertain, make me feel fearful. What’s coming up for you. Right? Yeah. Suddenly the leader has opened up themselves, created that vulnerability, the V word, right? Yeah. That allows other people to feel comfortable being vulnerable as well.
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John Jantsch (09:15): So let’s, let’s just pretend that the person that’s reading this book has, uh, dealt with that themselves. You know, just give me maybe gimme the 32nd. Here are the five, and then we can kind of come back and go, well, how do you do that?
Edward Sullivan (09:27): Yeah. Yeah. So the five questions that we found in our research and you’ve, you’ve outlined them as well are around needs. What do you need to be resourceful and creative? Yeah. Fears, what fears might be holding you back desires. And this is like, what do you really want out of life? And how could those core desires potentially derail you? We also talk a lot about gifts. What are the gifts you have that are unrealized or unexpressed in this current role? And then once we’ve had those four conversations, we’re ready to have the conversation around purpose.
John Jantsch (10:00): Yeah. O obviously I shouldn’t say obviously in many cases, uh, people have had that relationship. Maybe somebody’s been there for a long time. I mean, they just know each other they’ve unpacked over the years, but a lot of times somebody’s just, you know, managing somebody, they do, they get their 30 minutes a week, you know, with them. I mean, how do you really start getting into areas that maybe both parties are uncomfortable with, but probably the, you know, the superior, you know, perhaps seen as the superiors less uncomfortable with, I mean, you know, how do you start? How do you start creating a culture, I guess, of this openness that has maybe if it hasn’t existed.
Edward Sullivan (10:37): Yeah. You know, we talk a lot about culture and our work and in the book and it is, it is a great challenge. And it’s also an incredible opportunity. Yeah. Um, if you have a culture that’s really shut down where people don’t share anything about their personal lives coming out suddenly and talking about everything you’re fearful of yeah. Will be, will come as a shock, right? Yeah. You need to build up some, some trust there, right? Yeah. You need to approach some of these topics slowly. You need to build an environment of safety where people feel like we’re starting to connect to human beings as opposed to colleagues. And that feels pretty cool. Right. And it’s that connecting that, learning about each other, where you come from, what have you done, what’s going on at home? Do you have siblings, all those basic questions that we kind of take for granted with our friends, we often don’t know anything aside from like the names of spouses and maybe the names of children with our, our colleagues. Right? Yeah. We start having those baseline conversations, then we can go, go a few layers deeper. Yeah. We can start getting into what are you really? Maybe what you’re fearful of. Right. It builds upon itself. Yeah.
John Jantsch (11:40): Yeah. Trust is what we’re talking about. Really trust .
Edward Sullivan (11:43): Yeah. I mean, yeah. It all comes down to trust when people say like, what’s the two second summary of this book, it’s how to build trust in a work environment. Exactly.
John Jantsch (11:51): So, so do you advocate making, you know, like a lot of people will hear this and they’ll go, okay. Uh, we got 25 minutes, I’m gonna spend five minutes asking you about yourself and then we’re gonna get into it. I mean, is that the approach or do you actually want to have like, let’s have a company lunch once a month and we’re not gonna talk about work. I mean, which approach is better
Edward Sullivan (12:13): In your, uh, it’s actually both, right? Yeah. You need that regular drip of like connecting, uh, just like, Hey, what’s been going on. Yeah. And as opposed to just like the cursory what’d you do this weekend, right. We also want people to be giving the giving each other, some praise. Yeah. Like, so we start in our company, we start all of our meetings with shout outs. Mm-hmm and we say like, does anyone have anything great to say on anyone else on the call? You know? And it’s like, I really wanna thank Mike for, you know, in this meeting we had last week, he did this. That was great. Public praise makes people feel good. Yeah. We don’t get enough of it. Right? Yeah. We might get praise, um, privately or over email, but you really wanna be sharing that praise in real time. And as, as much as you can in front of other people,
John Jantsch (12:59): How much of the work, like, I, I, I would venture to say that if we filled a room up with 50 people and said, please explain your purpose, you know, about, yeah. Two of them, you know, could come up with anything that they thought really resonated. So how do we actually help people understand what their needs are, what their fears are, because I think that’s a lot of the challenges they don’t know. We could ask somebody, what, what are your fears? But they don’t know.
Edward Sullivan (13:26): They don’t know you’re right. You know, we try to explore some different themes in the book of needs that we’ve seen. Our clients have fears. We’ve seen our clients have to give people a language, but it’s really through the conversation that we start exploring. I don’t even know what I might be fearful of. Yeah. Right. You know, do I get to say that I’m fearful in this office environment hate to say it, but like men especially are trained to be fearless. They can’t show any fear and to work in a, in, in a, in a tough work environment, women then show up and think that they can’t show any fear either. And it’s this creates this really negative feedback system. So we’re trying to break that by saying, it’s actually, it’s not just okay to have these conversations. It’s better if you do right. You actually get better results. If you’re able to talk about these things and have that connection,
John Jantsch (14:20): How, how could you bring this work earlier, uh, into somebody? So somebody joins an organization. Could this be part of the hiring process to some degree, or is it just too hard to do that? Because there’s no relationship because you know, when you start talking about people’s desires and gifts, mm-hmm
Edward Sullivan (14:36): ,
John Jantsch (14:37): That might actually direct the path , you know, that, that they would go or the role that they would fill, you know, how could you do this without, you know, the relationship part? Or can you,
Edward Sullivan (14:47): Yeah. I mean, some environments, some organizations have a culture where as soon as you walk in the door, you feel at ease. Yeah. You feel relaxed. You can tell people genuinely like each other. Yeah. Right. And in those companies, and we, we, we’re lucky enough to advise a handful of ’em that are like that you sit down for the interview and you already feel at ease with this person. You already it’s like, we, we we’ve been friends for a long time. Right? Yeah. So the people who are just coming in are almost inculturated into this idea of it’s cool to just be yourself. It’s cool to show up as you are and bring your gifts to the table, bring your needs and fears to the table and we’ll work with that. Right. Cause it’s very human to have needs. It’s human to have other environments you walk in and it feels cold. It feels like, you know, they’re giving you like an intimidation interview. I don’t know if you’ve ever had ever interviewed at McKinsey, like they’re famous for the intimidation interview where they try to see how you respond when someone’s almost really rude to you in an interview situation because the client might be rude to you someday. Yeah. Yeah. That’s fine. And all, but how about have that conversation about, you need to steal up and be ready for people to be an asshole towards you rather than just be that way towards them in the interview.
John Jantsch (16:04): So talk a little bit about some of the tools, because obviously you do this work with organizations, you teach people, you give them tools to, to train the, you know, folks inside their organization. So talk a little bit about the work, I guess that is that, you know, that’s more than just, you know, five conversations it’s daily work.
Edward Sullivan (16:22): Right. Right. I mean, our work is predominantly one on one conversations, like coaching conversations. And then we facilitate a lot of conversations for our clients. So you might, uh, not be surprised that right now with everyone starting to go back to the office and COVID feels like it’s mostly over, everybody wants to have a team offsite. So we’re just completely booked out through the summer in dozens of team offsite for people who wanna have these conversations. Right. They’re they wanna buy the book and have everyone that will have a workshop about the book or they just wanna get together and have a joyful experience of learning about each other. They’re they learned half of our employees. No one’s even met before. Cause we hired them in the middle of COVID. Yeah. What’s your name? You know, don’t tell me what you need yet. Just tell me what your name is. and in, in those facilitated experiences that we engage with clients, that’s where the real work happens, right? Yeah. It’s one thing to like play the games and do the trust falls and these kinds of things. It’s another thing to have a facilitated, really hard open conversation that gets people cracked wide open and gets them sharing things that they never thought they’d be able to share, let alone, I mean, with their friends, let alone in an office environment and suddenly it feels very natural.
John Jantsch (17:39): I suspect one of the tricks to this work is that, you know, even though you’ve got a nice tidy framework, you know, people are, people are all different. Sure. Some people respond differently. Some people love to talk about how they feel. some people, some people that’s like the worst thing that could, you know, that could be involved in the day. Exactly. So, you know how what’s the art or what’s the balance of being able to use the framework, but use it appropriately, I guess. Yeah.
Edward Sullivan (18:07): I mean, the important thing with all of this work is to start where people are, right. We can’t have forced vulnerability. Yeah. You know, people need to feel safe. It needs to feel natural. And it should often, it often comes after the leader has created an opening for it. You know, the leader who calls a meeting and says, great, everyone’s gonna share their most painful childhood story. starting with you. Right. Doesn’t really work. Yeah. Right. But if over time we’re building rapport, we’re making people feel safe. And the leader is the one who is handing out praise, making people feel good, making them feel psychologically safe. Yeah. Right. And that’s definitely a term of art in that when people give feedback, when they have ideas, when they push back against the conversation and what we’re doing, and the leader says, that’s really interesting. Tell me more. Yeah. You know, so really creates
John Jantsch (19:04): So really in a lot of ways, you’re, it’s not, there’s actually a risk in proclaiming. This is how we’re gonna do it or mandating, this is what we’re gonna do now, as opposed to just doing it.
Edward Sullivan (19:13): Yeah. Sometimes you just do it. Yeah. And you say, there’s no obligation to join the conversation. There’s no obligation to share something. You don’t feel comfortable sharing, but we’ve learned in this organization, whether it’s through the book or through it’s following the research that teams and organizations that share what’s really going on for them. Yeah. Build trust. And then ultimately have more honest conversations about the work itself. Yeah. Right. It’s this virtuous cycle. If you tell me what’s really going on for you and I build trust, then when I push back against you on an idea when we’re debating, you know, we’re really trying to get to the truth of the matter. Or we’re trying to get to the best idea. If I can’t push back against you, we might ship a flawed product. Right. I mean the, the, the challenger exploded because a scientist wasn’t able to say, oh, this O ring might be bad. Right. Things go wrong because people don’t feel safe pushing back. And I
John Jantsch (20:09): Think this
Edward Sullivan (20:10): Whole artist is about up in the build that safety.
John Jantsch (20:14): Yeah. I was gonna say, I think you make a really great point. I mean, some of the best organizations are ones where people feel, uh, enough trust that they can argue that they can, you know, debate things like that. Yeah. Yeah. As opposed to feeling like, oh, well doesn’t matter, you know, , I’m just gonna go. Exactly. Can you repair trust? Do you think? Because I’m thinking there are a lot of organizations out there that they just were, the leader was being who they were being and, you know, woke up one day and realize this isn’t working, you know, is that something that you can repair or is it again, just one of those things where you’ve gotta demonstrate through your actions, that things have changed,
Edward Sullivan (20:49): You know, they say trust comes in on two feet and leaves on a horse. Yeah. Right. So it is something that is earned slowly and can easily be destroyed. That said humans are naturally forgiving people. Right. We can always earn trust back. We just have to do the work. Yeah. And we have to be consistent.
John Jantsch (21:11): Yeah. Yeah. Awesome. Lots of work for lots of us to do so, Edward, thanks for, so by the duct tape marketing, uh, podcast, you wanna tell people where they can find out more about your work or anything else you wanna share.
Edward Sullivan (21:22): Absolutely. The book is@leadingwithheartbook.com and thank you so much for the opportunity.
John Jantsch (21:29): Yeah. Well, again, as, as I said, thanks for stopping by, and hopefully we’ll run into you one of these days out there on the road.
Edward Sullivan (21:34): Hope so. Thank you much.
John Jantsch (21:37): Hey, and one final thing before you go, you know how I talk about marketing strategy strategy before tactics? Well, sometimes it can be hard to understand where you stand in that what needs to be done with regard to creating a marketing strategy. So we created a free tool for you. It’s called the marketing strategy assessment. You can find it @ marketingassessment.co not dot com, dot co .check out our free marketing assessment and learn where you are with your strategy today. That’s just marketingassessment.co I’d love to chat with you about the results that you get.
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How To Build Great Leadership Teams written by John Jantsch read more at Duct Tape Marketing
Marketing Podcast with Jack McGuinness
In this episode of the Duct Tape Marketing Podcast, I interview Jack McGuinness. Jack is a management consultant with over 35 years of experience. After serving with the U.S. Army’s 10th Mountain Division, he helped build a successful boutique management consulting firm where he served as COO for 13 years.In 2009, he co-founded a new firm,Relationship Impact, a consulting firm focused on working with CEOs to unleash the potential of their leadership teams. He has a new book called —Building Great Leadership Teams: A Practical Approach to Unleashing the Full Potential of your Teams.
Key Takeaway:
Leadership teams have an enormous impact on their organizations. Dysfunctional teams hold their organizations back but great leadership teams accelerate their health and productivity. In this episode, I talk with the co-founder of Relationship Impact, Jack McGuinness, about what a great leadership team looks like, how it feels to be part of one, and what it takes to build a great one.
Questions I ask Jack McGuinness:
[2:45] What is this book going to bring to the leadership genre?
[3:40] Why is being a leader such a challenge for entrepreneurs sometimes?
[7:31] How do you start looking at who should be on the team?
[10:47] When you see teams break down, what’s the single greatest factor in the demise?
[12:13] Do you think that it’s a good idea for teams to intentionally seek diversity?
[13:23] Is what you’re talking about just as much a retention and recruitment tool as it is a productivity tool?
[15:30] What is the leader’s job in a team?
[17:52] So if I’m a leader or I’m on a team, and I’m thinking I need to pick up this book, what am I going to find in the book?
[18:59] Where can people find out more about your book and your work?
More About Jack McGuinness:
Relationship Impact
More about his book — Building Great Leadership Teams
Take The Marketing Assessment:
Marketingassessment.co
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John Jantsch (00:00): This episode of the duct tape marketing podcast is brought to you by the female startup club, hosted by Doone Roison, and brought to you by the HubSpot podcast network. If you’re looking for a new podcast, the female startup club shares tips, tactics and strategies from the world’s most successful female founders, entrepreneurs, and women in business to inspire you to take action and get what you want out of your career. One of my favorite episodes who should be your first hire, what’s your funding plan, Dr. Lisa Cravin shares her top advice from building spotlight oral. Listen to the female startup club, wherever you get your podcasts.
John Jantsch (00:49): Hello, and welcome to another episode of the duct tape marketing podcast. This is John Jantsch and my guest today is Jack McGuinness. He is a management consultant with over 35 years in the business. After serving with the us Army’s 10th mountain division. He helped build a successful boutique management consulting firm where he served as the chief operating office served for 13 years in 2009. He co-founded a new firm with west point with his west point classmate called relationship impact a consulting firm focused on working with CEOs to unleash the potential of their leadership teams. And today we’re gonna talk about is newest book called building great leadership teams, a practical approach to unleashing the full potential of your teams. So Jack, welcome to the show.
Jack McGuinness (01:36): Thanks so much for having me, John. It’s good to see you again.
John Jantsch (01:39): So the 10th mountain division, did you learn to ski when you were, uh, yeah,
Jack McGuinness (01:43): No, it was roughly cold. I, we were, it was an upstate New York on the foot of lake Ontario or tip of lake Ontario. And it was people from the sixth infantry division used to come in for, for cold weather training. It was that cold, but it used to used to be in Colorado
John Jantsch (01:58): And, well, that’s what I was gonna say. That’s in fact, there’s a whole system of huts and things that they’ve kept up in the mountains and refurbished, and now you can, you know, cross country ski and hiked to ’em and, and ran ’em out in the winter. And, and I just BEC I’ve gone to a couple of them and I read a pretty fascinating account about the, that division’s, uh, role in world war II and heck pretty fascinating.
Jack McGuinness (02:18): Pretty fast. Yeah. In, in Italy, I think they have
John Jantsch (02:21): Yeah, exactly.
Jack McGuinness (02:21): A big role. Yeah. And they played a huge role in, in the first Gulf war too. Is that right? For sure. Yeah.
John Jantsch (02:28): So I have to start on the cynical side first from a questioning standpoint, there are a lot of leadership books of late. It seems like more and more of late for dysfunction of a team who moved my cheese, you know, turn the ship around. You can all these kind of pop titles that are out there. So I I’ll let you tell me why does a world need another leadership book? What, what is this book gonna bring to, to the genre if you will. That makes it significant.
Jack McGuinness (02:55): You know, I think the reason I actually wrote it, cause I agree with you. There’s a lot of good stuff out there too. It’s not just flaky stuff. There’s some flaky stuff too, but there’s some really good stuff out there. There’s not a lot on building leadership teams. There’s a lot on teams. There’s a lot on, you know, leadership in general, but on building leadership teams, not so much. And so that’s really why I, I, I, I felt like I had something to say after doing this for 14 years,
John Jantsch (03:25): You know, a lot of entrepreneurs, uh, start a business and with an idea and then it grows up and all of a sudden they find themselves being a manager leader right. Without maybe without any desire to be so yeah, but also, you know, kinda realizing that’s the only way to make this thing bigger. So why for particularly for that group of people, is this such a challenge?
Jack McGuinness (03:47): Yeah. So, so it’s, it is a challenge for them. No question about it for, for a lot of them, but it’s what, what I found is that it’s a challenge for those that have, you know, started in a managing training program and grown up the ranks in a mid-size company and building a leadership team is hard. And it’s, it’s, you can’t just throw a group of talented individual players that are good at their individual function, sales, marketing, CFO, operations, you can throw ’em together. And that’s what most firm companies do. And some have a lot of success with it. And others often struggle with the dysfunction that re results from not stepping back and really thinking through what does a leadership team need to be doing for this organization at this time in its journey?
John Jantsch (04:44): Well, I imagine one of the challenges is that as a comp, particularly as a company grows and they start having teams plural, it, it really, you know, it’s not like somebody sat out and said, let’s poof build a team, right? I mean, a team sort of assembles and doesn’t that make it, doesn’t that dynamic alone, make it difficult to have everybody get along. so much
Jack McGuinness (05:04): It does. It, it, it absolutely does. And that, and thus the premise behind the book is very much leadership teams are critical for the health and productivity about an organization, because everyone looks up to the leaders in the organization to see how well they’re working together and holding each other accountable, not so much how much they like each other, but how they’re holding each other accountable. Right. And in order to do that, well, you have to have a good structural foundation for your team, like blah, the blocking and tackling things that are elemental for, you know, running a meeting. Well, for example, a bit, you know, the most basic of things that often are, is not well done. And you have to really set up the right relational dynamics and just step back and say, Hey, look, all of us are different. We’ve all come from different places, journeys.
Jack McGuinness (06:00): And that’s great, but what do we need from each other at this particular juncture in this organization’s journey? And, and if you don’t step back and do that, you put structure in place that sometimes causes some relational strife, right? We’ll put, you know, and, and, and not necessarily intentionally even, but we’ll put structure in place like that. We’ll define roles. And we’ll assume that everyone knows what the marketing Del, you know, delivery focus folks are supposed to do. And the sales folks are supposed to do. And it’s the gray areas between those roles that gets teams in trouble and then bleeds down to the rest of the organization as well sometimes. And so it’s really that Def helping, you know, build the right structure and just talk about what the structure should look like. It, it, it, it saves so much pain on the back end because we’re not pointing fingers at as much at, at each other for stupid things. Look, people are gonna argue, people are gonna, you know, get into confrontations. And that’s a good thing if they’re fighting about the right stuff.
John Jantsch (07:17): So one of the very first steps, of course, which makes a ton of sense, but probably people don’t think about it enough is a lot of times we think in terms of, oh, we have to fill this function or this job on the team, as opposed to who would be the right person.
Jack McGuinness (07:31): That’s right.
John Jantsch (07:32): So, so how, you know, how do you, and I’m, I’m guessing it’s different for every company cuz every culture’s different, but you know, how do you start looking at who should be on the team?
Jack McGuinness (07:43): Well, of course, you know, the functional business unit leaders are, you know, are the natural, you know, people that people, you know, that CEOs point to. Right, right. And that’s fine. It’s a great starting point. The challenge is we have to step back and say, what are the unique capabilities that these individuals need to have to be a really good leadership team member? Things like the ability to think beyond today to, to think beyond today’s problem or the next three months and help the organization help the team think a little further out than that. And not, I’m not talking about a strategic planning effort. I’m talking about just the foresight necessary to how you know, what’s going on in my environment. That’s gonna, you know, gonna impact how we’re operating today. It’s things like managing complexity, you know, can do we have the ability to deal with all this stuff that comes with rising in an organization.
Jack McGuinness (08:43): And now I’m not just a functional player, but I have more things thrown at me, more discussions I’m having about broader issues. Can I take that, those things in and deal with the complexity and make sense of it and more importantly, help the folks under me make sense of it and perhaps more important than anything is, do I have the innate capability to have a, an organization focus or what we call a greater good focus rather than a functional focus. Right? And so we, we know that not every leader has those innate characteristics to start, right, but identifying that they need to have some development on those characteristics is very important and it’s a missed opportunity. We find often.
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John Jantsch (10:40): I should just ask you this, but I know the answer to it already, but yeah, when you see teams break down, uh, what, what is the, what’s the single greatest factor?
Jack McGuinness (10:51): Oh, it’s the, the greatest factor is the inability to have tough conversations about or productive conversations about the most important things that they’re facing, not about trivial crap focus on what’s most important. And what that means is that we have to disagree with each other sometimes because we come at things in from different perspectives and the
John Jantsch (11:15): It’s, it’s tough to, it’s tough to disagree if you don’t trust. I mean, that’s what I was really,
Jack McGuinness (11:19): You know, so, and so the relational dynamics here are really important is do we trust each other enough where we can have those tough conversations without being judged, without being shut down without having my colleague go talk to the CEO after the meeting and tell ’em how, what a stupid idea it was. And then ultimately, you know, we’ve never really gotten to this, but we aspire every team we work with. We, our aspiration is that they are able to hold each other accountable without just the power accountability in their room. Now that’s a heavy lift. That’s a hard thing to get to for any team, but when you can move towards and move the needle towards it and even be spastic as you’re getting towards it, that progress really helps build the fibers amongst the team members.
John Jantsch (12:11): Do you think that it’s a good idea for teams to intentionally seek diversity? And I’m not just necessarily talking about race or ethnicity, but I mean, diversity of ideas, diversity of backgrounds. I mean, do you think that plays a role or does that make it harder?
Jack McGuinness (12:26): I, I, it makes it harder. It makes it harder for sure. No question about it, but it it’s absolutely crucial. Like we, we see often CEOs that will hire people or promote people that are just like them. Right. You know, she grew up in the organization very similar to I did and a sales role and then went to a marketing role and she’s got a very, you know, people oriented approach to her. So I’m gonna put, I’m gonna bring her up and that’s great, but not everyone can have the same or shouldn’t have the same way of thinking. Look, it happens. And, and that’s fine, but you have to compensate for it. You have to ask yourself questions. Like, what are we missing here? Because we all think about this the same way. Right, right. It’s just, it’s the step back type of things you have to do.
John Jantsch (13:20): So the hiring environment, even retention environment right now of employees is, is as we, we all know is, you know, a much top talked about topic in the news. So how do you, I mean, is what you’re talking about is much a retention tool and a recruitment tool as it is a productivity tool.
Jack McGuinness (13:40): Well, I think, you know, there’s no question about it because a look, the CEO’s job is a big one and it doesn’t matter what size of the organization. Obviously it gets more complex and more, you know, as the bigger you get and the more span of control you have, but the CEO’s job is really to create the conditions for his or her team to build a productive and healthy organization. And those things are always, not always, but often in conflict with each other. And, you know, and, and it’s a hard job, but when you do that, well, the downstream effects on the people that are mid-level managers and below is dramatic because they’re like, look, the leadership, team’s not perfect, but man are, they are really, they got our backs and they’re pushing us. They’re pushing whole, I’m working with a bank right now started by a construction guy about 17 years ago.
Jack McGuinness (14:46): And it’s, you know, it’s grown like crazy. The, this is a great place to work and it’s not perfect. There’s chaos. They, you know, they attack problems with, with vigor and it leaves a trail of dust behind them sometimes, but they’re able to repair because the intentions are there that they’re trying to build something really cool. And while they’re doing it, they do take care of their people. It might be after the fact, but they do take care of their people. And, uh, I think that balance of PR product productivity and health is really important.
John Jantsch (15:22): Most teams of some sort of a, maybe it’s a rotating, but it’s an appointed leader. W would the analogy of a sports team kind of be the same where the, the leader of a team’s job really is maybe more like a coach? Or let me just ask you directly, what is the leader’s job of a team?
Jack McGuinness (15:40): Yeah. I mean, ultimately, um, ultimately, and if you, if you go back to the, the, my aspiration, our aspiration of the teams, we work with that they hold each other accountable. When you’re working towards that CEOs naturally evolved to be being more coaching oriented than directing oriented and much more oriented to be working with the, their leadership team to set the picture, to set the foundation, to identify what the most important priorities are, and then let people go now, again, that’s a Nirvana state too, you know, no question about it, but if you’re aspiring to get to something like that, much more likely to have greater success. So the CEO, you know, we started this thing again 14 years ago and our aspiration was like, you know, teams are really leadership teams are so important that it shouldn’t matter what the CEO’s role is on a team.
Jack McGuinness (16:45): And boy were we abused of that, that notion, you know, it’s critical, it’s absolutely critical the role they play. They have to model a whole bunch of stuff like the values that are espoused, the, you know, the, how the, he, or she wants the team to operate. And they have to have a strong role in set in, in establishing directing direction. And sometimes they have to play a heavy hand role, but most often what they have to do is push back when the lobbying happens. And I know that sounds like a trivial issue, but we see it all the time. Like you’ll have a great meaning, see, meeting a seemingly great meeting about an important issue. And then the CEOs getting calls, getting knocks on his door, telling him or her why those ideas were such bad ideas and why these ideas are good ones. And so, and the ability to say, Hey, wait a minute, we had this conversation, go talk to Jerry, go talk to Bob, go talk to Sue and figure this stuff out, and then let’s have a conversation about it, but I need you guys to figure this stuff out. Yeah.
John Jantsch (17:50): So if I’m, uh, a leader or I’m on a team, maybe even, and I’m thinking, I need to pick up this book, what am I gonna, is there a road? Is what am I gonna find in the book? Is it gonna be a roadmap, you know, start here, do then do this UN unpack it in the two yeah. Two minutes or so we have
Jack McGuinness (18:06): A few things it’s it really does. I think it does a pretty good job of talking about why a leadership team is so important in the impact it has on an organization. Number two, it talks, um, a lot about the structural and relational foundation necessary to build a good team mm-hmm and then it get, it does provide a bit of a roadmap on what are the things you need to do to either repair or to build. And, you know, I’m pretty proud of that. Part of it. It’s pretty practical. There are a lot of other books out there there that are, that I believe are really good and inspired me in the work that I do. But I think what we did was got into another level of how do you do this? Yeah. And why is it so important?
John Jantsch (18:55): Much, much needed. So tell people where they can find, uh, the book and find out more about your work, Jack.
Jack McGuinness (19:00): Yeah. So, so relationship impact.com is my website for my firm, but, uh, great leadership team. book.com is the books, companion website that I stole from you. I stole the model and this is my first book. So I’ve never done this before. And I was like, wow, I gotta get one of those companion sites.
John Jantsch (19:23): awesome. Well, jacket was great catching up with you. And, uh, hopefully, uh, we can run into each other one of these, uh, days out there on the road. Next time you’re visiting your son in, in Colorado.
Jack McGuinness (19:33): I will do that, John. No, no question, Matt, thank you so much for, for the opportunity. I appreciate it.
John Jantsch (19:38): Hey, and one final thing before you go, you know how I talk about marketing strategy strategy before tactics? Well, sometimes it can be hard to understand where you stand in that what needs to be done with regard to creating a marketing strategy. So we created a free tool for you. It’s called the marketing strategy assessment. You can find it @ marketingassessment.co not – dot com – .co check out our free marketing assessment and learn where you are with your strategy today. That’s just marketingassessment.co I’d love to chat with you about the results that you get.
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According to the APPA survey for 2021-2022, every household in the United States of America has a pet. Of these pet owners, about 64% are millennials. This population is famous for its ability to create trends out of their interests.
Image Credits: Unsplash
They build trends and look great in every season of the year. Then, they transfer this need to fit with the seasons onto their pets and dress them to look the part in each season as well.
Every pet owner has to balance their pet’s comfort with the desire to dress it in poise and elegance. So, it is important to have information on the best pet accessories outlets and what items they offer to you.
Summer is right around the corner, and with it comes a new batch of trends in pet fashion. From Instagram to the runway, these are the looks your furry friend needs to be sporting this season!
Because pet fashion is so trendy, there’s a huge increase in demand for fashionable items. Luckily, pet supplies online always have something to offer.
There are myriad options within the themes of Instagram fashion trends for your pet in the summer of 2022. But, you may want to consider the following cute accessories:
1. GPS Bandanas
Out with the old GPS collars and trackers, and in with the new fashion trends! The summer promises to be hot for you and your pet, so you must prepare to tackle the heat while keeping the classy look. A new pet accessory taking the market by storm is the pet bandana.
This is usually lighter than the tracker collars and keeps the heat and discomfort at bay. It also helps keep the animal clean, as there will be less build-up of dirt under the bandana than under a collar. This trend is cute, and with matching bandanas, you and your pet can create a storm wave with your InstaShots.
2. Pet Sunglasses
While sunglasses look good in photoshoots and Instagram posts, they also serve other purposes. The sun can be mean and hot during the summer, making your pet uncomfortable. Day walks on the beach will be much less stressful for your pet when they have sunglasses to protect their eyes.
Image Credits: Unsplash
This is also an important part of animal welfare and fulfills one of the freedoms of animal welfare. This states that your animal should be free of pain and discomfort. A bonus is that the sunglasses protect the pet’s eyes from the gusts of wind and dust popular in the summer, which ultimately saves you from a trip to the vet.
3. Pet Backpack Carriers
The summer is the best period for taking long walks, hikes, sightseeing, and road trips. For pet owners, these pictures can form memories. A great way to have fun during this time is to have a pet backpack carrier handy. Then, you and your pet can have fun and create Instagram posts without worrying about your pet’s safety.
Backpack carrier designs vary in size to suit your preferences and the pet’s size. This improves the general experience of your time out and reduces your stress levels. In addition, on uneven terrains, the backpack ensures that your animal is safe. And you will not have to worry about them getting hurt or injuring their feet.
4. Boots for the Summer
Boots as a cat or dog accessory are a must. The sun is not the only worry for your pet during the summer, as roads can get scalding. While there are ways to guard against the heat, providing breathable boots for your pets during this season helps with the heat. This fashion trend is top on the list of Instagram trends.
It is fashionable and effective in protecting the fragile limbs of the pet during the season. And because these boots are breathable, they do not cause discomfort to the pet. They are suitable for taking long walks and hikes with a pet during this hot season.
5. Life Vests
A fun activity for dogs during the summer is going swimming or spending time on the open seas. But, you must consider your pet’s safety as you go on these activities and prepare for mishaps.
One gear to have on your pet is a cute life vest. It speaks glam to the camera and protects your pet from drowning in the water. These come in different sizes, styles, and colors, and you can decide to match up with your pet for cuter photos.
6. Trick and Treats
Summer is the best time for games and outdoor activities with your pet. There is less worry about parasite infestation and foot conditions due to dampness. There is an endless list of fun activities that you can engage in.
These include training your pet for walks without a leash, endurance, obedience, and service. This becomes fun for you and a way to bond with the pet and also create a sensation on Instagram for the summer.
7. Pet Hammock Swings
Imagine this: you want to relax outside and watch the stars during those hot summer nights. This is a good time to create fun photos and videos for the gram. You may want to consider including your pet in the fun as it switches up the glam of your photos.
A cool way to help your pet relax is getting them a hammock swing. Place this on the patio of your house or even in the corner of the yard, under tree shades. It will be cute to have the pet hammock beside yours as you pose for pictures and take naps together.
8. Pet Pool
Some animals love the water and all the fun that goes with it. And yet they are always at risk of drowning in human-sized pools. A fairway to tackle this problem is to buy pet pools for your animal.
Image Credits: Pexels
This can also double your animal’s bathtub and play station during the scorching summer. It is fun and functional, and any activity with your pet in the pool will always look good in photos.
Conclusion
Owning a pet is a great responsibility. It requires time and commitment to the welfare and wellbeing of that pet. But, you can have fun as a pet parent. Create fashion trends for each season of the year on Instagram and all other social handles. While handling your pet with utmost care and love, remain glamorous and always be photo-ready. Make sure to look good, have fun and make great memories!
The post Instagram Trending Pet Fashions for Summer 2022 appeared first on Social Media Explorer.
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