In working with professionals and organizations all over the country I have heard one thing that has surprised me (or maybe it shouldn’t). All types of people that I come in contact with will pull me aside and say, “What if I hate my job?” I’m starting to talk more about this when I consult with the leadership team. In this video I share the two choices you have if your truly hate your job.
Is there a goal you want, but your current efforts aren’t helping you get the results you desire? In this KSL segment we are talking about for strategies to supercharge your goals and your results.
Here’s the segment
This segment on KSL Browser 5.0 is for all the women professionals who don’t feel “heard” in their organizations. In this few minutes, I share three things you can do to speak up and make a difference at your place of business.
If you want to learn more about our High performance leadership event for women, go to http://www.PowerWomenLead.com
Check it out and leave a comment & a like! I would love to know what you think! I know Lynn Bodnar (creator of the Momoir Series) would also appreciate your feedback!!
Every day 500 million individuals across the globe log onto Instagram. And while the social media landscape seems to be changing by the minute, businesses and brands are getting more organic engagement on Instagram than any other social media platform. To stay relevant businesses large and small should take advantage of Instagram’s latest feature, IGTV.
Question: Before we dive into your tips, why is IG TV so hot right now?
Michelle: IG TV rolled out in summer of last year. The beauty of IGTV is that you have longer form videos AND the ability to keep them long after the 24 hour period previously offered by Lives or videos in your feed. In February this year they started to put IGTV videos in the news feed which is huge because now those videos show up as content while people are scrolling. IG TV is relatively new and currently NOT encumbered by ads (though that may come soon) so businesses should jump on getting those channels loaded and providing quality content so people will watch them later when ads do come.
Question: It sounds like this is something companies need to jump on quickly. What’s your top tip for quick implementation?
Michelle: YES, now is the time. Don’t call your videographer and don’t stress about creating new things last minute, load videos you already have and create videos over time. Yes, you have to be careful about things getting cut off, but many videos you already have will work in the format and some businesses are even getting away with loading horizontal videos vertically and people can watch by turning their phone.
Question: What types of things do you think people should be posting and how often?
Michelle: Great question and it totally depends on the brand, but I would recommend that you decide as a team (or if you’re an entrepreneur, make it a party of one). The biggest thing to remember is that you create a content plan that you follow consistently. Of course load your best videos but think of your channel like a television channel. What “shows” will you have consistently? You can post the random content videos, but if you think of it like a show or podcast you’ll likely be better able to keep it up. And also, think of your content in three main categories, Informational, Behind the Scenes and Commercials. 80% of your videos should be Informational or behind the scenes and 20% of your shows can be commercials or salesy. Provide good content first and make sales secondary, even if you’re tempted to make it all commercials.
Question: Do you have any tips for how to increase views to your videos on Instagram and IGTV?
Michelle: YES, make sure you have a killer headline that makes people want to click on it and watch it, but also utilize your description for additional details that may be helpful to someone choosing between all of your videos. ALSO, IGTV is Hashtag friendly, but it’s recommended only to use up to 3 hashtags in your description. As always, content is king so provide good content people will talk about and share. If a picture is worth 1,000 words, then video has a lot of potential! Don’t miss this opportunity to tell the story of your business!
This week on KSL Browser 5.0 we talked about ways we can become a better boss.
Studies show that people don’t leave jobs, they leave bosses. When I was the Director of Operations for a startup, I had over 50 people reporting to me from 6 different departments and since the CEO had been managing these teams previously, there hadn’t been a lot of attention to systems, job descriptions and job functions and making sure that the departments were working together when necessary and NOT stepping on each other’s toes.
It was tricky, and within each department we had managers trying to get results from their teams with varying degrees of success.
The short part is there are so many different ways to be a boss. You can manage or you can lead, but in most studies its now how you do your job, but how you treat your people that matters most.
In this segment we talk about four ways to up your leadership game so that you can connect with your employees and get better results out of the work they do.
I had the opportunity to go on KSL Brower 5.0 this week and discuss 4 tips to be a better boss.
A study done by Gallop showed that 75% of people have left a job because of a boss and not because of the job itself or even their paycheck. Below is a Q&A with Michelle about how to be a better boss.
Question: Can we really narrow it down to only four things? What would you say is number one?
Michelle: It will be tough, I conducted a little survey of my own on social media yesterday, but there were three main categories of boss pet peeves. First, train people well, then trust them to get the job done. There can be course correction along the way, but micromanagement was at the top of the list of boss pet peeves. Allow people some freedom to complete tasks and projects in their own way. At my peak I managed a team of 50 in 4 different departments. I didn’t have TIME to micromanage, but I had many managers who did. Focus on what needs to be done, not HOW.
Question: Management has changed over the years, how can a boss earn loyalty from an employee?
Michelle: It’s true, management has changed over the years. Even 20 years ago when I was studying business management in college we read articles and textbooks about managing people like a director and a cast of actors, but over the last 15 years there’s been a shift to leadership, making sure that you were someone worth following. In this day and age leadership isn’t enough. Collaboration is the wave of the future, so collaborate don’t dictate. Involve your team as MUCH as possible. Help them idea generate solutions problems and challenges. LISTEN and then listen some more. Explore ways that you can lead the individual and not the team as a whole and you’ll find loyalty from your people.
Question: There seems to be a focus now on building culture to help people stay in an organization, how much of that does the boss need to champion.
Michelle: Culture is a HUGE corporate conversation today. But one thing employees crave the most is just honoring time and roles. Flexible time off is highly valued, not just from the millennial generation, but from everyone. If you offer time off, don’t discourage people from using it. ENCOURAGE and honor that time people spend away. Studies show people come back more committed, and they want to be championed in their other roles. Part of this conversation that is HUGE though is not texting, calling or emailing excessively while people are gone. Let them be truly “away” so it looks like you care about them. This is also importantly simply for after hours time. Allow parents time with their kids. Allow kids time with aging parents.
Question: Final question, it seems like employees are looking for more than a paycheck, what can a boss do when there is no more money to “keep” an employee.
Michelle: Many responders in my unofficial survey said appreciation was just as important to them if not more than the money they make. Public appreciation in front of peers and colleagues is especially appreciated. But take it up a notch…figure out how each employee loves to be appreciated. You’ll find that not only do they enjoy the praise, but they’ll work harder for you. Praise works above and below their paygrade. Make sure they get credit for the work they do!