Love Monday #56: Digital Marketing

What makes for a good digital marketer? Creativity, knowledge and your ability to find one! This #LoveMonday edition features: two digital marketing leader profiles, a quick fix for your entire recruitment process and a reminder of the true traits defining motivation (hint: it’s not money or praise). Wishing you some fun in the sun (now that the cupcakes are long gone)! Happy #LoveMonday. Only top leaders demonstrate the ‘real deal’ when it comes to motivation. Here’s how to differentiate between those seeking external rewards and the leader who will perform no matter what @DanielGolemanEI … An interview with the Digital Marketing Manager for Tourism Richmond on what’s driving the industry and how to succeed via @SmarttCanada @notbranded … What should you negotiate for when a raise is off the table? … I’m Ronald McDonald and I love Taco Bell’s new breakfast. An interview with the digital marketing strategist behind the “waffle taco” and a whole lot of social success. … 3 easy, action-oriented steps to shape up your whole recruiting...

Love Monday #43: Leadership Accountability

You don’t need to be in a position of power to start exhibiting leadership. In fact, a simple change of thinking can do the trick. Instead of saying you work “for” Company X, try saying you work “with” them. That simple mind-shift can help you recognize and appreciate your autonomy (more than your servitude) and it lays the groundwork for a career partnership with your employer and colleagues. Of course, it’s important to note that your interests, as an employee, are part of that relationship too. And the best companies will work hard to demonstrate they are working ‘with’ you too (a common trait of BC’s Dream Employers). What’s your thinking around leadership? Are you a leader? Does a direct report make you one? Our friends at Knightsbridge are asking an important question: Are You Ready To Make 2014 The Year Of Leadership Accountability? Managing Director @VinceMolinaro says true leaders hold themselves accountable for the bottom-line by asking: “What challenges and opportunities will my company face this year, and in what specific ways will I need to step up as a leader?” Read more. … If you thought Emotional Intelligence was a have or have-not proposition, think again. In his latest LinkedIn blog, Daniel Goleman explains the various types of Emotional Intelligence, our varying capacities for each, and the underlying empathic muscle that makes-or-breaks a great leader. … Why would a CEO become someone else’s underling? Fast Company’s @JeffChu has been receiving major kudos for his fascinating insights around Angela Ahrendts’ “new season” at @Apple and what it will take to spark the “retail revolution” she’s after. #EmotionalIntelligence #WholeMind #Leadership #GreatRead #ClickNow. … STEM (Science, Technology, Engineering and Mathematics) careers offer a huge opportunity to women. Locally, we have groups Girl Development championing the cause. This article (w/ infographic) looks at the dismal entry of women into STEM careers (less than 25%) and asks whether strong, vocal and prominent female...

What is Your Leadership Style?

Truly effective leaders should be able to describe how they will behave as leaders. Why?

Fanning the Flames: Emotional Intelligence Online

It seems like you’re always ‘online’ but are you always ‘in-line?’ Text and emails sent at work can be “mis-read,” causing undo tension between coworkers. Say you’re charging along on a team project when an email string suddenly gets heavy. A ‘sarcastic’ comment about someone’s ‘contribution’ was taken at face value. Next thing you know, you’re looking at an email string full of ALL CAPS, bold words and sentences highlighted in red. You get the distinct feeling there’s an undercurrent of bcc’s to managers in every direction. And no one is looking good. These are all key signals, according to author Daniel Goleman, that you’re losing your head when it comes your “online” Emotional intelligence – and that you’re moving quickly from courteous online communication to what techies call, Flaming. In his post, Can we be Emotionally Intelligent Online?, Goleman describes how ‘flames’ – insults, off colour comments, ranting, finger pointing – can turn perfectly legitimate work discussions into ugly throw-someone-under-the-bus fiascoes. A tendency that can be even worse when voices are emboldened by a group setting, online forums or group email discussions, as opposed to the nakedness of in-person situations. “The problem with communicating on the web,” says Goleman, is that “from [his] point of view is it has no channel for the social brain to attend to. Aside from perhaps video chat, you have no emotional signal in real time.” That’s because during conversation, your “social brain” is actively (invisibly, constantly, sub-consciously) reading body language, tone, hand gestures and eye contact in order to understand what’s really happening, making face-to-face the most effective (and natural) form of communication. The main problem with e-interactions, says Goleman, is that you lose all that valuable data your brain needs to accurately ‘read’ a situation. Is your co-worker being aggressive, condescending or accusatory?  Or were they...