Tagged: communication Toggle Comment Threads | Keyboard Shortcuts

  • Sandra Bravo Ivorra 9:00 am on August 27, 2013 Permalink | Reply
    Tags: communication, , ,   

    Bad times, good resume 

    Estimated reading time: 3 minutes

    In times where many people are looking for word, having a good resume is essential as it continues to be both annoying and necessary.

    When you prepare your resume, the goal is to get them to call you to a face-to-face interview in which you can demonstrate your worth. But what errors are commited in a resume and how do we solve them?

    1. Resumes are always written in the past, when they should be a projection of the future and contain at least one sentence that describes the reason for which you want the job. Experience is all well and good, but it doesn’t mean a thing if it doesn’t set you apart as a person or show your special interest in the job, they can find twenty others like you who say exactly the same.

    2. Resume templates have done a lot of damage. Unless they ask you for a specific format, be a little original and personalize the document. The typical Word with Times New Roman and a passport photo is dreary. Be surprising!

    3. Forget so many facts and degreeitis and tell a life story. In a resume, it’s not about telling everything, rather highlighting what makes you different. What better way that through a tale? Investigate the company’s history and try to adapt it so you capture their attention. There are as many options as ideas in your head!

    4. Another very obvious –but often ignored – point is to adapt the resume to the job you’re going for and the company, as well as the email that accompanies it, if you aren’t handing it over personally. If necessary, call beforehand by phone to find out who you should address and avoid that horrible Dear Sir/Madam …

    The biggest error lies in trying to impress with quantity (degrees, years’ experience…), when in reality, what you should do is seduce with quality (human and professional). A surprising, sincere and personal story gives you the chance to go for many face-to-face interviews and position your profile as one that is worth it.

    Sandra Bravo (@Sandra_BI) is founding partner of BraveSpinDoctors, a strategic communication and political marketing consultancy.

     

     
  • Juan Ignacio Barenys 9:00 am on August 13, 2013 Permalink | Reply
    Tags: communication, , ,   

    The Manager and oral communication: 10 tips 

    Estimated reading time: 3 minutes

    In my previous post, I spoke about five premises for good public speaking. On the task, managers must follow certain patterns of behavior that enables them to do it properly.

    1. Listening: People who are successful in public speaking are those who know how to listen, watch and understand.

    2. Generosity: Your priority should not be focused on flaunting your discourse skills. You don’t need to show off, but help the audience with your speech.

    3. Prepare your speech: Many managers are not willing to spend the time needed on properly preparing their interventions. Do it by preparing a clear, short script.

    4. Control your fear of the stage: Despite being in a position of authority and possessing the right knowledge, many people become very nervous, unable to overcoming the stress of having to face an audience. The problem is not the competition, rather confidence in yourself.

    5. Oral language: Use a rich but simple vocabulary , employ clear, precise and to-the-point sentences and paragraphs; add irony and humor in their right measure.

    6. Your voice: Warm up before starting. It is a good idea to breathe slowly and deeply before starting your speech.

    7. Body language: Our oral communication can be enhanced or impoverished depending on how we accompany it with our body language. Carefully control your movements, avoid abrupt gestures, and make visual contact with the audience.

    8. Support media: For many years, PowerPoint presentations have been an unarguable part of presentation. They have advantages but can also kill spontaneity and freshness . Avoid presentations packed with text that encourage the listener to read during the talk.

    9. Manage your time: This goes for both extremes: if you are too short on time, you will stumble; if you have too much, you collapse, and although it seems strange, you end up with even more time.

    10. Assessment a posteriori: any talk or speech has a purpose. When you finish, strictly measure the result . The time and effort used in preparing and giving the speech will be worth it (or not), depending on the result, and should result in corrective measures.

    Juan Ignacio Barenys de Lacha is Director at Odati and Eskpe Consulting. Member of AEDIPE, creator of the Odati Method for training executives and managers, ex-CEO of Olivetti Information Systems Spain and of Sligos Systems and chairman of the World Forum Congress in Washington in 1990.


     
  • Cristina Aced 9:00 am on July 23, 2013 Permalink | Reply
    Tags: communication, , , ,   

    The challenges of the Dircom in the digital context 

    Estimated reading time: 6 minutes

    This posts is an update of that published in my blog Blog-o-corp

    What is the role of the director of communications or dircom? How does it evolve to adapt to the current context in which social media become more important and budgets become tighter?

    Burson-Marsteller & Top Comunicación & RR.PP proposes an analysis in the report The Dircom of the future and the future of the Dircom. If we examine the subject in detail, we see that the main change is that the department of communication stops having a monopoly on the issue of information related with the compan, as explained in Is There a Future for Traditional PR? by Baekdal (excellent website which I recommend you check out). These graphics sum it up quite well:

    (More …)

     
  • Ana Asuero 9:00 am on July 5, 2013 Permalink | Reply
    Tags: , communication, , ,   

    CEOs need to become Social CEOs 

    Estimated reading time: 5 minutes

    Social CEO Infographic by CEO.com

    At a moment in which our personal and professional lives have become social, asking ourselves if CEOs need to use social media is pointless. The answer is absolutely.

    The CEO must be the first to adopt social attitudes to be followed by other employees. Management must be the first to be convinced about the benefits of being a social company in order for those ‘social genes’ to extend to the entire organization. If CEOs aren’t present in social media, they will be hard-pressed to get this type of internal communication to extend throughout the company.

    However, there are CEOs who continue to resist being social. An investigation states that only 29.7% of the CEOs on the Fortune500 are present in a social network.

    (More …)

     
  • Juan Ignacio Barenys 9:00 am on July 3, 2013 Permalink | Reply
    Tags: communication, , public speaking   

    The Manager and oral communication: five premises for good public speaking 

    Estimated reading time: 4 minutes

    It is increasingly important in Management positions that professionals’ skills include knowing how to speak well. A manager spends half of his time carrying out tasks that involve speaking. To achieve that goal of speaking well, there are five premises that must be considered.

    1. We always have an audience. Speaking in public is not necessarily just a task for professional public speakers or for exceptional occasions. When we speak it is because there is someone there to hear our words and we still need to look after the content and the form of the speech although the discourse may not be given in a room packed with people, rather in a routine business meeting with a small team of colleagues.

    2. Public speaking is a skill that is trained and learned. It is often thought that public speaking is a gift that some people are lucky to be born with and others are denied. That’s not true. When we speak, we learn. Handling the elements of speech, knowing words and their meanings, and acquiring the structures of language is not an innate phenomenon generated spontaneously, rather a progressive process throughout our lives which never ends. By practicing, we can become capable of giving long, brilliant speeches with the right content.

    3. Choose the right level of competency that you want to achieve. In Management positions, we generally are not referring to professional speakers, but people who, according to Whitmore’s model, must achieve a conscious level of competence. In other words, a level at which the task can be performed with notable elegance but in order to do that, the individual must focus their attention and time on suitably intense training directed towards the objective.

    (More …)

     
  • Carlos Zapater 7:00 am on June 28, 2013 Permalink | Reply
    Tags: communication, , , ,   

    Video is the star content 

    Estimated reading time: 5 minutes

    Recently I saw on Ticbeat an infographic on video predictions for 2013 as a communication element by Avaya. After looking at it, I gazed into the horizon, trying to figure out how these predictions will unfurl before us.

    Video is everywhere… and will continue to be

    First it was an attraction, then it came into our homes, then it jumped into the digital world and now it accompanies us 24-7. It is the star content in mobile devices. With the implementing of high-speed mobile networks (4G, LTE), sending a HD video to a mobile device won’t be a pipe dream.  Video will continue to accompany us everywhere and all companies need to be in the front line.

    2013: The year of  Convergence

    Although some have been championing this concept for several years, now is when we are seeing it really come to light. Having to wait for a day and time to consume for a restricted offering is already a Jurassic concept. Now it is the recipient who decides when and what they want to watch. Or even they are the ones to produce the content.

    Manufacturers are incorporating features to facilitate this convergence between the two worlds. TV is becoming more like a computer with a tuner. Companies will have their Internet content available in a new platform and this will represent a new way of repaying the cost.

    Video will be present in all communication aspects of the company

    The business world is where much progress has to be made. In 2013 not only does the leap to internal and social communication have to be made, but businesses will need to learn to fill contents. For a company, this is essential when communicating with potential customers, training employees, advertising, or viralizing contents.

    Let me leave you with a viral video from Microsoft Portugal. How do you communicate that your product is so easy to use that a 6 year old could do it? Well, this way…

    Carlos Zapater (@zaparl) is Audiovisual Contents Manager at Zyncro. He has a Diploma in Education and a degree in Audiovisual Communication from UPF. He has worked in European producers such as  Filmtel-DVDreams and Infinia.

     

     
  • Sandra Bravo Ivorra 9:00 am on June 5, 2013 Permalink | Reply
    Tags: , communication, , ,   

    Active listening as a tool for continuous learning 

    Estimated reading time: 4 minutes

    The art of conversation is being replaced by personal broadcasting. I first heard that expression in a TED Talk by Julian Treasure on the importance of active listening, and I couldn’t agree more.

    We communicate constantly but we rarely listen. Listening goes beyond just lending an ear. Listening is investing time in others, changing the focus of attention to those that surround us.

    They are both the messages and interferences that we receive that are difficult to distinguish. It is demonstrated that we filter contents according to our culture and all this marks a difference between what we hear and what we pay attention to.

    Attitude and beliefs are key factors in communication. Our predisposition towards our interlocutors is an essential condition. Flexibility too, the ability to leave aside our ‘repertoire’ of beliefs to give way to new hypotheses.

    Active listening is the best tool for constant learning. If we don’t train that skill, we will end up shut away in our limiting tenets.

    Four basic aspects of active listening:

    1. Receiving, taking in what they tell us, paying attention
    2. Valuation, appreciating the words of our interloctors as something with an intrinsic value
    3. Recapitulating, we will only be capable of synthetizing something that we are willing to ‘receive’
    4. Asking, after assimilating information, this will generate doubts that will enable us to continue enrich ourselves

    Listening facilitates our daily lives. It’s economical, it saves us having to listen twice to the same message that we didn’t pay attention to in the first place. It’s practical, it will help us to discern what is really important. And it’s efficient, listening not only will be learn, but we will make others want to listen to us and learn about our points of view.

    Sandra Bravo (@Sandra_BI) is founding partner of BraveSpinDoctors, a strategic communication and political marketing consultancy.

    At Zyncro, we believe listening is fundamental for companies. We explain it in this whitepaper about the value of employees’ contributions for the company. In your organization, how do you listen to employees? At Zyncro we help you do it with an Enterprise Social Network. Try it.

     

     
  • Eduardo Zamora 9:00 am on June 4, 2013 Permalink | Reply
    Tags: communication, , , ,   

    Gamification: Another pillar in digital interaction between brands and consumers 

    Estimated reading time: 4 minutes

    One of the most attractive elements for human beings is the game. Applied to digital marketing how can a brand use game to engage its consumers?

    We’re talking about gamification. An interesting fact:

    People remember 20% of what they hear, 30% of what they see and hear, and 60% of what they play or interact with.

    How to develop an efficient gamification strategy?

    1. Define the milestones and scope of the strategy. What are the goals to be achieved and what do we want to gamify?

    2. Define who we want to have an impact on.

    • Dominant: They play specifically to compete and win.
    • Egocentric: They play to win recognition.
    • Socialites: They play to meet people.
    • Explorers: They play to discover possibilities and secrets.

    3. Intrinsic motivation of our target. What moves them? Entertainment, socialization, recognition, sharing?

    4. Research the habits and trends our consumer follows to create a good experience.

    5. Design our story, which will define the experience we want our users to live.

    6. Design the game system, elements of the scene that will surround it, and the tools for achieving victory.

    7. Look after the user experience. Find the balance so that the experience is good without falling into a level of difficult that doesn’t allow them to advance or is too simple that it doesn’t present any challenge.

    To finish, let’s look at a clear and very successful example of this trend: the case of Greenpeace, who with a gamification strategy managed to make the difference.

    Eduardo Zamora (@amudiel) is Strategic Director in the Mexican integrated communication agency ifahto. He has had the change to participate for more than 12 years in the creative and strategic concept of integrated marketing for mass consumption companies. The main achievements reached with the clients he was collaborated with are: meet sales goals, brand recollection, increase in market participation, creation of brand awareness in digital and traditional media, etc.

    At your companies, have you implemented gamification strategies? How did you do it and what has been the result? Tell us about it!

     
  • Jose Luis del Campo Villares 9:00 am on May 29, 2013 Permalink | Reply
    Tags: , communication, , , , , , ,   

    Enterprise Social Networks: Lineal Growth in People and Exponential Growth in Talent 

    Estimated reading time: 9 minutes

    One of the virtues that an organization can have when applying the right Enterprise Social Network (ESN) is it can make different people share knowledge and different points of view on an idea in a single space.

    Two members of an organization may have never shared ideas about something they are both working on in the organization, i.e. due to physical circumstances, for example, because the employees are located in different work centers with an extensive geographical distance between them, or due to time limits, as time zones mean that their working days never coincide.

    In this scenario, employees in the same organization who could share knowledge with a personal and professional benefit for the company may never come into contact or exchange ideas.

    This is one of the key points where an Enterprise Social Network implemented in an organization plays a fundamental role, as the lineal sum of people with determined knowledge (talent) can mean exponential growth in talent in the organization.

    When we decide to implement an ESN in our organizations, one of its key objectives must be to act as a virtual collaboration space in which different professionals who work on a product can share their experiences and ideas, which will benefit not only professionals in the same area who are working on that product in other work centers, but also other professionals who work on that product from other areas.

    It seems to be more complex than it really is, so let’s take an example where we can see how growth can be exponential for the organization.

    Taking an organization with work centers in different parts of the planet, such as Europe, North America and Asia. They sell a range of products, and in this example, let’s focus on the product A. We design an ESN that creates a contact area with different professionals from different departments, for example, heads of different areas.

    When the head of design in Asia of that product A enters to share his experience on end users who acquire the product, the heads of design in Europe and North America acquire knowledge that enables them to work on the product to make possible modifications that could benefit their end clients. However, if in that meeting place, the heads of marketing also participate, they can see what the strong points for convincing the end client in each part of the world (support marketing) in order for them to purchase product A. What’s more, if the heads of Finance also participate, they can see how to apply the different product prices according to the possible competitors in each part of the world.

    With this simple example, we can see how the talent of one of the members in the organization shared in an open collaborative space not only causes lineal growth, but also exponential growth in the talent, which will reverberate on global improvement in the organization at different scales and as a whole. And that is something that is difficult to achieve with a traditional organization system where, with luck, the different departments meet at an annual convention in order to share ideas.

    The ESN implemented needs to have four indispensible points in order for it to be a true source of collective knowledge:
    • Open: i.e. all members of the organization, regardless of their work area but with the same hierarchical responsibility level, can access at any time to contribute an idea, knowledge… something that may be of interest to any other department and any part of the organization.
    • Collaborative: it must be the meeting point for debate or sharing contents, not a social network. In other words, implementing a network means its participants must comply with some basic rules of behavior.
    • Timeless: Any member can access it when they want to share something and it is clearly defined for other members so that when they decide to access, they know where the issue can go and this way know how to share, debate or extend the knowledge already left there by other members of the organization.
    • Hierarchical: the ESN implemented opens different meeting points in which different employees can participate based on their different levels of responsibility within the organization.
    How do I focus my approach if I’m responsible for implementing an ESN in my organization?

    Firstly, analyze the activities and departments making up your organization. Then, analyze the hierarchical level of your staff. Finally, establish criteria that enable you to create different meeting points in the organization, both in terms of parallel and transversal competences. i.e.

    • Meeting points for sharing knowledge for those responsible for finance, marketing, etc. in different work centers (parallel competences).
    • Meeting points for sharing knowledge for the same hierarchical levels in one work center in the organization (intra-center transversal competences).
    • Meeting points for sharing knowledge for the same hierarchical levels in different work centers (inter-center transversal competences).

    Each member who participates in the ESN is responsible for sharing their knowledge in one or more centers implemented according to whom it may be of interest.

    Obviously, this means training participants first, but undoubtedly, once the system and the ESN are implemented, the growth of talent within the organization will be exponential and not lineal like in organizations 1.0.

    Jose Luis del Campo Villares (@JoseLdelCampo) is a faciliator, trainer and coach. He cares about people and their lives within organizations; for that reason, he is a social media consultant and CEO of Socialmedia Network.

     

     
c
compose new post
j
next post/next comment
k
previous post/previous comment
r
reply
e
edit
o
show/hide comments
t
go to top
l
go to login
h
show/hide help
shift + esc
cancel