Hannah Clark Steiman

Knowledge work >> pseudo-productivity I implore all people leaders (or just anyone interested in how to reduce burnout and improve company culture) to give this podcast a listen. Some thoughts it provoked for me: - Micromanaging knowledge workers is the fastest way to suppress success. - If you spend your days putting out fires, you don't get anything of significance done. - The work-life balance isn't a concept created to assuage the workforce. Companies are not separate from their workforce. Companies are the sum of their workforce. Balanced workers make better companies. Leaders need to become macromanagers, not micromanagers. Be transparent about not just the WHAT but the WHY. Hire people who know what they're doing and then let them do it. Foster a climate of slow productivity and do fewer things, really well. And listen to this podcast every 6 months.

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Let’s talk tools. Tools you need to do your job (and do it well). ✏️ We understand why finance needs Excel. ✏️ Why marketing needs Hubspot. ✏️ Why sales needs Salesforce. ✏️ Why creative needs Adobe. ✏️ Why IT needs ServiceNow. ✏️ Why legal needs Docusign. ✏️ And why HR needs Workday. But tools for communications professionals? Those are a "nice to have." 🫠 Why? Why aren't comms tools considered a necessity for doing our jobs? I can rattle off 10 tools that would make my teams 10x more effective, but I can also count on one hand the number of times I've been able to 𝘣𝘳𝘪𝘯𝘨 those tools to my team to use. 👉 Internal comms tools 👉 External comms tools 👉 Analyst relations tools 👉 Social media tools 👉 Creative tools 👉 Monitoring and analytics tools #Communications pros, like other job functions, also need tools to do our jobs well. And in 2024—there are 𝘮𝘢𝘯𝘺 tools available to us! But often those are out of reach for smaller, scrappier comms teams and are only available to the big companies with big #comms and #PR budgets. It's a shame because the communications landscape is changing, and our strategies 𝘢𝘯𝘥 𝘵𝘰𝘰𝘭𝘴 should change with it. Unfortunately, our budgets don't reflect this new reality. 🫣 So, wise network: Why are comms tools considered "nice to have" if we actually want our communications strategies to be effective? What tools do you use in your comms roles?

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Here come the botched punctuation and misspellings... Now that there’s officially a Harris / Walz ticket, the #writer in me feels compelled to make a PSA: 👇 To *pluralize* the names "Harris" and "Walz," you just add -es. (This is true for both names that end in S or Z.) ✔️Harris becomes Harrises (e.g., "the Harrises"). ✔️Walz becomes Walzes (e.g., "the Walzes") . To make *possessive* the names "Harris" and "Walz," you add an apostrophe + s. (This is true for both names that end in S or Z.) ✔️Harris becomes Harris's (e.g., "Harris's Presidency"). ✔️ Walz becomes Walz's (e.g., "Walz's cat"). (Note: this is Chicago style and what’s most commonly used by most people when they write— but it’s *not* what the press use, since they religiously use AP Style. That would be “Harris’ campaign” and “Walz’ laugh” but that looks awful, so I object.) . (edited to add after a comment) To make *plural possessive* the names "Harris" and "Walz," you add an -es + apostrophe. (This is true for both names that end in S or Z.) ✔️Harris becomes Harrises' (e.g., "The Harrises' house"). ✔️ Walz becomes Walzes' (e.g., "The Walzes’ dog"). . As someone who changed my last name to Chambers and had to learn these rules at 27, I can attest that this is handy information. 🤓 You’re welcome. ## Would love to know other opinions 👉 who prefers Chicago versus AP?

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Thrilled to announce the release of my new white paper, “Winning with Video: A 101 Production Guide for Candidates and Campaigns.” This guide is designed to empower on-the-ground teams of any experience to create impactful, story-driven video content that resonates with voters and drives engagement. In partnership with BattlegroundAI and rad human Maya Hutchinson, who just launched incredible new product updates and a creative store featuring proven, easy-to-use templates from leading firms like Adapt Digital, Uplift Campaigns, and Studio Mosaic, it's never been easier to build high-performing digital campaigns. So … what’s inside this white paper you ask? ✅ Practical tips for pre-shoot planning, filming on-the-go, and post-production essentials ✅ Gear recommendations for professional quality, even on an iPhone ✅ Best practices for creating organic and paid video ads ✅ Strategic insights to maximize connection and cultivate empathy Learn how to leverage the power of video storytelling to with the full guide. Checkout the white paper and create your free BattlegroundAI account here: https://lnkd.in/gKwyva7t

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I keep a note on my iPhone of quotes that are meaningful to me in a work context. They’re on topics like failure and focus and foresight. The latest addition comes courtesy of Julia Pak, my colleague at Shipt, who I chatted with 1-1 this week. I can’t stop thinking about something she said in our conversation, on the topic of allyship: ⭐ “If you aren’t uncomfortable, you’re not listening closely enough.” ⭐ Let that sink in. If you don’t feel some level of discomfort when hearing about the experiences of someone in a marginalized group, you’re not REALLY listening. I think a lot about how to be an ally, and how to cultivate allyship on my teams, in a way that’s self-aware and self-reflective, not performative. I obviously don’t always get it right—not even close—but I love this reminder from Julia that listening, to the point of discomfort, is a foundational piece. #allyship #leadership

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Next time someone asks what you do for a living, give it to ‘em straight. We are: ✅ People connectors and bridge builders ✅ Amplifiers of information and multipliers of impact ✅ Brand alchemists, ambassadors, and guardians ✅ Roll-up-our-sleeves-and-dig-in problem solvers ✅ Always-on storytellers ✅ Pioneers and partners with purpose And that’s on a slow day. ✨ #communications #strategiccommunications #PR #publicrelations

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I have had a lot of great feedback from my columns in Simpler Media Group, Inc.'s REWORKED. I also want to help #recruiters who have helped me and others as we seek new roles. If you are an IN-HOUSE recruiter who has a story or two about AI in your workplace, my next column is focused on you. Hit me up and I can share questions. #PR friends--if you have clients who want to contribute, my door is open until Thursday. Check out my last column so you can see what I am all about. https://lnkd.in/g8pTPSDc #InHouseRecruiting #AI #AIFriendOrFoe

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There are simple things a company can do to show that they value #trans and #nonbinary employees. In an era of rapidly escalating violence and terror targeting this community, I'm going to tell you it's non-negotiable if you say that you're inclusive (generally or of the #LGBTQ community). ✅ Encourage all employees to add pronouns to their IT tools and email signature ✅ Provide healthcare options that explicitly include gender-affirming care ✅ Make sure your bathroom signage puts the decision in the hands of employees and guests (and bonus points for ensuring all new spaces have single-stall all gender options) ✅ Provide community-specific benefits, like the gender-affirming wardrobe stipend Thushyanthi Muruges, ACC introduced at Culture Amp this year (details in comments) To be really frank, our team has done all of these things over the last few years as we've sought to build a positive workplace for trans folks. These initiatives have cost us barely anything. These choices are within reach of your workplace.

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This may be a hot take, but IMHO the single biggest thing that can influence your likelihood of success as a CMO is the due diligence you due on the company BEFORE you accept the role. Over the last few years since joining Pavilion, I've been privy to countless conversations in our community Slack channels where marketing leaders share their frustrations as well as horror stories of toxic workplaces, bad bosses, and impossible situations where they are set up to fail. While there are many factors beyond a CMO's control that might result in this type of situation, the truth is that majority of them could have been uncovered with better due diligence during the application process. Yet so many candidates are afraid to ask the tough questions, and afraid to probe deeply into the data - especially in a tough hiring market where they NEED the job. I guess the question is, is it worth it to take a job where you'll be miserable and set up to fail? I learned this the hard way earlier in my career. Every time I had a role where I was miserable, or my tenure was short, I could trace it back to poor due diligence on my part. It's one of the reasons I'm grateful I found Pavilion. When I joined, I took CMO School and in the first session, Andrea Kayal pulled back the curtain on her due diligence process and shared the exact question set she uses when evaluating potential roles. What I learned is that I need to be evaluating potential employers with the same level of rigor that I approach forecasting and developing strategies once I'm in a role. That means gathering data on things like: ⭐ Customer health (GRR, NRR and NPS) ⭐ The team, culture and people (employee monthly attrition rate, Glassdoor reviews, etc.) ⭐ Growth opportunities (TAM, SAM) ⭐ Sales and marketing (bookings targets, sales cycle length, size of pipeline, close rates, marketing budget, etc.) ⭐ Business health (performance against targets, CAC by channel, LTV, payback period) ...and getting to know the CEO, SLT and board well enough to understand how they think about marketing and whether I'll have the resources and support I need to be successful. The beautiful thing about this approach is that it actually makes you a stronger candidate because it demonstrates to potential employers that you are serious, thorough, and data-driven, and you have high standards - all of which are traits that also make you a better CMO. My advice to anyone looking for their next role is to invest some time in building out a thorough due diligence process - - and then stick to it. Expect to be asked to sign an NDA as part of this process. And lastly, if a CEO is unwilling to share this type of information with you, or doesn't have the information.... well, that is its own type of red flag 🚩 What other due diligence would you add to my list above? #CMO #kathleenhq

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The ☀ eclipse earlier this year was a big deal. I remember people traveling to places projected to have the "best view" like in Vermont and those towns hitting enormous tourism numbers. I didn't get to enjoy it as I did a few years ago (when I deposited myself out on the deck with my dog, both wearing protective eyewear), but I did get to learn about the results of the eclipse on building operations. This time, the Nantum AI team did a study called "Solar Eclipse Insights on the Grid and Buildings" with the National Renewable Energy Laboratory and The University of Texas at Dallas. The eclipse demonstrates the delicate ⚖ balance within our energy systems, particularly highlighting the interplay between electricity demand, renewable energy generation, and GHG emissions. It's one thing to read conclusions, but it's another to really look at the data. Understanding the timing of energy generation and simultaneously watching people leave the office (via occupancy data) to witness the event? It's pretty cool. Check it out; link in the comments 👇 . Photo from the report! Credit to the Nantum R&D team - Ali Mehmani, PhD, Gulai Shen, Amir Behjat.

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More and more I'm getting questions about Reverse Mentoring Programs. Does that resonate? If so, check out these helpful resources to get your gears turning (links at bottom of post): 1. Patrice Gordon: How Reverse Mentorship Can Create Better Leaders 2. Laura Francis: Reverse Mentoring: 11 Tips to Making it Work 3. Jack Kelly: How Reverse Mentoring Bridges Generational and Cultural Divides in the Workplace Keep calm and mentor on! 1.https://https://lnkd.in/edkysdud 2. https://lnkd.in/exrgUdjv 3. https://lnkd.in/eK8scYxN

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"What one piece of advice would you give your former self, given the chance?" 🤔 I've been asked this question a few times in interviews, and it turns out the advice I'd give to my former self is the same advice I give to someone today who is earlier in their career: ✨ Recognize what *you* offer. ✨ It's not just about what's on your resume. Or your education. Or your past job experience. It's about the intrinsic qualities that define *you.* The so-called “soft” skills, often labeled as "nice to have" are the same ones that make incredible employees and, particularly, incredible leaders. These human-centric skills—empathy, problem-solving, critical thinking, and communication—are critical in business, and they're all important in leadership. (That’s especially true as the world becomes more AI-driven.) Great leaders can spot these strengths in their teammates and seek to bring in those who demonstrate these soft skills, which benefit the team and drive better outcomes. And since human skills set us apart, especially as AI takes on a bigger role—don’t downplay those skills. Embrace them. They'll continue to matter. And, as I always tell my mentees: Be your authentic self—#authenticity matters. ✨✨✨ What advice would you give to your former self? I love hearing people's responses.

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Video on or video off? It's a question I think about often in our remote work world. 🎥 As a fractional CMO working with multiple companies, I've seen every flavor of virtual meeting culture. It's a wonderful side effect of the job. (One of my first meetings with a CEO was him saying "Hold on, I think there is a coyote in the backyard." I patiently waited while he picked up his binoculars to verify.) I generally prefer video-on for team meetings, and here's why: - Those slight nods of agreement (or confused head tilts) can change a meeting's direction - Real connections happen through small talk and shared moments - Gallery views help new team members feel part of the team faster But here's what's interesting: I've seen plenty of successful companies where audio-only seems to work just fine. I agree video isn't always needed. Some of my best 1:1s have happened while both of us were taking walks outside or moving around. There's no one-size-fits-all approach. What's working for your team? Has your stance on video meetings evolved if you are now fully remote? (Bonus question: Anyone else find themselves constantly rearranging their background before important calls?) 512Financial Melany Joy Beck Grace D. Anna Waldon Ana Paola D. Taylor Johnson Elyse Da Silva Stephen Shoaff #remotework #communtingisforthebirds

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Skip the tech jargon, what do you tell your friends about your work? 🧞‍♂️ I posted last week about navigating through my (overly dramatic) brand identity crisis, and the exercise to articulate & communicate what I do more effectively. To jog your memory, these were the 3 parts I came away with. 1. How I introduce myself to people within my industry 2. How I introduce myself to people outside my industry 3. Intent signals from my target audience where I’d like my network to think of me first. This is Part 2 - how I introduce myself to people outside my industry Building blocks to tailor this introduction from the previous one: 🧩Make it accessible, assume they know nothing about Tech - PMF, ARR, Fractional. 🧩Draw on how it correlates to what they knew about you before. 🧩Touch upon the human element of what inspired the change in career. Here’s what I came up with for the written version of Part 2: “Dhevesh primarily works with impact focused tech companies (~10-100 people) struggling to predictably grow their business, supporting them as a fractional leader (ie, part-time expert). His background has been in commercial leadership roles across Tech, Banking & Social impact, and is passionate about helping businesses that are making the world a better place.” I’ll be back next week with the last post of this mini-series: how do they remember you in the right context!

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Check out these #marketingjobs #communicationsjobs

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This panel stood out to me because of the equity & cohesion exemplified by the panelists. Investing in the Workforce: Upskilling and Reskilling for a Human-Centric Future." IN THE MOMENT." This sound bite on the training needed for new managers on how to give feedback effectively got a lot of interest. The reflection on where to focus the micro learning and reinforcement fostered excellent and actionable dialog.  Introduction: Penny Palmer, CFO, Randstad North America  Moderator: Ira Bedzow, PhD Executive Director, Emory Purpose Project, Emory University  Keñya Edmondson, Vice President-sterile Injectables Operations, Pfizer  Kathryn Minshew, Founder & Former CEO, The Muse Meredith Winitt Forrester, Executive Vice President & Chief Audit Executive, Synovus Elise Smith, Co-Founder & CEO, Praxis Lab Brilliant job: Floss Aggrey J. Keith Brown and team #feedback #coaching #management #upskill #adultlearning #personaldevelopement #growthmindset #talent #emotionalintelligence #purpose #servantleadership #equity #dei #ied #deib #deia #futureofwork #performancemanagement #productivity #remotework

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Observation: 🔹 I can relate the narrative of how I know (or came to connect with) 99% of my FB contacts. 😀 🔹 I can relate the narrative of how/why I follow circa 85% of those I follow on Twitter/X. 😎 🔹 I'm not sure I have any accurate narrative for why I'm connected to 60-70% of my LI contacts, even though this is the platform where I'm most likely to play "connector." 🤔 ➡ Potential Solution (because when one identifies a problem, one should ideally attempt to offer a solution): Alongside each contact, give me the chance to view who my mutual connections were *at the time/moment* that we connected and also make it *very easy* (with one click and without doing a full profile view) for me to say all the times we've reacted to and interacted with each others threads. All of this should be a very easy UX/UI fix for LI which would increase its value/utility to the user. ❤️ #SmallThingsMatter #UX #UI

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If you're not leveraging your Subject Matter Experts in this manner, you could be doing more to help your current clients. Spending just 30-60 minutes once every couple of weeks will help you to consistently and persistently deepen your current relationships and attract new ones. I love this strategy because there is no selling involved. We simply help you show up and communicate what you know in a confident, clear and compelling manner. Show up, shine and we'll take care of the rest.

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