Lauren R.

This is it. This is the battle between so many comms professionals and their clients. If you’ve hired us to help you get coverage, to get attention, believe us when we tell you: you gotta do something. If we are telling you that the thing that *you are* doing is not going to get attention, remember you are paying us to know that and to help focus your efforts and dollars accordingly. (It’s why you should bring your comms team in at the beginning, during ideation, so that we can pressure test it alongside your creative and account teams.) Newsrooms are decimated. People’s attentions are divided not just by apps and platforms but by issues and culture. You have to have a plan and you have to do some heavier lifting to get your brand or messaging to break through. (Hit me up if I can help you figure this out!)

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If your employees found out about a major company announcement on social media before hearing it from you—how would they feel? Probably confused. Maybe frustrated. Now imagine they’re the ones sharing your message with the world. That’s the power of strong internal communications. It’s the secret weapon to turning your team into brand advocates and ensuring your PR message is aligned from the inside out. Here’s what I cover in the latest blog: 🔹 How to create consistent messaging internally and externally 🔹 Tools to keep employees informed (like Teams, Slack, and Yammer) 🔹 How employee advocacy can become your secret PR weapon 👉 Read the full blog here: https://lnkd.in/daZsNh7Z When your internal communications are strong, your PR is even stronger. #InternalComms #PRStrategy #EmployeeAdvocacy #2025Goals

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There is all guts and very little glory in corporate communications. My biggest career wins are efforts no one will ever see. Or I can’t speak of them. They don’t have metrics and weren’t celebrated. That’s because some of the most important efforts led by communications leaders are: --> Killing or mitigating a negative story through work with journalists --> Mitigating a crisis or issue with scenario planning and seeing around the corner --> Orchestrating leadership change communications to make as seamless and painless as possible --> Leading organizational narratives or purpose/mission/vision changes that guides everyone within organization --> Jumping into HR-related needs, from reduction-in-force (RIFs, aka layoffs) to renewal of benefits, so the organization has a as clear of communication as possible --> Guiding decision-making through stakeholder analysis, audience research and having a pulse of an organization. It may just be a simple comment in a leadership meeting that changes the course of decisions. --> Influencing partners teams, such as marketing, on direction to take with content, social, etc. --> Syncing with legal on … well, everything … so that the brand/company is protected --> Creating alignment amongst leaders so everyone is rowing in the same direction --> Connecting dots and facilitating to consensus with teams --> Engaging all the relevant stakeholders to assure understanding, participation and support --> Making executives look good in front of the board, employees, investors, partners and media And that’s on a Monday. What else, communications friends? #corporatecommunications #strategiccommunications

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✍ Send the note: Write 1️⃣ handwritten note to someone you appreciate this week. In this digital landscape of change and algorithms and impersonal ads, it's a great way to break through the noise and thoughtfully show someone you care. #KatieThoughts #ThoughtfulThursday #Writing #Letters

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A few years ago, I was in the midst of an interview process for a role with a global strategic communications consultancy. Interestingly, there was no job description provided, except for the fact that they were looking for a senior consultant in their team to lead them. I wasn’t even provided the list of clients or industries they operate in. But I carried on regardless to see where this goes. The first round was with a lovely individual who was juggling talent acquisition and managing her own set of clients—remarkable, but also daunting. Balancing talent acquisition on top of a full-time comms role is no easy feat! I cleared the first round and was given a three-hour assignment involving a comms plan, a press release, and a crisis comms strategy. I worked through it all, feeling confident in my delivery. The final round, however, was a curveball. It was a short 20-minute Zoom interview with the hiring manager and another team member. After running through my CV and key career highlights, I was asked, “How would you advise a UK-based company looking to enter the UAE market?” I was completely unprepared for this question. As a comms specialist, market entry strategy wasn’t my field of expertise. I gave a response based on common sense but immediately felt dissatisfied. For weeks after, I beat myself up, questioning my abilities and replaying the moment over and over in my head. In hindsight, one moment stood out even more than the tough questions. Midway through the Zoom interview, the hiring manager turned off her camera. I was caught off guard and politely asked if I should continue. The conversation felt disconnected, and I realised then that engagement and openness in an interview setting, especially virtually, are just as critical as the technical questions. As someone who has been a hiring manager myself, I know the importance of assessing not just skills but culture fit—especially for senior roles. Most of us who’ve been around long enough have the necessary skill set to get by. It’s the alignment with the team’s values and energy that really matters in the long run. When a hiring manager behaves in a way that feels cold or disengaged, it often says a lot about the organisational culture, and that’s something to pay close attention to. Looking back, I’m grateful for that experience. It reminded me that not every role is the right fit. Investing time and energy into a process doesn’t always yield the expected outcome, but that doesn’t diminish your worth. The key takeaway? Don’t let a single moment define your capabilities. If something doesn’t feel like a good fit, it probably isn’t, and that’s perfectly okay. Trust your gut. And please hiring managers, do better. #learning #careergrowth #communications #jobsearch #interviewtips #commsstrategy #reflection #teamculture #hiring #career

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There is one piece of advice I give to communications professionals that reliably gets ignored: Start with a blank page. I've seen teams copy and paste the same presentation with some tweaks because the idea won last time. I've also seen teams copy and paste the same template even when the idea LOST. People know deep down that starting with a template is going to result in mediocre work at best but whether it's out of work overload, comfort or fear of getting it wrong, communicators overly rely on what's come before. You will surprise yourself and others if you can learn to embrace starting fresh.

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Crafted specifically for comms professionals in the first two years of their career, this class will strengthen your understanding of corporate communications, and elevate your work. Sometimes in a new comms job, you get thrown in at the deep end – and you’re so busy creating, rapidly learning about your company, and getting through the to-do-list, that it’s hard to get your head around the comms essentials that more experienced colleagues picked up as they went along. Fast track your understanding with this class that covered all the things we oldies wish we’d known when we were fresh to the industry. Here’s a sneak peek at what the session covers: ✅️ Overview of the corporate communications function ✅️ Comms contributions to organisational success ✅️ Understanding key functions within a comms team: Internal communications Media relations Social media Crisis communications Website and digital Your comms manager’s role ✅️ Understanding audiences and stakeholders in corporate communications ✅️ The many different shapes and sizes of communications teams ✅️ The joy and responsibilities of working in comms Join us for this online session on Monday 2 December, 1pm to 3pm- it's £299 or free to Academy members 😀

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3 Internal Communications insights from Ocasta's 2024 State of Frontline Comms report, that B2B companies can use as people work differently: 1. There needs to be more focus on delivery - people are working a mix of hybrid, remote and in-person roles. How we communicate key messages needs to change to reflect this, and make sure no-one is left behind. 2. Empowering team leaders - we tend to respond to and internalize messages from people in our circle more than people outside it. Internal comunications plans shouldn't overlook the importance of the upcoming generation of leaders who need to embody corporate culture. Craft personalized messaging and communications to help empower and give these leaders the tools to succeed. 3. Email isn't the answer - it's clear to see why email has become a primary tool for internal communicators, but employees already receive so many. To cut through the noise, and ensure that a campaign or message resonates, communicators should consider different ways to get the message across. #internalcommunications #employeeengagement #corporateculture

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1 in 2 employees are thinking of leaving their company, at least amongst recent Gallup survey respondents. Could this be true at your company? Could it be a favorite coworker? Could it be you? Not surprisingly, compensation matters. But this article highlights other important findings - employee engagement with company culture AND with coworkers are critical. 21% of employees who took the survey stated that more positive interactions with colleagues could have helped prevent their departure! #employeeengagement #worklife #employeeexperience

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An eternal frustration about internal communication is that practitioners don't feel their impact is appropriately valued by the people they work for. But the mismatch isn't simply one of dismissiveness. It actually has a ton to do with what the leaders who "own" #Internalcomms are measured on, and the extent to which #IC can actually help improve those key performance indicators that will determine whether they get their bonus...or the boot. It also has a lot to do with the willingness of #commspros to take the initiative to find other internal customers whose KPIs are a better fit for the kinds of improvements that we can help drive. In my latest for my Changing The Terms blog, I highlight some basic incompatibilities that #internalcomms has with the agendas of its most common owners - and point to some pathways out of that predicament. https://lnkd.in/etyNsaiX

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A portal is not an intranet. An intranet is not an employee experience platform. An employee experience platform can be both an intranet and a portal. Like any digital experience, the spectrum of possibility (and potential value) must be clearly articulated so leadership teams understand the difference. Understanding is required for buy-in and success. Success is different for every company, every team, and every function. Having a conversation about what success looks like should be your first step on your journey. Sometimes it's just that simple.

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I’m a bit of an “employee experience” skeptic.. But in my podcast with Emma Bridger and Lee Smith of the The EX Space. Join free today., I learned quite a bit about what is going on in the world of #EX and how #internalcomms can contribute to it, and, my skepticism softened a bit. Here’s how Emma kicks off the conversation: “So employees have always had experiences, good, bad or ugly, right? That is nothing new. We have an experience when we go to work, from a psychological point of view, an experience makes us feel something. Either it's a great experience or it's a terrible experience or it's a mediocre experience, whatever it is, okay? And I think over the years, know, organizations and experts, subject matter experts have woken up to the fact “We can intentionally design great experiences that benefit the employees themselves. They benefit company, they benefit customers. They actually benefit society as well. Lots of research coming out. If we're having a good experience at work and we go home, it contributes to our lives. It makes our lives richer. You know, it work a long time. It shouldn't be a bad experience. So I guess we kind of differentiate between employee experience as “Something that the employee feels and experiences versus the practice, which is what we talk about, which is the practice of intentionally designing great experiences, kind of getting very real about the thing. “Actually, you know what? We can, we have some kind of stake in the game here. We can really think about the experiences our people have. We can understand which experiences make the biggest difference. We can put our people at the heart of this. We can genuinely take time to understand our people and understand.” “What experiences make the biggest difference for them? No surprise that often the onboarding experience is one of those. The communication experience is absolutely critical. We know what happens when we get that wrong. it's really, for me, employee experience is really thinking about the practice of intentionally designing great experiences that then unlock engagement. So when we get the experience right, then that translates into people feeling or experiencing engagement at work.” For more on this hot - and important - topic, check out the latest Changing The Terms #CommsDisruptors podcast here: Apple: https://lnkd.in/e_jN-CQj Spotify: https://lnkd.in/eSUbskpf Youtube: https://lnkd.in/ehwcuAFZ

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Recently, I conducted a media training session for senior leaders. And during one of the role playing segments, we had a discussion on the phrase 'no comment'. I cringe every time I hear the term. It's a phrase that screams defensiveness and evasiveness, even when used with the best intentions. So how can you turn 'no comment' into something meaningful and ensure your media strategy fosters transparency and trust? 1. The Bridge Technique: Instead of shutting down the conversation, bridge it towards a topic you can discuss. Everyone has their own words and way of doing this but here is an example: “While I can’t get into specifics at this moment, what I can share is our commitment to…” "While I am not the appropriate person to speak to that, what I can tell you is ...." 2. The Raincheck Promise: Sometimes its just too premature to speak on a particular topic, but you may feel its important to do so at the appropriate time. I have had spokespeople offer a future opportunity for discussion. “That’s a great question, and while I’m not able to answer it right now, I’d be happy to revisit it when.......” I always go with bridging as it enables spokespeople to maintain control of the narrative without appearing to dodge the question. I am interested to hear your perspective on the phrase 'no comment' and if you have the same reaction as me.

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Those who believe in DEI as a theory of managing have held to the reasons that (a) it is good business, and (b) it is the right thing to do. That is, businesses who adhere to DEI are not only happier places to work, but also are more productive places to work. I have never believed either of those things myself. I think DEI as it is practiced is discriminatory, encourages jealousy and competition among identity groups, and results in lowered standards of performance. DEI then, in my opinion, is a luxury that organizations indulge as a form of virtue signaling. That is, window dressing to enhance their reputation. But, as we are seeing, in tough business times, DEI becomes a luxury that organizations are willing to dispense with. The WSJ in its business section today has an article about how things are going in the woke newsroom of the Washington Post. The Post has been losing money for years, but since it is owned by the richest man in the world I assumed he didn't mind running it as a hobby. It would seem, however, that I may have overestimated Jeff Bezos' patience with the Post's poor business performance. Feeling the pressure to turn the ship around, the CEO of the Post, William Lewis has embarked on a "turnaround plan" to improve the bottom line. He fired the Executive Editor, Sally Buzbee and replaced her with the former WSJ Editor-in-Chief, Matt Murray. Lewis also added Robert Winnett as another of its editors. Both Murray and Winnett are white. Lewis then held a townhall with the Post's newsroom to provide information about these and other aspects of his restructuring plan. Apparently, the town hall meeting got testy when members of the staff complained that Lewis' new hires for his turnaround ran counter to DEI. He advised the staff that the changes he was making were urgently needed "because the publication is dealing with financial losses and declining audiences." The Post lost $77 million last year. He added, "people aren't reading your stuff." This got a lot of feathers ruffled and Lewis apparently felt that this level of candor might have been too much for his staff to digest hence he has tried to mend some fences. But, as they say in Washington, telling the truth is often seen as a gaff. I can attest that reading the Washington Post is an empty experience. It is filled with leftist opinion masquerading as news. The editorial narrative that infests the supposed straight news is so consistently ideologically leftwing, that reading the stories is unnecessary. Why read what amounts to boring repetition of the same points every day. You can just assume what the Post is going to say. However, as the ship goes down, the staff think that preserving the Post's commitment to DEI should be the priority. It is no wonder Lewis's patience ran thin. But, apparently being made out of the same cloth, he later felt the need to backtrack. At least on his words. No sign he is abandoning his restructuring plan.

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Happy Friday...Let me help you find your next role! Because of my diverse background in communications, PR, HR/Employee Internal Comms, Change Management, and Marketing, I want to help those looking for a new role. When I read posts on Linkedin (and many I don't personally know), my heart breaks, so think of me as your "job lead angel." 😉 🔽🔽🔽🔽🔽🔽 I receive emails daily from recruiters with roles, and in many cases, these roles are not promoted on recruiter websites. And yes, many are remote, so if you are looking for a new role, send me a private message so I can reply to the recruiter and recommend you when I receive these. ACTION 🔽🔽🔽🔽🔽🔽🔽🔽 When sending me a message, include your email and what you are looking for. If you aren't comfortable providing me with your email, comment on this POST with your focus (PR, Product Marketing, HR, TA, Change Management, Comms). Then, when I get these emails, I can direct the recruiter to you and share your LI profile! Since I have done HR and Employee communications, I also get many HR/TA emails! I also post a lot of leads and job newsletters, so be sure to follow me--HELP ME HELP YOU! We all know that many recruiters don't post jobs because they are inundated with resumes and prefer "referrals/recommendations." If you made it this far, why am I doing this? I was laid off once in my career, and it took me 18 months to find an FT role, so I get it: the fear, feeling of hopelessness, and, yes, depression. I wrote about my experience published in a book; it was healing. And remember, being laid off is not about you—it isn't. Don't let anyone dim your light!💯💯💯

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Ever notice how “executive communications” tends to become shorthand for “CEO-speak?” It’s like the rest of the leadership team fades into the background. But there’s untapped potential in other leaders sharing their insights. The Chief Information Security Officer (CISO) can build trust by detailing security protocols and data protection (jargon-free), making customers and partners feel safeguarded. The COO could explain how operational excellence keeps service delivery smooth and builds confidence in the company’s reliability. The CMO can communicate how the brand meets customer needs, shaping public perception through relevant and personalized messaging. Every leader can influence trust, engagement, and strategy. When all voices contribute, the company becomes more transparent, aligned, and resilient. Coordinating these voices may take extra effort, but it ensures consistent, unified messaging across the organization. When it’s time to pass the baton, do all your leaders step up?

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I took a deep breath as I found myself in a room full of seasoned communicators this week. It might come as a surprise to people who think they know me - the thought of working a room makes me stop in my tracks. This quote however serves as a reminder that networking entails something I like and am good at. To the people that came up to me and struck up conversations - perhaps because you've seen me on LinkedIn before - kudos to you! Its so hard to put yourself there. If my candid LinkedIn confessions made me approachable, I will take that as a sign that I have learnt a few things about taking an interest in people and remaining relatable. But its easy to get in one's head and feel overwhelmed if you feel pressured to 'take something back'. But here are a few reminders that have helped take the edge off for me: 🙍‍♂️ Networking sessions can be the beginning of great new relationships - but the relationship building begins after the evening 👬 There will always be friendly faces in the room - feed off of their energy. Engage in banter. Introduce people you know to each other. 💪 Liquid courage can go a long way (though there's a whole other post about when it doesnt) 🧠 Take a few moments before the session to collect your thoughts Be yourself and try to have fun while you are at it! Middle East Public Relations Association #networking #communicators

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Seems like Internal Comms teams are damned if they do, and damned if they don’t. The two most common complaints I hear from other teams ABOUT their internal comms department are: 1️⃣ “They expect us to write and create everything—isn’t that their job?” OR 2️⃣ “They’re always sticking their nose in our comms. We know what we want to say, they should just send it.” And it’s not uncommon for this to come from teams in the SAME company… In the rapidly changing world of brand, employee expectations, and tech, maybe it’s time to take another look at the business critical role of Internal Communications, and get some clarity on what the purpose—and POTENTIAL— of the role is. Do you hear the above complaints in your company? How do you respond? #InternalComms #InternalCommunications #EmployerBrand #Purpose #Potential

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Public Speaking Tip: Practice your next presentation or webinar using the "Rehearse with Coach" feature of PowerPoint. It monitors your speed of speech, notices when you read from the slide and tracks your filler speech of "um, uh, you know." #publicspeakingtips #webinar

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