Tracy Geltman

One of the toughest puzzles we encounter is attribution to brick & mortar store sales for platforms like Meta & Tik Tok. There are many attribution tech companies working to solve this piece of the puzzle but the reality is, most advertisers can't afford attribution tech on top of media spend. That's why case studies like this are so important to read and share! If you are interested in advertising on social media and want a partner who understands the landscape - drop us a line! #mediabuying #retailadvertising #adagency

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I've been diving into Netflix's recently released culture memo, and I'm impressed. Not just by the content, but by the holistic, human-centric approach they've taken. Here's what stood out to me: 1️⃣ Candor with a Caveat:  Netflix values candor - encouraging feedback, admitting mistakes, and open sharing. But they don't stop there. They recognize that for candor to work, you need to "invest in strong professional relationships that build trust and help people assume good intent." 2️⃣ High Performance + High Support: While prioritizing a high-performance culture, Netflix also emphasizes that leaders should be strong talent developers. They understand that peak performance doesn't happen in a vacuum. 🔑 Key Insight: Too often, I see companies cherry-pick aspects of successful cultures without implementing the necessary support systems. Netflix gets it right by coupling performance expectations with: • Strong relationships • Decency and respect • Transparency • Clear decision processes • Empowerment This systems-level thinking is crucial. It's not just about what you want (high performance, candor), but about creating an environment where these things can naturally flourish. As we at Fractional Insights help shape the future of work, these are the kinds of nuanced, human-centric approaches we champion. What are your thoughts on Netflix's approach? Have you seen other companies successfully implement similar holistic cultural strategies? 🔗 Link to the memo in the comments.

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I think Netflix CHRO Sergio Ezama has been reading my Improv Your HR Newsletter. Okay, probably not but, Sergio, if you'd like to, you an have a free subscription! Anyway, why do I think this? Because of a key point of Netflix's new Culture Memo. The memo is straight up brilliance and a great example on how to approach culture at your business. (Remember, you can't just adopt Netflix's culture memo--that would not be your culture.) But take a look and see why it follows the principles of "yes, and" that I talk about in my newsletter. https://lnkd.in/e_ZwuRcM

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Gracias Sonia Thompson! I truly appreciate how you are shedding light on these increasingly important topics of diversity and inclusion. It was fantastic diving deeper into effective strategies for engaging the Hispanic community the latest podcast session. For everyone looking to enrich their marketing approaches, I highly recommend the Inclusion and Marketing podcast. #Marketing #MulticulturalMarketing #Inclusion #EngageAndServe #hispanicMarketing

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We at Kinfolk Tech are about to embark on one of our most ambitious projects yet, and I wanted to give my network an exclusive heads-up. In just under two years, America will celebrate its 250th birthday. But here's the thing: the stories of Black, Indigenous and People of Color (BIPoC) are at risk of being left out of this monumental narrative. At Kinfolk, we're not letting that happen. We're building a team to put BIPoC stories at the forefront, using cutting edge tech as our vehicle. Our mission? To shift the narrative about America 250 and ensure that every voice, every story has a place in this historic moment. 🔥 #WeAreHiring! 🔥 Before these roles go public on LinkedIn, Glassdoor, and Google Jobs, I'm reaching out to my network. Who do you know that would be perfect for these opportunities? 1️⃣ https://lnkd.in/dq9qRFXR 2️⃣ https://lnkd.in/gwaxGH95 Why join us? Because we have crucial work to do in the next two years. We're not just talking about #DiversityEquityandInclusion and #SystemsChange - we're actively reshaping the narrative of America's history. I'm counting on the power of my network. Please #repost these job opportunities and tell a friend to tell a friend that Kinfolk is hiring. Let's make history by telling ALL of our stories. Together, we can ensure that when America blows out 250 candles in 2026, every voice is part of the celebration. 🎉🇺🇸 #KinfolkTech #America250 #InclusiveHistory #TechForGood #Hiring #JobAlert

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Recently I took a break from the usual hustle and went apple picking with my 5-year-old Damien in honor of Rosh Hashana. 🍎 There's something about slowing down, spending time with family, and enjoying the simple things that helps you recharge in ways no meeting or email ever could. Rosh Hashana, the Jewish New Year, is a time for reflection and renewal. It got me thinking—what lessons from this holiday can we bring into our work lives? For me, it’s about intention and fresh starts. Just like the new year invites us to reset and refocus, we can do the same in our careers. Are we putting intention into our goals? Are we taking time to reflect on how we can improve? If this was your last year on this planet, how would you want to live? Taking a moment to recharge doesn’t just help your personal life—it can give you the clarity and energy you need to move forward in your professional life, too. Regardless of your faith, wishing you a sweet year ahead. #RoshHashana #Recharge #WorkLifeBalance #Reflection #FreshStarts

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🚀Unlocking the Secret Behind Erewhon’s Cult Brand Status Erewhon’s story began in the 1960s with Michio and Aveline Kushi in Boston. Initially, it was a bulk food store focused on macrobiotic diets. It has evolved under Tony and Josephine Antoci’s leadership into a premier destination for wellness aficionados. Their journey from niche beginnings to a leading health brand is a testament to the power of authentic, evolving narratives. 🥗 Impeccable Curation: Erewhon’s product selection is second to none. They prioritize organic, non-GMO, and minimally processed foods, often sourced from small, independent vendors. This stringent vetting process ensures every product aligns with their high standards, creating a trust-based relationship with their customers. Focusing on quality over quantity allows Erewhon to stand out in a crowded market. 🍴Exceptional Prepared Foods: One of Erewhon’s standout features is its gourmet prepared foods. From wild-caught grilled salmon to buffalo cauliflower, these offerings provide restaurant-quality meals that cater to health-conscious consumers. This unique selling point differentiates Erewhon from competitors and builds a loyal customer base that appreciates the convenience of high-quality, ready-to-eat options. 📸 Influencer and Social Media Savvy: Erewhon excels in leveraging social media and influencer collaborations to enhance its brand visibility. Iconic partnerships, like Hailey Bieber’s signature smoothie, create buzz and draw a trendy, health-conscious crowd. Their Instagram-worthy store aesthetics and strategic influencer engagements have turned Erewhon into a lifestyle brand that resonates with modern consumers. Erewhon is a case study for branding professionals balancing authenticity, quality, and strategic marketing. Their success lies in their ability to evolve while staying true to their core values, creating a brand that’s both aspirational and accessible. #Erewhon #Branding #CultBrand #MarketingStrategy #HealthFood #Organic #InfluencerMarketing

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One of those who commented on this post, an X-er called The Random Recruiter, said: "People skills are becoming “niche” these days with how chronically online younger generations are today." The idea that 19% of Gen Z bring parents to interviews is a shocking headline and great for ramping up debate. Does it mean the parents gave the Gen Zer a lift to the recruitment centre? Probably. If so, I took my dad to three interviews in my late teens. What's more worrying is the inability to make eye contact. And this is where The Random Recruiter might have a point. A life lived behind the protective mask of a computer screen makes it harder to develop the skills needed for interpersonal interaction. Whose responsibility is this? Notice, I don't say who is to blame. The question is: Who is responsible for making a difference here? With these people skills, young people would find more purpose and contentment. How can we help them overcome their anxieties and fears and get out into the world? As someone nearing my 50th birthday, I don't negate my responsibility to support these young people struggling in a world I have been a part of creating. Part of our mission at Entelechy is to give young people the means to develop innate human qualities. It is these human qualities that have been stripped away by technology. We need to do this to help people thrive in the workplace - sure, that's true. We also need to do this to help young people find purpose and contentment, free from anxiety and fear. Let's drop the smug memes and get on with finding a solution. #entelechy #personaldevelopment #professionaldevelopment #workreadyskills #peopleskills #genz https://lnkd.in/eCx83Qrp

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I recently dusted off my Life Calendar after years in storage. Inspired by Hanafi's sharing on Instagram, I felt compelled to face time's passage once more. For those unfamiliar, the Life Calendar concept was popularized by Tim Urban of Wait But Why. It visualizes a 90-year human life span as a grid of 52 x 90 boxes, each representing a single week. That's 4,680 weeks in total. The calendar puts our finite time into perspective, urging us to consider how we spend each precious week. I had started marking the boxes at age 38 but stopped that same year. I was daunted by the weeks gone by and those yet to come. It's easy to let time slip away, to succumb to inertia. Confronting the marked boxes, the weight of past and future, can be frightening. With each box I marked, I felt a mix of emotions. Nostalgia for moments lived. Gratitude for the present. Determination to shape the weeks ahead with intention. I know this journey is not mine alone. We all wrestle with time's relentless march. The calendar lays bare the choices we make, week by week. The Life Calendar is a tool for reclaiming our weeks. The visual representation of the weeks that have passed and those that possibly remain might lead us to living mindfully. If you haven't tried the Life Calendar, I invite you to experience it for yourself. It just might change your perspective like it did mine. #MindfulLiving #LivingWithIntention #LifeCalendar

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Shout out to the talented ⭐ Anne Hjortshøj for picking up on a conversation we were having and using it in a thoughtful — and productive — essay about culture in the age of algorithms. Yes, you should give it a read and give Anne a follow. Particularly if you work in marketing, advertising, or "storytelling" or if, like some of us, you find it harder to draw more from culture than a dull hum — and her piece resonates with you. #culture #algorithms #platforms #entertainment #fashion #trends

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DEI isn't what you think it is. This isn't about right or left, and as I predicted in writing in 2017, corporate America has no intention of making hiring merit based or promoting inclusion. This is the first in a 3 part series explaining what DEI really is, and how AI is at the center of it all.

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As I anticipate the movie adaptation of Wicked, it’s essential to recognize what this story signifies, especially for communities of color. At its heart, Wicked challenges the narratives that have historically defined who’s “good” and who’s “bad” based on bias, assumptions, and privilege—a theme that resonates deeply with the experiences of marginalized communities. For people of color, Wicked is more than a fantasy about witches and magic—it's a narrative that highlights the complexities of identity and the dangers of a single story. Elphaba's journey, misunderstood and villainized because of her difference, echoes the experiences of many who are judged for their race, culture, or background. In a world that often labels, categorizes, and marginalizes, Wicked invites us to question those narratives and see the humanity beyond stereotypes. The movie is a timely reminder for all of us working towards diversity and inclusion that we must lift the voices of the unseen, acknowledge the strengths in what makes us different, and embrace the unique magic each of us brings to the table. As we challenge traditional narratives, let’s celebrate those who, like Elphaba, dare to defy expectations and claim their own power—proving that the real villains are the systems that limit our potential, not the individuals who stand out. Here’s to reimagining leadership, equity, and belonging—one story at a time. 💚 #DiversityandInclusion #WickedTheMovie #RepresentationMatters #SocialJustice #Equity #Belonging

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This. This just makes me take a long deep worried breath. It's been ~5 years since a similar story was published about the perverted uses of YouTube to exploit the innocence of children. That story caused quite an uproar in its time. I was the global media director for Coca-Cola. It was the first time we paused media spend around the world on YouTube as we reviewed our own policies and principles. It led to publishing the company’s first Responsible Media Principles (https://lnkd.in/e8vUMWXS). I was proud of the work and actions we took as a company with industry partners as a result. The examples here are equally troubling. The explanation offered falls plenty short. It’s another example of what goes wrong if we put too much trust into algorithms. How vanity metrics lead us astray. How Marketers must pay closer attention to how campaigns are executed on these platforms. How our traditional definitions of “safe” or “suitable” don’t necessarily work in these environments. How the good work by Robert Rakowitz #GARM is just as important – if not even more so – today, as it was then.

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https://lnkd.in/gBcMj2Sk #dei #representation It is so sad to me that companies are falling under political pressure to eliminate or "rebrand" their DEI policies. This is again another tone def consequence of the Trump Supreme Court and a bunch of old out of touch folks that have no idea whats going on in the real world especially youth culture. As a strategist I have worked on DEI initiatives and strategies for over a decade and they are critical for business. There is data that proves that multicultural teams outperform homogenous ones. Working in the culture space, where trends are born and trailblazing is happening, a company has to be at the forefront of cultural innovation to connect. Our global consumer spans all cultures and communities now, and if we aren't reaching them in an authentic way, a brand can't engage. Representation across age, socio economic upbringing and culture is not only the right thing to do, but great business. Let's send the right message. Diversity and expansion is cool= pass it on.

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I’ve run some killer offsites before. And I’d like to help anyone that is looking to do one. We went to Big Sky twice and we are doing NYC next month. The upcoming offsite is called “Warrior Week.” I can’t stand stuffy offsites. This is a chance to bring people together to accomplish three things: 1. Get to know yourself 2. Get to know and trust your colleagues 3. Get to know the company But it has to be an experience. It can’t just be people in a room going over decks and presentations. It can be creative and fun and still have a professional purpose. And in the end, people should leave with a newfound excitement for where they work and their role in the success of the company and their own personal growth. I’m happy to share my programming. Just reply with “Me please!” below. Or Share some tips (good and bad) based on an experience you had. #DittoPR #professionaldevelopment #publicrelations

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Today is the beginning of Trans Awareness week. Content warning for the image below There is this transmisogynistic sentiment amongst cis women that trans women have not suffered as real women, and deserve to be treated poorly. I see this frequently in office spaces, and the treatment of trans women in corporate life is unfortunately very analogous to v-coding. Trans women are expected to be the personal punching bags of the managers. Managers have frequently made overt transphobic remarks to me, or even spent meeting after meeting taking digs at the fact that I'm not a cis woman. They believe that I deserve it because they believe I have not suffered as a real woman. From comments about my hobbies not being traditionally feminine enough to comments about how my thighs are so skinny. Similar to v-coding, any attempts to defend myself are swiftly and harshly punished, to the point where companies like Epic Systems will directly threaten to fire employees who are being sexually harassed, or worse. No human should be treated as nothing but an object. Companies like Epic Systems that have created a prison like culture against their minority employees must be stopped.

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