business tips

Corporate CPR Episode 112: How Using AI In Marketing Might Be Killing Your Company

/ Jana

On today’s episode we are talking about how using AI in marketing might be killing your company.

Ferdinand Mehlinger, an esteemed SEO expert and keynote speaker, played a pivotal role in Google’s inception, granting him unparalleled insights into driving organic traffic and conversions. With a diverse portfolio spanning E-waste, biotech, fitness, and social media sectors, Ferdinand’s expertise is unmatched. With over two decades of experience, including contributing to Google’s algorithm in its infancy, Ferdinand offers unparalleled expertise in SEO and Google insider strategies. He’s available as a keynote speaker for events, conferences, and podcasts, offering valuable insights and free resources on his website. Ferdinand’s company, Bluoo Digital, specializes in branding and online marketing solutions, driving success for businesses since 2005.

Episode Highlights:

  • AI Revolution: AI is poised to revolutionize our lives, offering unprecedented convenience and accessibility to information, similar to the impact of search engines.
  • Potential of AI: AI has the potential to enhance productivity across various domains, from writing and coding to email management, streamlining tasks and providing valuable assistance.
  • Ethical Considerations: Despite its benefits, ethical concerns surround AI’s use, especially regarding misinformation, manipulation, and privacy.
  • Regulation and Oversight: The rapid advancement of AI necessitates regulation and oversight to ensure responsible and ethical use, preventing misuse and abuse.
  • Impact on SEO: AI influences SEO practices, with search engines like Google emphasizing quality and relevance to combat spammy content generated by AI.
  • Realistic Content Focus: Businesses should prioritize quality over quantity in content production, acknowledging limitations and aiming for manageable output.
  • Peer-to-Peer Interaction: User preference for human interaction over AI-generated content drives a shift towards peer-to-peer question-and-answer interactions online.

Top 3 Takeaways for the Audience:

  1. Jump into AI without hesitation, as it’s becoming increasingly essential for businesses to leverage its capabilities.
  2. Recognize and understand your own value, whether as a business owner or professional, and assert it confidently.
  3. Focus on becoming an expert in your field, as expertise opens doors and allows you to provide valuable insights and solutions to others.

How to Connect with Ferdinand:

Website: http://www.ferdinandmehlinger.com

Corporate CPR Episode 95: Why You May Not Be Hearing Your Employees

/ Jana

On today’s episode we are talking about why you may not be hearing your employees.

Marsha Acker is known internationally as a facilitator of meaningful conversations, a host of dialogue, and a passionate agilest. Through her keynotes, books, workshops, and leadership coaching, she empowers leaders around the world to show up authentically in their lives and work — and to grow their leadership range so they can create sustainable, intentional, and positive impact. Drawing on systems thinking, structural dynamics, agility, and over 25 years’ experience in the field helping leaders and teams collaborate and align, she developed Build Your Model for Leading Change to support those stepping into new leadership roles and responsibilities.

Episode Highlights:

Front Page Crisis in Leadership: The concept of a “front page crisis,” is where leaders must deal with high-stakes situations and receive feedback from employees that becomes public news. This emphasizes the importance of effective leadership during critical moments.

Communication Styles Matter: “Structural dynamics” can be a framework for understanding communication styles, including power, affect, and meaning. Leaders need to recognize and adapt to these communication domains to improve their effectiveness in various situations.

Childhood Stories Impact Leadership: Childhood experiences often shape how leaders respond in professional settings. Exploring and understanding these early stories can help leaders navigate their communication patterns and behaviors more effectively in the workplace.

Three Operating Systems:

  1. Open System: Encourages open dialogue and participation from all.
  2. Closed System: Involves hierarchical decision-making with limited autonomy.
  3. Random System: Emphasizes autonomy and fosters innovation.

Four Conversation Actions:

  1. Move: Sets direction and proposes new ideas.
  2. Follow: Supports existing ideas.
  3. Oppose: Provides a different perspective or correction.
  4. Bystand: Offers neutral observations.

Identifying Communication Issues:

  1. Repetitive Conversations: Repeated discussions without resolution signal communication problems.
  2. Resistance to Opposition: If opposing viewpoints aren’t welcomed, diversity in discussions is lacking.
  3. Subtle Signs of Concern: Unvoiced concerns may manifest as topic shifts or silence in meetings.

Marsha’s Top 2 Takeaways for the Audience:

  1. Separate the What from the How in meetings and conversations. What is the topic and how are people engaging?
  2. Catch yourself when you start to defend your point of view. Instead, try to bring inquiry into the conversation.

How to connect with Marsha:

LinkedIn: linkedin.com/in/marsha-acker-3486a72

Website: www.buildyourmodel.com     

Change Management Mastery: Best Practices for Success 

/ Jana

Change is inherently unsettling, and if not managed effectively, it can lead to resistance, confusion, and decreased productivity. As a consultant, your role is not just about delivering a project on time and within budget but also ensuring that the transition to the new state is as smooth as possible. 

So, here are some of the best practices that have helped me weather the storm of change management: 

1. Engage Stakeholders Early and Often 

One of the most critical aspects of effective change management is involving stakeholders from the get-go. Identify who will be affected by the change, both directly and indirectly, and bring them into the conversation early on. Hold regular meetings, workshops, or focus groups to gather their input, address their concerns, and make them feel like active participants in the change process. 

Remember, it’s not just about informing stakeholders; it’s about engaging them in meaningful discussions and listening to their feedback. This collaborative approach can turn potential opponents into advocates for change. 

2. Communication is Key 

Communication is the glue that holds change management together. Develop a comprehensive communication plan that outlines what, when, and how information will be shared with stakeholders. Consider using a variety of channels, such as emails, newsletters, intranet updates, and even town hall meetings to ensure that everyone is well-informed. 

In your communication, be transparent about the reasons for the change, the expected impact, and the benefits it will bring. Address concerns and questions proactively, and make sure your messaging is consistent across all channels. 

3. Create a Change Network 

Establish a network of change champions within your organization. These are individuals who are enthusiastic about the change and can act as ambassadors to their peers. They can help disseminate information, provide support, and address concerns at a grassroots level. 

A well-structured change network can significantly reduce resistance and accelerate the adoption of new processes or technologies. 

4. Monitor and Track Progress 

Change management is an ongoing process, not a one-time event. Set up key performance indicators (KPIs) to track the progress of your change initiatives. Regularly review and assess the effectiveness of your change management strategies and adjust them as needed. 

Don’t be afraid to pivot if something isn’t working as expected. Flexibility is key when managing change in a dynamic environment. 

5. Celebrate Small Wins 

Change can be a long and arduous journey, and it’s essential to celebrate small victories along the way. Recognize and reward teams and individuals who have successfully embraced the change. This positive reinforcement can boost morale and motivation, making it easier for everyone to stay on course. 

6. Be Patient and Empathetic 

Finally, remember that change can be challenging for people, and not everyone will adapt at the same pace. Be patient and empathetic towards those who may struggle with the transition. Offer support, training, and resources to help them navigate the changes successfully. 

Change management is a critical component of project delivery, and as a consultant, mastering these best practices can set you up for success. Engage stakeholders, communicate effectively, build a change network, monitor progress, celebrate wins, and always approach change with patience and empathy. By doing so, you’ll not only manage change effectively but also leave a lasting positive impact on your organization and its people. Embrace change, and you’ll find that it can be an exciting journey full of opportunities for growth and improvement.