Dare to Be Deliberate

Senior communications leaders always have some great accomplishments to share on their resume. But too often, Angee has seen leader-level resumes that focus on the tactical implementation, rather than the strategic leadership that shaped communications work.

In the profile or summary section at the top, think about the difference between these two examples:

Twenty years experience in media relations, executive and internal communications with major corporations and public relations agencies. VS Communications executive adept at transforming the communications function into a high-performing, outcomes-oriented driver of corporate or institutional strategy through excellent internal, external and executive communications strategies and implementation.

When you can demonstrate you are a business leader with a strong communications toolkit to help solve business challenges and communicate business goals, you will be telling the right story for those leadership level positions.

Visit: LinseyCareers.com for show notes and available downloads.

© 2020 Angee Linsey

Did you know that 33% of employees knew whether they would stay at their company long term after being on the job for one week or less; 63% knew within the first month. That's a pretty stunning statistic. And the good news is, there are a few things you can do to make sure that those new employees have a great welcoming experience from the start.

In this episode, Angee walks through a few things you can do from offer to start date so that your new employee is excited and ready to hit the ground running.

Many of those things can be simple and very effective. It all starts with a simple phone call to your new hire on the day that they accept the offer. Because often that offer comes from the recruiter. By reaching out with a welcoming and enthusiastic call, you're showing your new team member how much you value that they said yes to the job.

Some additional things you can do include staying engaged with the candidate before they start, assigning a peer level "buddy" to welcome your new hire, give a tour of the office, answer those questions they may not want to ask you, and more.

If you want Angee's on boarding guide designed for leaders, send her a note at [email protected].

Visit: LinseyCareers.com for show notes and available downloads.

© 2020 Angee Linsey

Part of daring to be deliberate in your career means being good at hiring the best talent for your team. Setting up a quality interview process is an important part of evaluating candidates. Because of busy schedules, interviews are often reduced to just 30 minutes per person. That's just not enough time for a conversation that may result in hiring someone for your team.

If breaking it down, the first five minutes are spent with small talk and introductions. The last five to ten minutes should be left open so the candidate can ask you questions. That leaves only 15 minutes to learn about the experience and skills the candidate has to offer your organization. Add to that a full schedule of back to back meetings with the other interviewers -- where at least one is certain to run over, thus shortening the time for the next conversation.

By just adding 15 minutes to each interview in the line up, you are allowing a better quality conversation and the opportunity for your interviewers to gather enough information to make a good assessment of the candidate. Listen in for more about why 30-minute interviews are a bad idea and what you can do to help your panel of interviewers know your vision of what success looks like for the position you're hiring.

Visit: LinseyCareers.com for show notes and available downloads.

© 2020 Angee Linsey

A simple job description is never enough when trying to hire the best talent. Whether you have tons of experience hiring, or it's your first time adding a new member to your team, this podcast will share a quick tip on how to define what success looks like for the new hire in their first three, six and 12 months.

When Angee works with clients, she creates a Success Profile that really outlines how the person being hired will help the organization achieve their business goals. Regardless of the level of hire, all hiring leaders can benefit by spelling out what you want your new team member to accomplishment.

To do that, imagine you're having a conversation with your new hire one year after their start date. Looking back, what do you hope they achieved? Think about the responsibilities of the role – that goes into your job description. And then think about the results you want that person to achieve – those specifics go into the success profile with a time frame for when you hope those things will be accomplished.

Angee will give a couple of examples for each of these time frames, and she'll describe how sharing your vision for success with the rest of the interview team will lead to better questions and feedback from them as candidates are being evaluated.

Visit: LinseyCareers.com for show notes and available downloads.

© 2020 Angee Linsey

Talk about daring to be deliberate! Jim Olson took the bold step to reach out to the Founder of African Leadership University after reading about the organization in Fast Company magazine's issue on most innovative companies. Now he's in Mauritius heading up communications.

In this episode, Jim tells the story of how he landed in a very unexpected place -- an African island in the Indian Ocean. As the chief communications officer and executive in residence, Jim is leading communications and teaching story telling courses at an innovative educational institution that believes in missions not majors.

Listen in to Jim's analogy of how careers are like mountain climbing. His inspirational tale reminds us to be open to opportunities, take risks and notice that while the highest peaks are awesome, sometimes the vistas are even more amazing on the lesser known peaks.

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess

When preparing for an interview, many people focus on telling the story of their background, experience and accomplishments. Those things are all critically important, but one question can be a deal maker or breaker -- and it has nothing to do with your past. That question (well, two really) is why this job and why this company?

Just like you want those interviewing you to like you and choose you for the position, those interviewing you also want to know you want them. It's easy to have in our heads what attracts you to a certain organization, but being able to articulate what it is about THIS role and THIS company matters. Companies want to know that you are running toward them, rather than away from your current circumstances.

In this podcast, Angee talks about a few things you can do to get clear about the answer to the why question. Not only will you be able to figure out how to tell that story to those interviewing you, it will help you get super clear about the answer so you are making the right career decision should an offer come your way.

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess

As 2019 comes to an end, it's time to reflect on what went well and what's next in your career. There are a few areas Angee recommends as you evaluate your year.

The obvious place to start is with your accomplishments. What were your goals and did you achieve them. Are your projects on track? Does your team have the right players for the work that needs to be done?

Then, look at how you are measuring your success. Are you tracking your stretch assignments? Do your programs help the organization achieve the overarching company goals? If you're in job transition, track the number of connections you're making and which ones help you expand your network in meaningful ways. Next think about how you know if the work you are doing matters. You want to put your energy into activities that align with personal, team and organizational goals.

On the practical side, are you keeping up with technology and trends in marketing and communications? With this function moving so quickly, it's essential to do a real evaluation of where you are ahead of the curve and where you may be falling behind.

And finally, what is your career trajectory? Now is the time to think about where you hope to learn and grow, the types of roles you want to move toward, and how to make it happen.

This is a great time to pull out your career action plan. Download the Dare to be Deliberate plan at https://linseycareers.com/action-plan

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess

Thanksgiving is a time we reflect on the people and things in our lives for which we are grateful. Part of daring to be deliberate is to express gratitude all year long.

As I was thinking about what I wanted to share on this short podcast I thought about a young boy I encountered at the Ballard Locks while on a walk with my dog. We were walking up to where the boats go through the locks and I see a dad and his young son about four or five years old. The boy's face is lit up and he is so happy! He's yanking on his dad's hand with such enthusiasm. "Dad… look…. The boats… look at the boats!" I mean – this kid was so excited! His dad was smiling and was clearly happy he had made the right choice for that morning's activity.

I couldn't help but smile myself as I got a little closer – and that's when the boy saw my dog, Leo. Now granted, Leo is pretty darn cute – but this kid – well – he TRULY appreciated my pup. Suddenly his attention turns our way. "Dad – LOOK at the dog – Dad! The dog!"

The dad smiled and looked at me with a shrug. We both laughed. If only we could all be so enthusiastic – and, well, grateful for the simple things.

In an effort to dare to be deliberate, I'm committing to notice and acknowledge those things I am thankful for all year round. I may not be as enthusiastic as the young boy I encountered, but I will feel the joy!

Happy Thanksgiving!

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess

Not many people say they want to be a speechwriter when they grow up. Those who landed in this profession, however, tend to be amazing writers with insatiable curiosity and a unique ability to capture the voice of their principals. As they move through their careers, there is often the desire to be a more strategic partner to the executive team.

In this episode, David Murray, Executive Director of the Professional Speechwriters Association (PSA), and Angee Linsey talk about speechwriters and executive communications professionals and how they can dare to be deliberate in managing their career.

David also shares results from this year's survey conducted by PSA. In there, Communications Executives share their hopes and expectations from speechwriters on their teams. David also offers advice for those who hold this role and what they can add to their personal career action plan in order to level up their speechwriter career.

To get your career action plan, go here.

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess

In her book, Dare to Lead, Brene Brown talks about how being clear is kind and being unclear is unkind. When it comes to the workplace, talking to someone directly is clear and kind; talking behind someone's back is unclear and unkind. In this episode, Angee shares a few stories of how gossip in the workplace affected her, and how one respected leader was masterful at shutting down gossip.

How do you know if something is gossip? If conversations at work turn to rejoicing in the misfortune of others, it's gossip. Would you say that thing to that person's face? If the goal is to hurt or damage the one you are talking about, it's gossip. Are you speculating on an unsubstantiated rumor about someone's work situation? Definitely, gossip.

Some solutions may be that your organization can enact a zero tolerance policy on workplace gossip. As a leader, you can set an example. Don't engage in gossip. Be assertive, walk away or change the subject when gossip starts. Others will get the picture pretty quickly. Listen in to learn more.

© 2019 Angee Linsey

Visit: LinseyCareers.com

Email: [email protected]

@LinseyCareers on Twitter

Linsey Careers on LinkedIn

Produced by Podcast Prowess