We wrap season one by breaking down what makes a truly great social media specialist. 

For business owners, we tell you how to spot the real deal when you’re hiring. 

And for marketing professionals and freelancers, we share the mindset shifts and practical tests that separate culture-led strategists from trend-chasers.

Key Takeaways: 

• Great social media specialists are immersed in online culture, not just chronically online.
• The best social media managers spot patterns, shifts, and emerging formats before others do.
• Strong social media specialists are tinkerers who keep improving content after it goes live.
• A great social media specialist balances creativity with analytics, not aesthetics alone.
• Top social media managers focus on audience needs, not proving how clever or trendy they are.
• The best social media content makes people feel something and earns their time and attention.
• Business owners should hire social media specialists who can explain why content works, not just make content.
• Exceptional social media specialists combine taste, curiosity, judgment, and community-building skills
  
  

Mentioned in this episode:

Kinso App
Empathy Canvas Map
Jony Lee 

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We unpack what actually helps you succeed in your first 90 days at a fast agency and why “dazzle” often backfires. We share the boring basics that build trust, how to handle culture shock, and what to do if your probation period ends with a no.

Key Takeaways:

• The first 90 days in a new job are about risk reduction, not trying to dazzle
• Reliability is the fastest way to build trust
• Strong new hires ask thoughtful questions
• In a new role, accuracy should come before speed
• The first 90 days are easier when you observe first and challenge later
• A move from brand side to agency side often comes with culture shock 
• New employees should bring past experience without constantly comparing their old workplace.
• A successful probation period is often built on boring things done brilliantly.

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We pull back the curtain on what actually gets someone hired at The Digital Picnic. We share the practical steps that help you stand out, plus the mindset shifts that keep you grounded when you’re applying to a workplace you admire.

Key Takeaways: 

• To get a job at The Digital Picnic, tailor your application instead of mass applying.
• A good resume should be clear, relevant, and submitted as a PDF.
• Creative job applications only work when they are backed by real technical skill.
• If you want to work at TDP, explain exactly how your experience fits this specific role or business.
• Parasocial enthusiasm is not the same thing as job readiness or culture add.
• Strong candidates ask thoughtful interview questions and show how they would add value in the first 90 days.
• In a job interview, confidence matters.
• How you handle job rejection can shape future opportunities with that employer.

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We break down what it really means to hire people who protect a neurodivergent founder’s energy. We share the frameworks Cherie uses to spot friction early, set boundaries and build a team culture that supports performance and wellbeing. 

Key Takeaways: 

• Hiring the right team means hiring people who protect your energy, not just fill a role.
• Energy raisers reduce friction, support momentum, and make leadership feel lighter.
• Energy drainers create conflict and unnecessary mental load for founders.
• A quarterly team energy audit helps founders spot green, amber, and red dynamics early.
• Strong hiring decisions should measure friction removed, not just work produced.
• The best hires bring solutions, systems thinking, and lower executive function strain.
• Do not get seduced by charm or a polished CV while hiring.
• Brilliant jerks and chronic conflict cost more energy than their output is worth.

This episode was proudly sponsored by Graham Psychology.
Receive an ongoing discount of 20% off all appointment types [therapy and assessments].

Listeners can book directly via the website and enter ’THECLIMBPODCAST’ into the booking notes or call or email and mention the podcast. 


Mentioned in this episode: 

• The Instagram carousel Cherie shares 
• Disc profiles 
• Patrick Lencioni definition of charmers
• Shelley Johnson from Boldside 

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We break down how to grow on LinkedIn in 2026 without chasing daily posts or virality, and why the platform still rewards real thinking over polished noise. We share practical ways to choose a single topic, add a true thought leadership angle, and use comments, carousels, and social SEO to get discovered. 

Key Takeaways:

• LinkedIn growth in 2026 starts with one clear thought leadership topic.
• LinkedIn rewards people of influence.
• The best LinkedIn posts teach something, not just share an update.
• One high-quality LinkedIn post a week can outperform high-volume posting.
• Human LinkedIn content stands out more than polished AI-generated content.
• LinkedIn comments can drive reach, impressions, and connection requests.
• Text posts and LinkedIn carousels usually outperform video content.
• An optimised LinkedIn personal profile supports SEO, GEO, and discoverability.

Send this to someone who needs a little push to start their own LinkedIn.
 

Follow us on LinkedIn:
Cherie Clonan
Stephanie Clifford

Stepps Framework Explained

Ryan Kelly on LinkedIn

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

What changes after you survive a brutal season of founderhood? In this episode, we unpack calm leadership, the founder habits that help you protect your energy, and why reactive leadership can pull a team straight into chaos. Cherie shares the leadership boundaries, mindset shifts, and everyday decisions that help her choose calm leadership over overreaction, protect her energy, and lead more steadily when work gets messy. If you’re trying to build better founder habits, move away from reactive leadership, and create a more grounded version of calm leadership, this one’s for you.

Key takeaways:

• Calm leadership is built by choosing peace over chaos. 
• Reactive leadership creates stress, slower leadership creates better decisions. 
•  Protecting your energy is a core founder habit, not a luxury. 
•  Fake urgency trains founders to react fast instead of respond well. 
•  Healthy leadership boundaries stop other people’s chaos from running your day. 
•  Creator mode helps founders solve problems, victim mode keeps them stuck. 
•  Strong leaders ask better questions instead of rushing to fix everything. 
•  Quiet confidence in leadership comes from protecting, not proving.

This episode was proudly sponsored by PocketSmith.
Get 50% off your first two months of PocketSmith’s Foundation plan here.

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

Hyperfocus can look like a superpower from the outside, but living inside it is a different story. We get honest about what autistic hyperfocus actually feels like and how it helped build The Digital Picnic when the hours were long, the stakes were high, and the salary was, frankly, nothing.

Then we flip the coin to the part founders rarely admit out loud: boredom. Not the harmless kind, but the kind that creeps in when you feel underutilised, disconnected, or tempted to “fix” things that aren’t broken. We talk about why a bored founder can destabilise a business, create fake urgency, pick unnecessary fights, and chase dopamine at the team’s expense, plus what to do before that energy leaks into decisions you regret.

You’ll also hear a practical framework for separating boredom from true misalignment.

If you’re navigating neurodivergent leadership, founder identity shifts, or the messy middle of small business growth, this chat will give you the next steps.

This episode was proudly sponsored by PocketSmith.
Get 50% off your first two months of PocketSmith’s Foundation plan here.

Key Takeaways: 

• How autistic hyperfocus can drive early business growth 
•  Why founder boredom is a hidden risk in business 
•  The difference between boredom and outgrowing your role
•  How pattern recognition and deep focus create a business advantage 
•  Why underutilisation is dangerous for neurodivergent founders 
•  How bored founders create chaos, self-sabotage, and fake urgency 
•  Why updating your founder role and job description can reignite growth 
•  The bigger lesson, hyperfocus builds the business, but reinvention keeps it healthy
  
  

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We unpack why you don’t need followers to build a personal brand, and why starting at zero can be the most strategic move you make. We share the content choices, boundaries, and mindset shifts that turn visibility into trust, leads, and real influence in an AI-first algorithm era.

If you’re an introvert, creative, strategist, or business owner who wants more opportunities from their social media, this one’s for you.

This episode was proudly sponsored by PocketSmith.
Get 50% off your first two months of PocketSmith’s Foundation plan here. 

Key Takeaways: 

• Why you can build a personal brand with no followers in 2026 
•  Why clear positioning matters more than follower count for personal brand growth 
•  How to use top of funnel content to grow
•  Why AI-first algorithms favour clear, repetitive content
•  How choosing 3 to 5 personal brand topics builds authority faster 
•  Why your first 100 posts are for positioning, not growth
•  How to create a personal brand that drives trust, visibility, and inbound leads
•  Why personal brand growth comes from clarity, consistency, and memorability, not vanity metrics

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

Today we talk about unoffendable leadership and why staying hurt makes leading a team harder than it needs to be. 

We share some of Cherie's honest stories from business ownership, plus the practical tools to regulate your reactions without becoming cold.

Key Takeaways:  

• Unoffendable leadership means still feeling hurt without leading from hurt.
• You cannot control other people’s emotions, only your own response.
• Trying to keep everyone happy is a fast path to leadership burnout.
• Being constantly offended is expensive, emotionally, physically, and professionally.
• Feel the hurt, but don’t stay there, pitch the tent, don’t live in it.
• The 4, 24, 48 rule helps regulate conflict before reacting or making decisions.
• Victim mode keeps you stuck, creator mode helps you move forward.
  
  

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too. 

We unpack how the labels founders wear can start as a joke and end up reshaping trust, authority, and decision making. 

We share the “Rogue Clonan” story, why neurodivergent leaders get labelled so fast, and how to reclaim your voice.

Key takeaways: 

• How self-deprecating founder labels can undermine leadership 
• Why calling someone “rogue” can damage neurodivergent founder authority
• How humour and masking show up in neurodivergent leadership
• Why founder labels can lead to exclusion from key business decisions
• How language shapes trust, credibility, and leadership perception
• Why neurodivergent founders are often labelled for what others cannot predict
• How to reclaim authority when a founder label no longer fits
• The bigger lesson, you’re not rogue, you’re the one who built it

Hosted by Cherie Clonan [@cherie_thedigitalpicnic] and co-hosted and produced by Steph Clifford [@stephssocials] 

Follow us on Instagram @theclimbpod_

Check out our agency @thedigitalpicnic > we teach digital marketing, and we can manage yours, too.