A recent survey on Mashable.com found that 50% of consumers trust a company’s Facebook page more than their website. This means that in today’s world it’s nearly impossible for a brand to exist without one, which can be a good thing – Facebook allows companies to interact directly with their consumers, offer deals or promotions, and craft their overall brand image. However, it isn’t all fun and games on these social sites. Whether you’re posting on Facebook or Twitter, be sure to follow a few guidelines:
Don’t Ignore Negative Comments.
If you get a positive review on your page, let them know that you’re happy to have been of service. Promote those good reviews to the high heavens, you earned them! But, don’t neglect those that aren’t so happy. If a customer leaves a comment about a negative experience, respond with just as much enthusiasm. Apologize, suggest a solution or ask for their input on how to make things better. This is the reaction of a company that cares about its customers, and that kind of attention and concern will be noticed by anyone that visits your page.
Don’t Beg for “Likes”
Remember that guy in high school who wouldn’t leave you alone, and no matter how many times you said “NO” just wouldn’t take the hint? Well, he didn’t get more attractive by begging you to go on a date, and companies don’t seem cooler when they beg people to like their posts. If your posts are interesting and resonate with your fans, they’ll “like” them on their own. And if they don’t, use that silence as a learning tool to figure out what needs to change, instead of an excuse to start sounding desperate.
Don’t Use Every World Event for Your Advantage.
When tragic events happen in the world, many brands struggle with how to comment on them. When in doubt – don’t. Above all else, DO NOT use a tragedy to sell your products. The only possible outcome is to seem like a greedy capitalist with money instead of a heart. Just ask Kenneth Cole, who came under fire for this insensitive tweet during the protests in Cairo: “Millions are in an uproar in #Cairo. Rumor has it they heard our new spring collection is now available online.”
Look, if you can’t find something meaningful to say, post about other content or allow your page to go silent for a day.
At integritive, we know that in order to be at our best we must constantly be learning and growing. We asked our team to pick out some of their favorite and most inspirational books and would like to pass them on to our readers. If you’re looking for some summer reading, skip over the pop fiction and give one of these a try!
The Carolina Way
Dean Smith was the University of North Carolina’s basketball coach for forty years. During this time he won more games (875) than any other coach in college-basketball history. In this book he discusses his coaching philosophy and how it can be applied to leadership in readers’ everyday lives. Using a wry sense of humor and real-life stories, he explores teamwork, winning, losing, planning for the future, building confidence and setting goals. Whether it’s on or off the basketball court, this book offers plenty of insight for leading any team to success.
Tough Times Never Last, But Tough People Do!
Robert H. Schuller
This book shows you how to build a postive self-image, no matter what your issues are. Whether it’s unemployment, poor health, loneliness, fear or anything else standing in your way, Dr. Schuller will show you how to turn your negatives into positives and help you get through any tough time.
Feel the Fear…and Do It Anyway
Using her own personal life, Susan Jeffers explains the crippling effects of fear and how she formulated a course of action to conquer it. She states that fear is the uncertainty of change and the lack of positive self image, and that our choices are not opportunities to make mistakes, but paths to growth. This book will help you grab ahold of your fears and move forward in your life. Read the rest of this entry »
How many times have you walked out of a business meeting and realized that you can only recall less than half of what was said? How often have you walked away from a conversation and wished you could remember what they had just told you? Have you ever had a debate with a co-worker over whether or not something was explicitly explained? These common workplace occurrences are the result of our declining listening skills. Now that information is so often conveyed through a written email or text, and answers can be looked up at any moment via the internet app of a phone, our listening skills are hitting a decline. But listening is still critically important tool in our everyday lives.
In his talk, Julian Treasure states, “I believe that every human being needs to listen consciously in order to live fully.” Without strong listening skills, we have miscommunications, we are forced to repeat information over and over and miss out on critical subtleties in exchanges. Listening connects us to the here and now; it roots us to the world around us. Take a moment and listen carefully to his reasoning of why we need to listen more, and how we can take steps to do it better.
Many a start-up or entrepreneur has faced the choice of going for specific verticals (targets within an industry) OR flattening out to embrace a variety of industry and needs. An evolution is occurring in that we no longer must make it an either/or scenario. Rather, we are experiencing an evolution towards creating a sphere of influence and skills. This sphere is broad enough to capture a variety of verticals, while not leaving yourself open to expansion beyond what’s comfortable. It’s the tactics, the experiences, and the innovation inherent in nimble, flexible organizations that will make them far more resilient in turbulent times than those who are married to the vertical vs. horizontal approach to business.
For example, when someone says, “Silicon Valley start-up,” you most likely have visions of tech-centered companies developing a new iPhone app or a funky gadget that will soon be all the rage. You almost certainly don’t think of the food industry, but that is exactly the new market that Silicon Valley has in its sights. Many venture capitalists don’t find this new venture unusual, likening a food company to an energy company that promotes sustainability or fitness devices that contribute to health. Josh Tetrick, founder and chief executive of Hampton Creek Foods, says, “Part of the reason you’re seeing all these VCs get interested in this is the food industry is not only massive, but like the energy industry, it is terribly broken in terms of its impact on the environment, health and animals.” However, instead of leaving these issues for the food industry giants to solve, the tech industry is using their knowledge and skills to add innovative solutions and lead the way for change.
Drew Dudley starts this talk with a hard question, “How many of you are completely comfortable with calling yourselves a leader?” So many times in life and in business, I have seen great moments of brilliance, great moments of leadership from people on my team and from clients. Many of these people though would never call themselves leaders. We’ve come to a place where many of us equate leadership with a specific title: CEO, President, Vice President, etc. But the truth is that leadership can from anyone, anytime. In my business, I allow my employees to create their own job titles. This practice gives them the freedom to think and act outside the box and it gives them the powerful opportunity to acknowledge publicly what makes them so special.
In his talk, Dudley quotes Marianne Williamson who said, “Our greatest fear is not that we are inadequate. Our greatest fear is that we are powerful beyond measure. It is our light, and not our darkness, that frightens us.” Dudley espouses, and I concur, that we need to recognize that leadership is often found in small moments that impact others, that change the way another person thinks or feels. Take a moment and think about how your life would change if you embraced your small moments of leadership.
This is a blog created and maintained by the employees of integritive. opinions expressed here are property of the poster and do not (necessarily) represent the opinions of integritive as an organization, unless they positively influence your opinion of integritive, in which case integritive agrees and backs these beliefs.