Tag Archives: leadership

Markethive

Top 5 Reasons Why You Should Not Post About Politics On Facebook

Leave a comment

Top 5 Reasons Why You Should Not Post About Politics On Facebook

 

 

Why you should not post politic filled content on you Facebook account. I see a lot of things I disagree with on social media. It’s hard to keep our personal beliefs to ourselves when we see things online that we take issue with. Let’s take the subject of politics on Facebook.

For me personally, I have many friends and clients on Facebook who are on both sides of the fence politically. From time to time I have posted something politically charged, only to go back a little bit later and remove it after I’ve thought about the possible repercussions. I am now fully committed to never doing it again.

So, I’ve come up with some reasons why you shouldn’t post about politics on Facebook. Here you go…

1. You could lose a friend. Friends should be able to discuss political issues calmly and diplomatically…in person! Most people hide behind their computers and post things they would never say face to face.

2. You could lose a client. It’s not business, it’s personal…right? Bull crap! If a client feels strongly about a political issue and I go on Facebook and post something totally derogatory or counter to what they believe, they might take a different view of me personally and professionally. I want my clients to like me. People do business with people they know, like and trust. Period.

3. It’s a waste of time. You’re not going to change someone’s political beliefs on Facebook. You can debate and debate, but you’re just wasting your time. People are different and believe different things. Accept it, agree to disagree and move on. Life’s too short. Let your vote be your voice.

4. It’s the wrong platform. If you’re bound and determined to spend time arguing over political issues online, go to a political blog or a news site and do so. Don’t ruin everyone’s experience on Facebook with your rants. You may have a specific list of friends on FB that you only share political information with, but you never know what someone else might share.

5. There’s enough politics in the media. One of the reasons I use Facebook is to laugh, have fun and converse with my friends and family. I don’t use it to get worked up or stressed out over something I see that I disagree with. There’s enough political coverage in the mainstream media. More than enough. Keep it there and leave the politics to the pundits.

If you’re marketing your business on Facebook, you absolutely NEVER want to go down this road on your Facebook business page.

Now, I know there are a lot of people who are going to disagree with me. And that’s fine. You have every right to disagree. This is America. But, can we agree to disagree and keep it off Facebook?

What do you think?

Chris Corey

CMO Markethive Inc.

 

By: Scott Dickson

Alan Zibluk – Markethive Founding Member

Markethive

Virtual World Part 10: Harnessing collective knowledge

Leave a comment

Harnessing collective knowledge

Markethive's social collaboration can bring collective knowledge to bear on a problem the company is trying to solve, or to satisfy customer needs. A multinational petrochemical company needed to be able to accurately answer very technical questions about how to set up production lines for a wide range of complex intermediary products that are crucial in the production of a particular end-user product.

The ability to answer those questions, therefore, is critical to the sale of thousands of tons of the product for one of Ferrazzi Greenlight’s clients. Multiply that need over literally thousands of products, and your enterprise faces a serious complexity challenge.

Our client chose one of the best ways to handle such complexity: By establishing internal wikis (purpose-built websites containing content that can be collaboratively edited and updated) that could be constantly updated by a small army of expert volunteers within the company who document everything required to support internal and customer questions about production.

While it takes time to establish a comprehensive set of wikis – and a culture of contributing to them – companies that succeed in doing so often see internal subject matter experts vying with each other to provide the best/most complete expert information.

This is competition focused on excellence in results – a win/ win if ever there was one.

Other companies use social collaboration very effectively to tap outside experts to deliver high-quality, just-in-time services. A great example is Specialists On Call (SOC), an agency with facilities in Virginia and California that contracts with 270 hospitals nationwide.

For example, when one of the participating hospitals has a patient arrive in emergency and the doctors determine he needs to see a cardiologist, the hospital contacts Specialists On Call, and an experienced cardiologist not only speaks with the patient through video-conferencing almost immediately, she’s able to do a “virtual examination” by directing the attending clinical staff or physician to perform a number of diagnostic procedures while the cardiologist observes.

SOC claims it can cost 40 percent less than the cost of locally based on-call specialists, increase caseload capacity, empower local specialists by relieving on-call burdens, and even result in lower malpractice premiums due to its round the-clock availability and adherence to best practice protocols.

Too often, social-media collaboration is implemented in its own silo without strong business process connections.

Here’s how to maximize the impact of social-media tools on business results:

•Identify the processes that will most benefit, and pilot social media integration with those teams. Lead with these process improvement examples when you release your social media tool more broadly; that’s the main driver for the investment.

• Resist implementing social media as a stand-alone tool. Integrating it with your tools for communication, collaboration, and/or process flow ensures discussions are relevant to and can positively impact process and/or project participants.

• Explore tools that make exchanges in social media, email and other collaboration tools searchable, and filter automatically based on context. Separating social chit-chat from exchanges relevant to the project at each meeting or milestone creates a cohesive collaboration record and brings participants up to speed quickly.

 

Chris Corey

CMO Markethive Inc

Alan Zibluk – Markethive Founding Member

Markethive

Add Video Easily to your WordPress Blog

Leave a comment

ADDING VIDEO TO YOUR WEBSITE

 

BY    •   WORDPRESS TIPS

A lot of people ask us how they can add or upload videos to their WordPress site. It’s simpler than you think.

While WordPress does allow for the option to upload videos and other media, this can get messy and tricky as you deal with different browsers, operating systems and devices. Instead, we recommend that you embed videos from a different source — something like YouTube or Vimeo.

YouTube will allow you to reach a larger audience, while Vimeo will allow for more customization, and “white-labeling” if you upgrade to its Pro subscription.

Each service will allow you to Share or Embed, and will give you a URL or iFrame code to put directly into your editing window in WordPress. If you’re using an iFrame code, make sure you are on the Text/HTML tab of the editing window, not the Visual editor.

If you have Jetpack installed as a plugin, the process is even easier. You can simply add a shortcode in the Visual editor with the video URL. For example:

  [youtube=http://www.youtube.com/watch?v=1234567-A]

view rawShortcode Youtube Embed hosted with  by GitHub

  [youtube=http://www.youtube.com/watch?v=1234567-A&w=640&h=385]

view rawWith Width and Height hosted with  by GitHub

 

You can also customize the width and height using this method, by adding the query parameter for “w” ( width ) and “h” (height) &w= and &h= to the shortcode.

You can do the same with Vimeo and several other services. Want to see what’s supported?Click here to view the Jetpack Shortcode Embeds page.

Chris Corey

CMO Markethive Inc.

Alan Zibluk – Markethive Founding Member

Markethive

Leadership – How Can Leadership Programs Be Measured?

Leave a comment

 

Leadership – How Can Leadership Programs Be Measured?

Perk up your discussion with these facts of leadership.

This short article on leadership aims at offering you with all the essential matter you will need to understand more about leadership. Read it well.

The nature and intent of that effect identifies the influence, instructions and outcome of leadership. Organizations depend on leadership for instructions, momentum and a plan for sustainable success. How can leadership be determined?

Usually, leadership is specified by attributes and results. Formal leadership development nearly always focuses specifically on qualities, relying on hope that results will take place.

Never hesitate to admit that you don't know. There is no one who knows everything. So if you have no idea much about leadership, all that needs to be done is to read up on it!

For instance, an individual in a leadership function is considered "successful." We want to replicate the leader's success, so we try to reproduce the qualities, skills, values, competencies, actions and habits of the leader. We try and edify to emulate these qualities in others, but we hardly ever get the same results. Business America is full of "competency-based" leadership development programs, what one might call the "injection-mold" technique. Competency-based leadership development has a result on organizational culture, no doubt, but not always the wanted result. Leaders who somehow "determine up" to the wanted proficiencies do not always produce wanted outcomes.

Ultimately, producing outcomes is the reason we study leadership, the factor we seek to establish leaders, the very factor we need leaders. So it stands to reason that leadership likewise has been determined based on the results produced, despite how those results were achieved. We require look no further than Richard Nixon or Kenneth Lay to recognize the downside of such one-dimensional steps.

Getting info on specific topics can be rather annoying for some. This is the factor this short article was composed with as much matter referring to leadership as possible. This is the method we intend to assist others in finding out about leadership.

The leader's function is to establish the conditions (the culture, the environment) under which others can take right action to achieve preferred results. "Desired results" are well specified by the vision, objective, values and objectives of the team or organization. Leadership is finest determined by the how well fans perform the vision, objective and goals while "living out" the desired values. This leads us to a brand-new property: that leadership must be measured by the results produced and how they are produced, as so often stated. There is a critical 3rd component, that is, by whom are the outcomes produced. This should rightfully be associated to individual action without any contributing impact from the habits of others if it is the leader that produces the desired results.

There is an apparent link between interaction and leadership– the fundamental reason for communication and for leadership is to prompt some kind of behavioral reaction or action. Fan habits, not leader habits, defines leadership. This might lead one to argue, mistakenly, that there is little difference between leadership and browbeating.

Utilizing the intuition I had on leadership, I thought that writing this article would undoubtedly be worth the difficulty. The majority of the pertinent details on leadership has been included here.

Ultimately, the brand of leadership we seek in contemporary life is best defined, developed and measured based on whether intended results are accomplished, how they are achieved, the value of these results to others, and whether fans take discretionary action to attain the leader's vision, objective and objectives. Leadership development need to be tied to planned results of those who are lead more than proficiency sets of those who lead.

All this matter was written with passion, which caused the speedy completion of this composing on leadership. Let this passion burn for a long time.

Ultimately, producing results is the reason we study leadership, the reason we seek to develop leaders, the very factor we require leaders. It stands to reason that leadership likewise has been measured based on the results produced, regardless of how those results were accomplished. There is an obvious link between communication and leadership– the standard factor for interaction and for leadership is to trigger some type of behavioral response or action. Eventually, the brand of leadership we seek in modern life is best defined, established and determined based on whether planned outcomes are attained, how they are achieved, the value of these outcomes to others, and whether fans take discretionary action to achieve the leader's vision, mission and objectives. Leadership development should be tied to planned outcomes of those who are lead more than proficiency sets of those who lead.

Contributor
Charles R Juarez Jr

Alan Zibluk – Markethive Founding Member