Right now we are focusing on Facebook, Twitter and Instagram. It would be nice not to have to purchase more than one management tool but if that isn't possible then I want to use the best available!

Brittany Rossow

October 20 at 12:42pm

I've been working on a lot of different pieces of content  lately. I have to give a presentation next week to a bunch of insurance agents on a new flood insurance program.This new program is basically the first update in 60 years and it's very complex.So I've been trying to find a way to simplify it and help people understand it.Then it hit me you can't just go from the Nintendo to Nintendo Switch over night.You have to learn and apply to change.So I'll be discussing some of the dangers of trying to go from the 1950's to 2021

Chris Greene

October 19 at 02:03am

Hi  Chris Greene  - do you mean like on the Learning Center cards that lead to the Learning Center resources?

Chris Greene

September 27 at 05:28am

Good day all,With Q3 rapidly winding to a close, what was your biggest takeaway or win from the past 3 months?Or, if there's still one more mountain you are aiming to climb before September closes, feel free to share that goal as well.For me the biggest takeaway was that my investment in learning and the drive towards continual education paid figurative dividends in a big way. It also proved and cemented for that it's so worthwhile and rewarding.What's yours?

Adam Stahl

September 23 at 01:37pm

I was thinking about the idea of using the They Ask, You Answer methodology to create a stronger and more efficient hiring/onboarding process and the impact it could have. Here's how I see it playing out:The potential new hire is framed as the SME. During the hiring process, we're regularly asking and answering questions between us and them, similar to a content manager interviewing an SME about a specific topic. You go in with knowledge and insight into what you are looking to hire for, and they bring a skillset or approach to fill that. This back and forth allows us to better gauge if someone is a good fit to work for our company at all, let alone the role they'd be in. So, how can we speed this process up?  Craft your job descriptions to include commonly asked questions or specific ones you've heard or even been asked in the past. This could include an FAQs section or even full-length content.  Create an article/video/webpage about the expectations of working at your company to support answering those commonly asked questions about working for your company or about the role you are in. This could include linking out to other articles or courses from IMPACT+ and other sources to help explain the role further too. Once they get hired, you have the opportunity to do the same thing again, but from the other side of the table. Now that they're on your team, do regular check-ins with that new team member to learn what you got right in the hiring process, what they would've liked to have known more about before taking the job, etc. to help you craft a stronger and more efficient hiring process. At the same time, as they're onboarding and get started, create content or resources to showcase how they should get started, what they should expect, and again, what common questions or issues new hires run into and how to solve them.This allows that new hire to educate themselves (vs you handholding them) plus they can ask new questions that you can then begin answering as well! I'd love to hear how others may be using They Ask, You Answer in their hiring or onboarding process. I can't help but feel like this only scratches the surface but it's making me look at how others orchestrate hiring and how much wasted time is there answering some of the same questions over and over from every candidate!

Connor DeLaney

September 23 at 01:12pm