Attract more viewers to your YouTube Channel


Most of us need knowledge in some form to do our jobs well. As a gatherer of information, you look to resources that pique interest and inform.

As a marketing and creative person, one of my favorite internet resources is SocialMedia Examiner.

Whether you work in a creative industry, are a marketing executive, business owner or self-employed and want to make the best impression online. SocialMedia Examiner is a reliable resource.

One of their recent articles is,
“How to Boost Your YouTube Visibility.”

Well, there is a little productizing of the GoPro Camera, but it’s geared to whet curiosity so, I don’t mind the mentions of the camera. Sometimes information comes at a price hence the GoPro plug. Besides I learn a lot about the product and practical uses.

Embedded below is the video, “Add Annotations and Cards.”


For the complete article that walks you through the following visit SocialMedia Examiner:

#1: Optimize Your Channel
#2: Optimize Your Videos
#3: Promote Your Content on Other Social Channels

Please remember It’s All About the Viewer!

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NetworkedChicago’s Event Planner Series, Target Your Audience

Event PExciting upcoming eventslanner Series
Thursday, June 11th, 2015
10:00am – 11:00am
Registration


Filling a room for an event is every event planner’s greatest challenge.
A few warm bodies just aren’t good enough!
Your guests and the hosting organization will not be satisfied.

Photo of people at an event. Fill the Room with Your Target AudienceKnowing who to invite and how to attract guests can guarantee satisfaction for both the attendees and the hosting organization.
Join our complimentary webinar as Networking Specialist Norine Wiebmer, owner of Networking With Impact and Event Marketing expert Gwen Griffin-Harmon, owner of Peace and Harmony Solutions share key marketing techniques focused on identifying and attracting your target audience.

Together we will uncover the following:

  • Define a “successful event” for both the guests and the hosting organization.
  • Identify who the organization would like to attract.
  • Clarify who the members / attendees want to meet.
  • Select marketing platforms which will attract this audience.

Once you know Who you want to attract, the How is easy!

To REGISTER visit NetworkedChicago.com 

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Fill the Room with Your Target Audience

Photo of people at an event. Fill the Room with Your Target Audience

Photo of Norine Wiebmer

Article by: Norine Wiebmer
Owner and Networking Specialist, Business Development and Networking Expert, Author

Step One: Defining your target audience

Have you held an event and met several wonderful people but your target market was not in the room?

Yes, I believe that everyone is valuable and each person could introduce you to potential connections. But let’s face it, sales would be more cost effective and less time consuming if you could shorten the prospecting process.

Event planners, if you would like to increase attendance and assure consistent participation at networking functions, my team and strategic partners recommend knowing the target audience of your organization and your guests.

If you don’t know who you want your guests to be, you are really just shooting in the dark. But when you clearly identify who you want to engage through your event, you can plan a stronger event that is more likely to attract your desired audience. What information does your audience want? What price point will resonate with your target audience? What time of day will be most desirable? What type of information do those people seek? What type of entertainment does your target audience prefer? Melissa Lagowski Owner of Big Buzz Idea Group

A disappointed guest will never return and they certainly will not join your organization.

Has the board of directors for your organization defined their target market? Who would they like to have as their future attendees or members? These are significant questions needed to direct your branding, messaging and platform for your marketing strategy. The answer to these questions will give both you and the organization a more focused strategy.

If your Board of Directors cannot answer this question, they should meet for a strategic branding session to review their mission and vision statements which should identify the group’s purpose and who they would like to work with. Every function or activity must support these statements.

Once your organization has identified their target audience, the rest is easy. Make sure that your target audience is announced loud and clear within your invitations. Use platforms, social and personal networking, cross marketing and word-of-mouth marketing that resonates “who” you would like to attract. I cannot emphasize enough that the invitation should spell out the mission and who will be attending. You’ll be surprised at how your numbers will increase and how rapidly your invitations will be passed along to the identify target market.

“You want you make sure that the audience attending any show is, at least, the right audience,” says Cass Phillipps, an event producer who has worked on dozens of San Francisco Bay Area start-up events.

Tip: Have you heard of the FREE event calendar and marketing tool “*Networked Chicago”?

They offer free event postings and consulting to help you broadcast your event. In fact we are holding a free training webinar on the topic of “Attracting More Guest Through Target Market Definition,” on Thursday, June 11, 2015 from 10-11am. Click here to register.

Are you having a difficult time locating your target audience? Please respond below and we will help circulate your needs. That is how networking works!


*NetworkedChicago, LLC launched the NetworkedChicago.com website in March, 2014 to make it easier for individuals around Chicago to find the in-person networking opportunities that fit their needs and to help the in-person networking groups around Chicago to reach potential new members. Learn About NetworkedChicago and check out their Event Listings for free.

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Sixth Annual Illinois Women’s Conference

Panel discussions with extraordinary leaders in Illinois, networking with top company leaders, and celebrating women in leadership – doesn’t get much better than that.

The sixth Annual Illinois Women’s Conference scheduled for April 23, 2015 in Chicago.

The sixth Annual Illinois Women’s Conference scheduled for April 23, 2015 in Chicago.

The 2015 conference is a statewide event focusing on professional development, community, networking, entrepreneurship and women’s health. This conference gives women a tremendous opportunity to grow, develop, learn and make connections. In addition, the conference lends itself to be a statewide dialogue for Women in Illinois.

This year’s theme is “Women as Game Changers: Orchestrating Business Success Today and in the Future.” The conference has three tracks: Entrepreneurship, Professional Development and Community.

Registration       Keynote      Complete Details

There will be a total of twelve sessions that will fall under these tracks and over 40 exceptional presenters. Also, there are ample opportunities for exhibitors to display their goods and services. Finally, during the breakfast, we will be recognizing individuals for their commitment and hard work with our “Most Powerful & Influential Women Award.”

 

 

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My Diverse Career “Tour of Duty” – Terri Mayes

Illulstraion that references Career Path

My Diverse Career “Tour of Duty”

by Terri Mayes

If you look up the definition of “tour of duty” you will get mainly military references, likely because this is traditionally a military term. But, more recently, this term is also attached to a specific and planned career track.

Harvard Business Review covered one aspect of the topic in June 2013 with the article Tours of Duty: The New Employer-Employee Compact written by Reid Hoffman, Ben Casnocha, and Chris Yeh. The article is a great read and important for business leaders to comprehend as our economy continues to shift and the tradition of the ever loyal employee/employer compact has ended as a norm that we all counted on at one point if we are a pre-millennial employee. The article focuses on the importance of external networks for employees and the reality of the fact most people will work for several employers over the course of their career in our current business environment. It then goes on to show how employers can benefit from this shift.

I have quoted that article in many conversations and speaking opportunities. I have also added my own additional perspective to the topic. For the purpose of this article, I am going to discuss a tour of duty in the context of an internal network and an internal purposeful career plan that includes defined periods of time in diverse roles within one company for the purpose of mutual benefit to the employee and the employer.

My own 15-year career within one fortune-100 began in a call center environment. I moved through the ranks of that organization over 6 years and was ready to challenge myself further. I was fortunate enough to have a SVP and EVP that saw potential in me and encouraged me to move outside of their organization and take what I had learned to make an impact in other parts of the company. Why did that recommendation make such an impact on my career? And who “won” by me leaving their organization where I believe we’d all agree I had a positive career track and had made a positive impact to the business?

That recommendation impacted me because it opened a window of understanding to how my own actions can impact my career growth, make me more valuable to the company, and frankly more marketable outside of the company. The truth is that adaptability and entrepreneurship are the keys to achieving and sustaining success in any company. To foster an environment where those attributes are desirable and rewarded benefits employers, and where employees act in a way that demonstrates a willingness and ability to be adaptable, learn new skills and roles in a company, and demonstrate entrepreneurship is truly a win/win. I argue that both my leaders and I won by leaving the organization but moving to another part of the company.

Diverse perspectives benefit everyone.

Diversity as a topic in and of itself is a passion of mine. In this case I’m talking about diversity of knowledge and experience within an individual. Goal achievement and problem-solving are enriched when the players can bring a 360 degree view of the problem. If those that are responsible for solutions are blind to any aspect of the issue, the result is not comprehensive and therefore, poses the risk of flawed outcomes.

illustration: diverse career path, leadership, supply chainMy career within the company had me working not only in call centers, but also in the supply chain, in sales, in sales and call center operations at HQ, running business lines as a general manager responsible for merchandising decisions and the profit and loss of the business, and then at HQ in human resources. My tour of duty in such a diverse career path gave me two critical assets;

 

  1. An internal and external expansive network. If I needed to get something done for a customer or to better run a business or project, I knew who to go to and how to get something accomplished in the most expedient and cost-effective manner.
  2. It provided me the ability to see a full picture of a business need from the market needs, the customer desires and experience, to the operational aspects of the business, as well as the internal human capital considerations. I was therefore, able to mitigate any risk of flaws in planning and problem-solving.

It provided me the ability to see a full picture of a business need from the market needs, the customer desires and experience, to the operational aspects of the business, as well as the internal human capital considerations. I was, therefore, able to mitigate any risk of flaws in planning and problem-solving.

Those assets (in addition to my work ethic and communication skills) afforded me promotions, recognition, and special assignments. It afforded the company a fully engaged employee that repaid this investment in spades.

I am thankful to my leaders that led in a way that benefitted them (who do you think championed the call centers in every aspect of their work?), but also benefitted me. And I’m thankful to me as well – for taking risks and opportunities that were outside of my comfort zone and leveraging my transferable skills in each role while I gained additional skills.

Have you considered looking within your own organization to explore diverse opportunities for career growth? Can you identify your own transferable skills that would make you a good candidate for a role in other parts of the organization? If not, give it some thought. What would be the benefit to you and to your company? And perhaps talk to a career coach about creating your own purposeful tour of duty.

 

 

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Executive Director and Vice President – National Diversity Council

Terri Mayes to be Named Executive Director of Illinois Diversity Council and serve as Vice President of the National Diversity Council
CHICAGO, IL – – Terri Mayes has been appointed Executive Director of the Illinois Diversity Council (ILDC) and Vice President of the National Diversity Council. As a Former Vice President of a Fortune 100 organization, Mayes brings the best in business leadership, talent acquisition, and organizational development needed to further advance diversity in the corporate environment.

CHICAGO, IL – – Terri Mayes has been appointed Executive Director of the Illinois “Diversity Council (ILDC) and Vice President of the National Diversity Council. As a Former Vice President of a Fortune 100 organization, Mayes brings the best in business leadership, talent acquisition, and organizational development needed to further advance diversity in the corporate environment. ”
*- PR Buzz Click here to read complete press release.

________

**TERRI MAYES is a highly accomplished and respected executive who has earned a reputation as a collaborative and results oriented leader. She has an impressive track record of driving results as a Vice President in a fortune 100 organization. Her career path included a purposeful tour of duty in diverse departments affording her a unique perspective as a business leader (HR, P&L owner, sales, call centers, and supply chain). Click here to read complete bio. 

________

More information about the Illinois Diversity Council is available at www.illinoisdiversitycouncil.org.

Media Contact:
Dennis Kennedy, Founder & CEO
National Diversity Council
dennis.kennedy@nationaldiversitycouncil.org

_______________

*PR Buzz: https://www.prbuzz.com/non-profit/281153-terri-mayes-to-be-named-executive-director-of-illinois-diversity-council-and-serve-as-vice-president-of-the-national-diversity-council.html

**Terri Mayes Bio: http://www.nationaldiversitycouncil.org/about/leadership-team/terri-mayes/

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Leadership Forum: Hire Right or Hire Again

Web Banner: Elmhurst College & Networking With Impact, Leadership Forum

January 29, 2015 –

Leadership Forum Supporting Business Owners and C-Level Executives

“Time spent on hiring is time well spent.”– Robert Half
Few people know that better than Terri Mayes, former Office Max Vice President of Talent, Leadership, and Organizational Development.

Photo: Terri Mayes is President & Founder of Mayes Bridging Strategies, Executive Transformation Specialist and the Executive Director, Vice President of Illinois Diversity CouncilCurrently, Mayes is President & Founder of Mayes Bridging Strategies, Executive Transformation Specialist and the Executive Director, Vice President of Illinois Diversity Council.

For business owners and C-level executives who make vital hiring decisions, join business leader Terry Mayes for a Leadership Forum to gain insights into strategic hiring practices. During this session, Mayes will explore how to push the concepts of behavior driven interviews to new and different limits. Details are below.

Leadership Forum: Hire Right or Hire Again

*Elmhurst Partners at Elmhurst College and Networking With Impact (NWI) Presents…

Photo of Applicants waiting on an interviewFrom a Business Leader’s Perspective; Strategic Hiring Practices and The Art of Hiring the Correct Person for a Critical Position.

Topics will include examining best interview practices, interview preparation, assessing team/talent blending, calculating the cost of hiring the wrong person, and crucial hiring “don’ts”.

**Terry Mayes will facilitate an executive roundtable during the event for business leaders to share insights and strategy with each other.

Prior to the event, participants will complete a survey to identify their areas of need and questions for the speaker. Before receiving confirmation, you may be asked to complete an interview.

Date: Thursday, January 29, 2015
Time: 8:00-10:30 AM
Location: 180 W Park Ave., Suite 225, Elmhurst, IL
Admission is $150 per person, which includes a hot breakfast.
Registration, breakfast and strategic networking will begin at 8:00 a.m.
Reserve your space today!
http://public.elmhurst.edu/calendar/286603031.html#.VLl9eS7F8nQ 

 

________________________


*Elmhurst College: public.elmhurst.edu/calendar
*Networking With Impact (NWI): www.linkedin.com/in/norinewiebmer

________________________

**Terri Mayes: www.linkedin.com/pub/terri-mayes/6/621/771

 

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“Time spent on hiring is time well spent.” – Robert Half

Photo of a Meeting with several professionals sitting around a conference table. “Time spent on hiring is time well spent.” – Robert Half

Traditional Interviewing, Performance Based Interviewing, “Projeclications” or “Applijects” are techniques being used to identify the most qualified talent

Before I get into sharing my thoughts I must reference the words, “Projeclications” and “Applijects.” I found both words on the Harvard Business Review Network. That is my validation for using the terms. Besides, they must be words because they both have their own hash tags (#projeclications and #applijects). 🙂

In recent times, employers relied on an applicant’s word, resume, credentials and references. Today the financial risks are too great. Company costs for staffing are categorized as overhead by accountants; however, they are quite different from other company expenditures. Unlike electric bills your people are human capital, valuable assets to your business’s future and brand. We all know that better investments tend to yield the best results.

Today projects called *(“projeclications” or “applijects”) and Performance Based Interviewing (PBI) are often sandwiched between those traditional interviewing techniques with the purpose of finding the ideal employee. However, there are no rules to say that you can’t alter the collection of interview techniques to suit specific needs.

Here is a really good example of this. A friend of mine is seeking a new job as a technology trainer for this cloud software platform primarily focused on Human Resource Operations.

The first two pre-qualifying tasks was the Skype screening then the traditional in-person interview. What follows as part of this long interview process, is this request to a limited group of applicants is to prepare a 20-minute presentation. The topic of the presentation isn’t necessarily related to the work that is to be done, but the preparation and the oral delivery of the presentation is a spot-on representation of what the job entails. Essentially, it’s a job audition where the applicants write content then recite their scripts. Grand idea the potential employer sees the applicants in action making it easier to select a finalist.

The Undercover Recruiter, says that companies love behavioral interviewing

. . . In a traditional interview, it’s easy for the candidate to let their imagination run wild and say exactly what the interviewer wants to hear: “Work late nights and some weekends? No problemo. Increase my travel to 100%? Sure thing.”

In the behavioral interview, you will have to back your gung-ho work ethic with real-life examples, detailing how you handled specific situations. You will most likely be asked to specifics and quantify your answer as much as possible, allowing the interviewer to check your facts with referees, should it get to that stage. . . http://theundercoverrecruiter.com/how-prepare-behavioral-based-interviewing/

There are many creative methods all with the end goal of finding the right person such as a “temp-to-perm” employment scenario. An option to that “temp-to-perm” solution would be to ask the services of the final short-list of applicants to work on-site and alongside the hiring company’s team for a short but predetermined amount of time with compensation for their collaboration.

While the employer is forming their opinion of the candidate, the added advantage for the candidates is they get a better feel for the work and can decide to remove themselves from the selection process if the opportunity is not a good match.

Designers and other people in creative fields have a fair amount of experience with presenting as part of the interview process. They come to the interview with their portfolio; present not only their work but discuss the stories behind each creative product.

Overall it’s a winning situation for the employer and the applicants that get hired to explore different strategies to gauge the value and fit on both sides.

However, in my research I found one warning for the interviewees:
Applicants could be a little cautious when asked to do “projeclications” only to avoid providing free work for unscrupulous organizations. Many consultants, designers and freelancers can attest to getting ripped off in similar situations.—Definitely a discussion for another day. 

Some years ago, I don’t recall exactly when — maybe around 2002 or 2003 an energetic college graduate offered to work free of charge for a trial period to prove himself. At that time, the company that I was working for, wasn’t looking for anyone but how can you turn down a unique offer like that? Well, that approach got him hired with pay.

With the debt incurred by most college graduates it’s less likely that employers will meet excited grads with an interest in working for exposure/experience alone without compensation.

________________________

Upcoming Leadership Forum Related to Hiring
Hire Right or Hire Again 
Presented by Elmhurst Partners at Elmhurst College and Networking With Impact (NWI)

Date: Thursday, January 29, 2015
Time: 8:00-10:30 AM
Location: 180 W Park Ave., Suite 225, Elmhurst, IL
________________________

*Projeclications (Project + Application/Applicant)
Applijects (Applicant/Application + Project)

For more information on “Projeclications” or “Applijects” because you’re thinking I made up those words I recommend you check out this interesting blog piece from the Harvard Business Review Network entitled “Projects Are the New Job Interviews” by Michael Schrage. https://hourlyllc.wordpress.com/2012/05/21/rise-of-the-projeclications-or-applijects/

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New Year Adventures

New Year Adventures, Photo of beautiful waters

Every New Year brings challenges and adventures. Always take time to appreciate the beauty, love, joy and prosperity within every experience and each sunrise.

We wish you an extraordinary New Year!

 

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Seasons Greetings From Gwen & Peace & Harmony Solutions, Inc.

Greetings from Peace & Harmony Solutions, Inc

Greetings #harmonycards

Custom Greeting Cards created by Peace & Harmony Solutions Inc. (312) 379-9828

 

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