Part 2 | Company Culture of Storytelling on LinkedIn | Stories With Traction Podcast

SHOW NOTES:

SERIES: This episode is a part of a two-part series regarding LinkedIn storytelling and strategy.

SUMMARY: In this episode, Rachel Simon and Matt Zaun talk about how business leaders can create a company culture of storytelling on LinkedIn.

RACHEL SIMON BIO: Rachel is the Founder & CEO of Connect the Dots Digital, where she focuses on LinkedIn corporate strategy and how companies can utilize the platform with their employees for maximum results.

For more info, check out Rachel here:
https://www.linkedin.com/in/raksimon/

*The episode regarding “Gamification in Business” can be found here | https://storieswithtraction.buzzsprout.com/1781130/10955349-gamification-in-business

*The Corporate Social Responsibility episodes can be found below…

The WHAT | https://storieswithtraction.buzzsprout.com/1781130/10957192-part-1-what-is-corporate-social-responsibility

The WHY | https://storieswithtraction.buzzsprout.com/1781130/10962306-part-2-why-is-corporate-social-responsibility-important

The How | https://storieswithtraction.buzzsprout.com/1781130/10962553-part-3-how-to-implement-a-corporate-social-responsibility-strategy

MATT ZAUN BIO: Matt is an award-winning speaker and storyteller who empowers organizations to attract more clients through the art of strategic storytelling. Matt’s past engagements have catalyzed radical sales increases for over 300 organizations that range from financial institutions to the health and wellness industry.

Matt shares his expertise in persuasion with executives, sales professionals, and entrepreneurs, who he coaches on the art of influence and how to leverage this for profits and impact.

For more info, check out Matt Zaun here:
https://www.linkedin.com/in/mattzaun/

*Below is an AI-generated transcript, which may contain errors

part two. With Rachel Simon. We're going to talk about how you can create a company culture of storytelling on LinkedIn during this during this episode. Now, but before you listen to this episode, I would encourage you to pause and go listen to part one, which is share your stories. On LinkedIn. So pause this episode, I will have in the show notes, you can just click and go right to that episode, and then we can tackle the part two. So Rachel, thank you so much for being back for your time. Welcome back. I'm excited to dive in.
Absolutely. Can't be lots to talk about.
Yeah, and I feel like last episode, we we covered a lot and I feel like it was extremely valuable. So I just want to do a brief recap before we kind of take what we talked about and dive and expand even further. So we had talked about three main points that I think's very, very important for business leaders to grab a hold of, and that is, you had mentioned authenticity leads to engagement. So really positioning the leader to be more authentic. And that was really good from a branding perspective as well that authenticity is going to lead to engagement. And then you put up a challenge on sharing one story a week to share one story a week, it can be 10 to 15 minutes, where someone schedules it in their calendar as a task. That's what you had mentioned, which I think is invaluable advice and just start sharing one a week and that's going to lead to even better communication skills as a leader, because they're going to understand what story is working, what story is not working. It's a great test lab. Then the advice you gave regarding identifying content buckets was incredible. You talked about just as examples a couple of them could be company culture problems, you solve stuff that you like, as a leader having those buckets. So let's dive a little bit further. So once someone really takes ownership of the messages, they're sharing and they're creating that habit, that routine of consistently sharing stories on LinkedIn, how do they encourage and inspire their teams to do this? Where would they start? Regarding team engagement? Yeah.
And I love that description of it as a habit, because that's exactly what it is. It's building a practice. And we all know practice makes perfect or better. So building that habit and really setting that example when it comes to disseminating that down to the teams, the people that are, you know, out and about doing the work, bringing in new business talking about the company. The starting point is getting consistent brand messaging out to everybody. So this is something I see far too often is assumptions are made. Hey, my toe everyone has a LinkedIn profile. They must know what they're doing. Newsflash, that is not true. LinkedIn is so complicated. I mean, in comparison to some of the other social platforms like you can throw an Instagram profile up in a matter of minutes. a LinkedIn profile has so many pieces, so many components. It changes all the time, like I believe last year. Somebody I believe it was Kevin Turner. Is a great expert on LinkedIn also identified over 60 new features that rolled out in 2021. Now the average user is not going to keep up with that. So understanding that we need to help and coach our team on the how and the why that we want them to use it and literally serve that brand message to everybody on a silver platter. Give them a consistent visuals so that would be branding that they can choose to use and their banner image and a boilerplate description of what the company does to use, in their experience, also a tagline to include in a headline in their headline if they choose to include the company name. The reason why I say that is that lots of company names don't necessarily indicate what they do. Right? There's some just like fun, wild, wacky company names out there. Nobody knows what your company does, just listing their name and your headline is meaningless. So serve that up. I like to say really, literally on a silver platter, make it as easy as possible for your team to be able to pop those components into their profile. So at least you know, you have the same messaging and the same branding going out across everybody's
absolutely this this this screams alignment, right. So getting everyone more in alignment with the consistent brand messaging. I really appreciate you mentioning the complexities of LinkedIn. So there may be people listening to this thinking, wow, complexities. Why should they even do this? What's the importance? So Rachel, you and I were talking before we hopped on here together just on the sheer numbers of what organic reach can bring. So we were talking low numbers and more higher, realistic but more stretched numbers. So just to give people an idea, if you're a medium sized company with 250 employees, and if you get I use the example of 30% alignment, okay, so not the majority of alignment just 30% alignment that would be 75 individuals that are consistently posting stories on their LinkedIn accounts, depending on how many views they get. You are going to be getting if done, right. Millions of views. So we had talked about low and we had talked about high so what was the low number that you had given? I think it was a few million.
It was like 37 million views as I
was like on the lower
side. Yeah, that was the low side and like just thinking about what the cost of that would be if that was paid media. Versus this is free, organic reach it is LinkedIn remains the best platform for organic reach out there. Maybe Tik Tok is creeping up there but like, I don't know about you. I'm not dancing on Tik Tok anytime soon.
Yeah, and that's a good point. And you know, there are many conversations we can have about tick tock one of the things that I would recommend everyone listening to this is there's been a lot of poor strategy regarding tick tock, a lot of clients, even like prospects that the listeners of the stories which action podcasts have not on tick tock and I see a lot of companies wasting their time. So we can we can absolutely dive into that. Maybe one day that'll be a massive platform, and is now but like a massive platform that business leaders could really take advantage of to land clients. But what you and I are seeing Rachel is a lot of engagement on LinkedIn. A lot of individuals prospects are there and that's why it's so important to really get this alignment because of what can can lead to from a number of sheer number of prospective. So I recommend people invest in this I recommend they invest time they invest resources because on the low end, you have 37 million on the higher end I had 150 million views. So I would ask everyone listen to this, what would you pay? Let's just round up to 40. What would you pay for 40 to 150 million views per traffic driving to these profiles, traffic driving to the messaging of your company, if you really sat down and you looked at it from an advertising dollar perspective, more than likely you'd be putting a substantial amount of financial resources in into it. And the way LinkedIn works, it's more that organic. So I think that that really speaks to the why RACHEL So I appreciate you mentioning alignment. So once they have individuals more aligned where they understand the value they understand the why what kind of communication from leadership should they be getting regarding the structure of stories regarding how they can actually have this this consistent brand messaging, where would they start to to put those pieces together?
I think it's going to be from the similar starting point of what the leader that leaders themselves have gone through so again, not to dig on, you know, company mark, corporate marketing. It's it's a tough job. There's a lot of stuff that goes into it and a lot of expectations, but very often accompany marketing strategy when it relates to LinkedIn solely focuses on the company page. And the messaging that goes out is make sure you share and like the stuff on the company page or hey, here are five posts. You can share these so there's no personalization, they're very cookie cutter. And you know, some people will personalize but others just want to get that box checked and are going to copy and paste. So how where does it look if you have like five people from the same company essentially writing the exact same post? Not great. So I think that the key is giving the team the tools they need to succeed but also giving them the freedom they need to be successful.
So let's talk about this this freedom so giving giving team members the liberty to start being creative and I think the creativity aspect leads to a vibrant, vibrant company culture and I think that is really important for leaders to recognize is that you can have fun with this. You can have a lot of fun with this. I recently did well not recently but a little while back. My days are running together. A while back I did a podcast episode regarding the gamification of business and the importance of literally utilizing games to drive out messages and really get team buy in and it really led to this this this vibrant company culture of creativity because all the a lot of business leaders are talking about winning the talent while retaining top talent. We don't want our people to be being taken away from us and all these different things. Well, it starts with creating that that vibrant company culture. So one of the things that I've seen Rachel and I'd love to process this with you and expand out this point is I seen when companies assign an ambassador that focuses on prompts. I've seen it it it shifts the focus from we're going to give you the freedom to do and post what you want, but let's have fun with it. Let's be creative. So like as an example, a prompt could be What is the craziest morning you've ever had coming to work? Or what is the biggest lesson you've had in the last few months or whatever the case may be and then allowing the team members to post stories regarding that. Have you seen that work with different companies like start competitions or games or strategy gamification? Have you seen anything regarding that with companies that you've worked with?
You know, I haven't actually seen that myself but I love that idea because it can be really hard to have the blank page and really like, what am I going to talk about today? Which is partly why again, like we talked about, in part one, that content buckets piece is really helpful and that's something that to your earlier question that should be shared down the ranks. Of what let's come up with what you want to talk about, right? What are your content buckets, but from there, it still can be kind of hard to find, like inspiration of what to post and so giving content prompts is an awesome idea. And they can be ranged from you know telling those personal stories. But also some that are gonna speak to what the company does. What's the biggest client when you've seen you know, what's the what are the problems that you solve? I mean, just helping to pull that content out. But not just make it boring and be like I do Papa, Papa Papa, but getting it into sort of more of a narrative and a storytelling piece. So I think content prompts are fantastic. Because we all could use a little bit of help like to get that engine you know, roaring so that we can take it off.
I really appreciate you mentioning the client wins. So once the biggest client win. That's one of the many importance is outside of the metrics. I started the numbers. So we had talked about you know, the amount of views companies could get if they actually do this so aside from that, you truly are going to be creating a company culture of storytelling on LinkedIn. The power of that is your team members are going to be more cognizant of stories that are happening around them. So think about this, right? So if they actually take what you're saying and they actually apply it. Now they're going to be really looking for those client wins. So How amazing would it be to kind of change different content prompts regarding, you know, one of your favorite clients that you've worked with in the last week to a huge win to a struggle victory story to you know, focusing on different emotions of those clients. Maybe they started out being really concerned about something now they're ecstatic about it. So I think that that would create a culture or not think I know that it would create a culture of team members being more cognizant of that. So they're on the lookout for those stories. And that's what's gonna really go back to one of the first things that you had said regarding habits, the routine is going to build this routine, and then you can start focusing on more of a systematic approach, but I really think it starts with that, that motivation at the start of that to really drive out these stories,
absolutely. And you know, you know that those stories are being told every day in the workplace. They're being shared internally with, you know, within teams, they're being shared up the ladder to leadership to show success or challenges. So it's just a matter of like wrapping your arms around them and utilizing them, at activating them in different ways on LinkedIn. And obviously, you have to be careful. You can't necessarily name your clients but you can tell stories without sharing details that necessarily that identify who you're talking about. And they're just as impactful and powerful. You know, I have one client, I help her in a one to one coaching. capacity and you know, she's management consultant, and I'm always giving her the guidance. I was like, This is great content, you're sharing great content, you have so much value, you need to add in some stories of how your clients have actually done these things. Because that's what's gonna break through more than the fact that you are an expert in this, this and this.
Yeah, that's that's an extremely valid point. I appreciate you mentioned about more of the privacy aspect because I feel like a lot of people get very concerned about that about not giving names up. And I want to I want to speak to that really quick because that's a really important point that is on a lot of individuals minds. And that is one of the things I get often I get this question almost all the time is should the story be true? And my immediate response to that is yes, because the way we communicate and connect as human beings is who are you? What are you about and where did you learn it? Right? So the WHO ARE YOU runs deeper than I'm Rachel or I'm Matt the Who are you kind of goes deep or almost to the core? Are you a person of character? Are you a person of integrity? Integrity, right? So if we're, if as leaders of we're just spewing out lies that really tears into the fabric of who we are, so I always recommend people share truthful stories. But with that said, we always want we want to be mindful of protecting people's identity in certain situations. So as an example, there are a lot of nonprofits out there that are concerned about this because of the potential threat to the person they're sharing the story of. There's a lot of nonprofits that take care of people. So think of you know, if it's a domestic violence situation, of course, they would not want to reveal that person's identity. So they need to be very cautious and careful of how they're, they're putting different characters in the story. And I do with a lot of attorneys as well and of course, they can't name drop different individuals that they have as clients, but there's a way that you can do it to protect the identity of the person you're sharing, but still keep the story intact, to be as truthful and honest as possible. So I don't know if you want to speak to that more, but I appreciate you mentioning that just because I know it's on a lot of people's minds on Oh, should I share names should I not share names if you have permission of the person to share the name 100% And if you're not going, that's not gonna cause any kind of harm to them to share the name? Absolutely. But do you want to speak to that a little bit more about how people could be framing their stories that still truthful, they're accurate or they're sharing something that actually happened to win in business, but they're they're protecting the identity of their clients? Yeah, I
think that you can think about the story. And what are the components? What are the you know, the beginning, middle and end that are the most important and then how can you frame that in a way that makes it a little unclear as far as who you're specifically talking about? So and you can even lay it out there at the beginning of like, that this is you know, you've changed some details just to protect your client or protect the customer. I mean, people do that all the time. Even you know, thinking about like, names have been changed. You know, like true crime fingers or things of that nature. So it's getting down to what is the actual inherent point of this story that I'm trying to get across and like we talked about in part one, we're telling stories, to make a point about a business related topic. So the story isn't the point the story is the frame to tie it into what the actual larger point of it is. Again, if you can get your client or customers permission to tell their success story, great, but some of the stories you're going to share are going to not be success stories, they're going to be challenges. And in that case, you can't say who you're talking about. So you need to be able to kind of make it a little bit obscure, but still get your point across.
Yeah, that's a really good point. That's a really good point. So for anyone asking for an example of this, I have one right here. Let's let's go let's go through. So we were talking about this earlier, Rachel about this one post. I want to dive into it because it does speak to not sharing the person's name. And also there's a very specific reason why I did this. I learned to do this through incredible LinkedIn coaches and strategists like Rachel, as far as the framing of stories, so I want to dissect this with you, Rachel, just to give people an example of what it means to actually share a story on LinkedIn. So recently, I posted a story on LinkedIn regarding taking my son to school, dropping him off and getting to a meeting so I'll read it to you and then we kind of dissect it together. It's good to have a plan and say your kid throws up all over you. Three years ago was on the way to an important meeting. The goal was simple. Drop my five year old off at school and get to the meeting as quickly as possible. If I didn't hit traffic, I would. I would make it just in time. My son said I'm not feeling well, dad. Ah, he projectile vomited all over my suit. And my car from his car seat behind me. I was passed. I started freaking out. I need to be at this meeting. What should I do? I did the only thing I could do. In the moment. I laughed. I called the meeting planner and explain what happened in the most humorous way possible. She loved it. I didn't understand at the time what this conversation would do to our business relationship. This call build trust built rapport and was real. She ended up becoming a huge client. So moral, this story get drenched in vomit. No, I'm kidding. The point is just be real with people. You're not Superman or Superwoman. And if you were it's not relatable to anyone anyway, be yourself be real be human. That story was posted on LinkedIn now for the fourth time. Okay, so I post that story probably about every nine months. Give or take. I think the last time I posted it was maybe seven months ago. So every several months, I'm sharing that that was the fourth time that I posted. I'm gonna post it again. So for people, so I'll just speak to the post a little bit. And then Rachel, I'm interested to hear your perspective on this so we can kind of build from it. Why would I post that? Okay, so I post something like that for numerous reasons. One, I'm telling people, I'm not just some person on LinkedIn trying to get people's money. I'm a father. I am a family man. It's really important for me personally, because it really creates more of that trust factor that I'm not just someone trying to sell something on LinkedIn. And then in addition, I'm speaking to the client that I want to have. I want to have more clients that are willing to work with me especially in circumstances like that, because obviously I couldn't control that situation. That story, and again, it's been posted out for the fourth time has gotten me a lot of phone calls. I've actually booked meetings because of sharing that story. I literally had a call today with someone because they saw it connected with me said hey, I want to bring you in for a workshop. Let's hop on the phone. I love what you're sharing on LinkedIn. So it just goes against speaks to the magnitude of what we're talking about Rachel. So could you share a couple points regarding that just because it was a very real example that I could point to, you know, a timely example. Can we kind of expand that a little bit about the importance of sharing stories similar to that on LinkedIn?
Yeah, well, first of all, I bet post made me laugh out loud and the fact that you've shared it multiple times. Now that's we've been connected for more than seven months. And that's the first time I've seen it. So it's a good point also about repurposing your content because you don't know who's going to see it. And no one is probably going to remember that you posted it whenever you posted it. Why it's a great story because a like you said it is very relatable I don't know a parent out there that has not gotten something disgusting, put upon them by their children. That definitely has happened to me in the past. And reminder that like balancing being a parent, or having responsibilities with family members, and working, I mean, we're all doing our best right? And so sometimes we're like, doing our best to keep it all together. Yep. Like you said, you're gonna get there if there's no traffic. If circumstances work out perfectly. You're on time for this super important meeting. But guess what circumstances did not work out perfectly. And the lesson learned by just being upfront with your potential client, they saw you as like a normal human. I mean, and the truth is is that if that person had been like, well forget it. If you can't make it, then you know, we don't want to work with you. That's not the kind of client you'd want to work with anyway, right. So that bigger, broader lesson of pulling back the curtain and showing that full side of who you are as a human person, is what's going to get you in front of the kind of client that you want to be working with. That's why I love stories like that.
I appreciate you. Absolutely. So you're exactly what you said. you're positioning yourself to get in front of clients. That you want to be working with bills that that that story that leads to more trust, more rapport, more relatability especially if you're dealing with a lot of clients that have children, I'm always mindful that the overwhelming majority of clients that I work with have children so I'd be foolish not to share stories of my kids with business themes intertwined. But I want to talk about numbers. So I'm doing this in real time. I didn't like have this ready to go before hopping on here. I'm literally looking at my phone right now reading this. So Rachel, I mentioned you I shared this four times. You also mentioned a few points that I want people to recognize, especially as leaders trying to encourage their team members to do that. So you had mentioned it was the first time you had heard this story. And it goes to speak to we have been connected but you might not have been on LinkedIn at the time that I posted it the last time it could have been a certain time of the day where you are on a call yourself so you didn't see it, whatever the case may be. That's why it's really good to continue to share it and recycle through. So I shared a four times I'm looking at the numbers right now. I got 30,000 views within the times that I shared it. It took me 20 minutes to write that post. So in my opinion, if I'm going to spend 20 minutes to write a post, I want to get residual benefits again and again and again and again. That's why I'm planning on posting it probably in nine months to a year again. So for everyone listening to this, you're gonna see the players if you follow me on LinkedIn, if you're following my content, one way or another between posting that. I got six phone calls. Okay, I'm looking now at all the people that commented some of the people that engaged six phone calls. So I want people to think about that for a moment. 20 minutes of work, posted at four times 30,000 views, six phone calls, this is what people are missing out on. If they're not encouraging their sales reps, their marketing team, their HR department to this is what they're missing out on by not sharing stories
and their inbound. It's not that you're you didn't get six responses. Because you were constantly pushing out something to people you got six people coming to you. How much more efficient is that? I mean, that's the that's the goal.
So it's the difference between ripping one's hair out trying to do crazy cold call sales pipeline processes versus what you just said the inbound it's the most beautiful thing ever. Those calls. I received messages. Hey, can we hop on a quick 15 to 30 minute call? Want to learn more about what you do see if you're a good fit for our company. We're interested in bringing you in for your services, get on the call. I've landed business from posting that. So within 20 minutes, that is the power of that. And then again to speak back to your point Rachel about these content buckets and then we talked about the content prompts. Now team members are going to be more cognizant of that and they can start utilizing stories within their day to day this is the beauty of it once you get stories that truly have engagement on LinkedIn. More than likely those are stories that your sales reps should be Sarah sharing during a sales pipeline process as far as you know, they're on. They're on the phone, they're trying to close the deal. There are different stories that they can be sharing. They're going to learn that through LinkedIn, maybe there's different marketing channels, they need to be sharing it not just on LinkedIn, but in an email blast. They could learn what's working on LinkedIn to start doing that.
100% I mean, my dad was in sales his whole career. I don't know as sales person that I would not call a schmoozer to use my good Yiddish word. Because, you know, you got to schmooze up the people you have to get them to like you and the way you get people to like you is get them to know a little bit about what you're all about. So we can use these kinds of stories, these kinds of content to kind of schmooze up our audience on LinkedIn. It's just a different format.
Sure, sure. All right. So let's, let's speak to the fear factor. Okay, so so far, people are listening. They're understanding the why they may understand okay, I could do a few things to build this company culture of storytelling on LinkedIn, it could lead to more engagement, more exposure and more sales. But what happens if I have team members that post stories and then critters are contacting them and now they're going to be taken out of my organization? What? Let's speak to that fear factor because there are a lot of business leaders out there. In the United States that that's a huge concern of theirs where they want to restrict what their team members are saying because they don't want their team members to be visible on LinkedIn. So let's let's talk about that for a minute. What are your what would you say to someone like that?
Hate to break it to you recruiters are contacting them anyway. I really I always go back to this. You know, I had an uncle that worked his whole career for GE from start to finish started in his 20s retired in 65. Got his gold watch and pension. We don't live in that world anymore. People don't really work for the same company for for their entire career. And sometimes if you've been I have one friend who has been with her large, you know, kind of global company for almost 20 years. And is considering to make a shift and she's afraid that she's pigeon holed herself into that kind of company because a startup would look at her and think that she wouldn't be the right fit. So we live in a different world these days. And, you know, the idea of like, holding on to your team, you're so afraid they're going to leave, they are going to leave, some people are going to leave and then you're going to find some great new people. So giving them that freedom and just stop worrying about recruiters finding them because recruiters are finding them whether you want them to whether they're posting or not. That's just the world of that we live in, I think.
Yeah, I appreciate you mentioning that. Absolutely. They're being approached but also think about this too. So we're talking about all these numbers. Business leaders can take advantage of this like in a good way. So think about it this way, Rachel, if one of their content buckets was what kind of questions are their hiring managers getting during an interview? If one of the content buckets was speaking to that, they would actually be bringing in more people based on the stories they're sharing on LinkedIn. So as an example, more than likely, when you have managers that are doing interviews, you're getting the same questions. As business leaders, you're getting all kinds of different question, what are those questions? So my challenge to everyone listening is write them down. And then what stories speak to those questions exemplify the values intertwined in those questions that your team could be sharing? So as an example, one of the questions a lot of people are asking in an interview is, is there room for me to grow? Within this organization? So if you have numerous team members that might have started out as interns and now they're VPS? Or maybe they started somewhere in this company where they were regarded like HR and now they're in sales for whatever reason, so there's different rooms for for growth and expansion and more responsibilities than for them to take an active role. Those could be stories that are shared based on the prompts. So then instead of them being concerned about that fear factor about people leaving people will be coming in because now you're attracting the talent you want by sharing the values you have.
I mean, 1,000,000% Yes. And you know, the other to kind of add on to that, candidates are going to look up your their potential managers, their potential team members on LinkedIn, they want to like what they see. And so to your point, being able to show that vibrant company culture is is going to attract the people that you want to come and join you to build that group, you know, to continue to build that company culture. You know, I would imagine today to a question that comes up a lot, because I know it's more important kind of in the coming generation of people entering the workforce is on like, corporate and social responsibility. Push that out to your content. What is your company doing in the community? What are the you know, causes that are important to you? How do you engage your team in something beyond you know, the four walls of, of your building, whatever those various things are, so it is both a customer acquisition tool, but it's also potentially a talent acquisition tool as well.
Alright, so thank you for mentioning the CSR PS. I appreciate it. So I do have to give a shout out to Dan Koval. I did an entire series on the podcast regarding corporate social responsibility. We tackled the What the Why, and the how of all those links in the show notes. of this episode. Go check it out. It speaks exactly to the point that Rachel is making regarding their stories to be shared. If you do have a CSR arm of your company. Don't you want your employees to be sharing that if there's nonprofits that you pour into as an organization that can be one of those content buckets? Rachel write the content bug, as he talked about is if they're spending their day helping a nonprofit or they're pouring their resources in and you have matching, matching contributions. There's all these different stories that can be shared that guess what is going to lead to that vibrant company culture through sharing stories on LinkedIn because there are a lot of companies that are hurting to revive their culture. And a lot of their employees fled to LinkedIn to find their own cultures to find their own tribes on LinkedIn because they were feeling burned out and disconnected within their companies. We'll get ahead of it. My challenge to everyone listening is get ahead of that create a company culture of storytelling on LinkedIn by doing what Rachel said, having these content buckets having these content prompts where they're going to feel more connected to your organization by doing that. So thank you for mentioning CSR, because I've been really excited about the engagement and questions I've been getting regarding this series. So I'll put that in the links. It will speak to what you're saying for sure. Yeah,
I mean, it's such an important topic these days, you know, and even even kind of going more granular. Because, you know, each employees people we all have causes we're passionate about if a employee of this you know, Company X is doing some big thing like they're doing a team and training marathon and they're raising money for the Leukemia Lymphoma Society, or they had some big accomplishment, you know, that they gave in their community they want award in their community. shout that out. I mean, you don't have to only shout out your team for company related wins. Shout them out for personal wins, too. It builds really good well, but it also again, highlights that culture that you're you're, you're celebrating the wins of your people, regardless of where those wins come from.
What you're saying, I don't want it to be lost. I don't want it to be lost because there's so much power in what you're saying. I recently read an article and it spoke to the lack of the words thank you. In the workplace for managers, like it was a staggering the numbers were like horrifying to be honest with you that the lack of legitimate appreciation is so few and far between that if a manager would just say thank you that they appreciate the different elements of work that their teams doing. They would get more buy in. Could you imagine Rachel if they actually applied what you're talking about actually edifying their people on social media edifying their people on LinkedIn. I mean, you want to get people fired up about your mission about your company. To what Rachel are saying and you will have people will go out of their way to share the message of your company and that all ties back to your point, right. So but consistent brand messaging, they're gonna want to consistently tie in and be a team player with that.
Absolutely. Yeah, that's pretty sad that there's not a lot of good culture of gratitude among in companies, I mean, oh, thank you. A little thank you goes such a long way and making people feel appreciated. It should definitely not be discounted.
It was sad, but I think that leaders that grab a hold of that are really going to separate themselves that it doesn't take much to just add a little bit of appreciation. So my goodness, talk about taking what you said Rachel and actually edifying them on LinkedIn, were all their prospects and their potential candidates for job growth and advancement would be that could have major major ripple effects. So really appreciate you mentioning that.
Yeah, absolutely. And there's so many opportunities to do that. Right. I mean, people are always bettering themselves. They get a certification they get their degree or whatever it is. Just give him some, you know, a nice pat on the back, like way to go proud to have you on the team.
Sure, absolutely. Absolutely. That will go a very, very long way. So Rachel, thank you so much for your time. I know you're extremely busy and I appreciate you doing this two part series with me. I know it's going to help a lot of people. So my challenge to people is really good through part one and part two, and part one, we really talked about you as the leader, and really starting that habit and the importance of just starting to share stories on LinkedIn. And then with this part, Rachel, I feel like we covered a lot, and we covered a lot of good stuff, a lot of valuable things. So I want to just recap briefly my three takeaways from our conversation. So you started out talking about consistent brand messaging and really tied in to what you said in the last episode about an alignment. A whole goal is to get alignment regarding the stories, the messaging, then you talked about the content buckets again about the importance of having a systematic approach, a very simplistic way to do that is establishing content buckets. This could also lead to content prompts setting someone up as the ambassador the content prompts on LinkedIn where they're saying different prompts to really create, whether it's a game, whether it's a competition, whatever it is to drive out more of the stories. Then we talked about this is all going to lead to creating a company culture of storytelling on LinkedIn and the importance of it that once an organization starts doing this, they're gonna see stories that are really connecting with their target audience and they can use the stories and multiple different ways sales pipeline processes, another marketing channel, whether it's email, or whether it's even paid advertising, they're going to it's going to be an awesome testing ground for them. So Rachel, thank you again, we covered a lot and if anyone listening to this wants to know more about you what you do, they want to bring you in for training where's the best way that they can connect with you? Well,
you can find me on LinkedIn because that's where I am all the time. I like to say you know when I when I coach, my clients like you can get a lot done in you know, 30 to 45 minutes on LinkedIn. Me I have on there multiple hours a day, but that's my job. So that's where you can find me. And yeah, I'm really passionate about getting teams getting companies to see the sheer opportunity that LinkedIn has for them. And I think the numbers that we talked about at the beginning, should be like, like, mind blowing, if they break it down in comparison to thinking about the paid media cost of that amount of impressions that are organic, and like you said, you took a teeny teeny tiny subset of that. So imagine if you really activated and I like to call it, activate your team to be your best brand evangelists. That's what they are. And when they're just sitting there being quiet, they're doing it is an absolute missed opportunity.
100% So and I will speak to that. So I challenge everyone to if nothing else, follow Rachel on LinkedIn, I will have her LinkedIn account the link in the show notes, follow the content she's putting out because there are tons of LinkedIn coaches, but I really appreciate what you do, Rachel where you really do talk about alignment and you talked about how to get companies on board with not just speaking to the individual but really speaking to