Training By Me

LinkedIn hits 100M users worldwide

2011-04-03T16:00:00.001-07:00

http://ping.fm/jSDx5

LinkedIn hit a major milestone this week when its membership rolls passed the hundred million mark.

The popular social network for professionals and job seekers announced on Tuesday that it now has more than 100 million members worldwide. More than half of those members -- 56 million -- come from outside the United States.

LinkedIn: 5 Useful Tips to Leverage the Waking Giant

2011-04-03T15:54:00.001-07:00

http://ping.fm/61IQ6

I recently heard a CEO refer to LinkedIn as the sleeping giant of social networks. With last week's announcement of 100 million members, the SEC filing in January (in preparation of going public) and 2010 being LinkedIn's first profitable year since the company's eight-year existence -- I'd say the giant has awakened.

For those of us active on LinkedIn, it's obvious the company is moving aggressively. Even this week, you may have received an email invitation to spend your first $50 worth of advertising free of charge via LinkedIn Ads (formerly called DirectAds).

YouTube, Google, LinkedIn offer April Fool?s day gags

2011-04-03T15:53:00.001-07:00

http://ping.fm/8B2EJ

Not getting enough silliness from your friends for April Fool’s Day? Google, YouTube and LinkedIn have all contributed some new media takes on the April 1st routine.

YouTube, for instance, is offering the top viral videos of 1911.

Google has several entries in the April 1 joke lottery. For instance, there is this video of Google’s Product Manager, Paul McDonald introducing “Gmail motion.” It claims that using your computer camera and a spacial tracking algorithm, you can handle your gmail with body gestures alone.

2011-04-03T15:47:00.001-07:00

10 Must-Have Downloads for Facebook, LinkedIn, and Twitter

http://ping.fm/iGJw9

Your favorite social network--whether it's Facebook, LinkedIn, Twitter, or something else--is probably pretty capable on its own. After all, you likely spend plenty of time there already. But with the right app or add-on, your go-to social networks can become even better. Here are several apps, both desktop- and cloud-based, that will allow you to get more out of Facebook, LinkedIn, or Twitter. They'll help you save time, share more content, and connect with new people in new ways.

2011-04-03T15:45:00.001-07:00

Update Your Social Pages All at Once

http://ping.fm/A2qLi

TweetDeck
TweetDeck integrates Twitter, Facebook, Google Buzz, LinkedIn, Foursquare and MySpace in a useful column layout that helps you manage tweets, mentions, direct mentions, and popular Twitter topics. You can use TweetDeck on your desktop, smartphone and iPad. It also integrates photo posting and URL shortening services so you can post links to long URLs without using too much of your 140-character limit.

Seesmic
Seesmic lets you update multiple services at once, including just about any social network you can think of. It also features dozens of plug-ins that turn your Web browsing activities into more social -- or just more convenient -- experiences. For example, the Zappos plug-in lets you see what your friends are buying. Other plug-ins let you navigate YouTube, listen to Last.fm music, read and share your Google Reader feeds and translate your feeds into a different language. Seesmic works in Web browsers, on the desktop and on app phones.

2011-04-03T15:43:00.001-07:00

LinkedIn's Hoffman Defines Web 3.0 as Data

http://ping.fm/ce4fj

What's the definition of Web 3.0? Data, LinkedIn's Reid Hoffman said in a Wednesday afternoon keynote conversation.
Hoffman spoke Wednesday night at the Web 2.0 conference here, where he also talked about the value of data. "One of the really important things good Internet companies do is not ambush their users," he said in a conversation with AllThingsD's Liz Gannes.
According to Hoffman, Web 1.0 consisted of files, where users operated under pseudonyms in chat rooms. He defined Web 2.0 as the emergence of Web apps, where a community of users utilized their real name. Finally, there's Web 3.0 - unfortunately, the platform that it uses isn't a mobile one, but one that's predicated upon data, he said

2010-05-03T11:49:00.001-07:00

“I have NO TIME for Social Media,” I hear this all the time. However, You NEED to make time for Social Media and here is what you can do in Ten Minutes.

10 seconds: Go to your Facebook Account

10 seconds: Login

1 minute: Check through all of your alerts in the top left hand corner of your page.

3 minutes: Respond to all alerts (This will grow as you become more active, but as it grows you will be making sales and you will want to spend more time.)

1 minute: Your post of the day. It can be a photo or link or a question. Make it as open ended as possible so you will have people respond.

40 seconds: Look through your news feed and respond to one posting of someone else’s post.

5 minutes down – 5 minutes to go

10 seconds: Go to your Twitter Account

10 Seconds: Login

30 seconds: Check through posts that have mentioned your account.

2 minutes: Thank and respond to anyone who mentioned your account

2 minutes: Check through your direct messages and respond to any that need a response.

30 seconds: Create your post for the day.

This is very basic social media, but it will put you on the social media playing field and start the conversation with your possible clients and current clients. As your accounts start resulting in more leads you will want to commit more time. Don’t forget to include your website, Facebook, and Twitter account web addresses on all receipts, business cards, and marketing. It will make it easier for clients to contact you online. Come on you can give ten minutes a day to grow your business!!!!!

2010-03-18T19:44:00.001-07:00

What Social Media Users Want [STATS] http://ping.fm/Cnv7T

2010-03-18T10:39:00.001-07:00

Big Pharma Urges FDA to Adopt New Rules for Web Marketing http://ping.fm/cHqs0

2010-02-23T11:28:00.001-08:00

Social Media Sells Pancakes : It Can Sell for Your Business Too http://ping.fm/ouZho IHOP Free Pancakes

Social Media sells Pancakes: It can sell for your business too

2010-02-23T11:26:00.001-08:00

I saw three of my friends on Facebook post the free pancake special at IHOP, also known as the International House of Pancakes, which meant someone was doing something right in the Social Media Department at IHOP. When I investigated further I found the Press Release for the event from Wills Communications, Inc.:

MEDIA ALERT: Free Buttermilk Pancakes on February 23 at IHOP National Pancake Day Celebration to Benefit Children's Miracle Network and Other Local Charities Media Invited to Cover -- Satellite Feed Available GLENDALE, CA -- (MARKET WIRE) -- 02/22/2010 --

WHAT:
In celebration of National Pancake Day, IHOP restaurants
nationwide will offer each guest a free short stack of buttermilk
pancakes in an effort to raise awareness and funds for Children's
Miracle Network and other local charities.
This year, IHOP is hoping to stack up more donations than ever
before, with a goal to raise $1.75 million, for a total of
$5 million in five years with its National Pancake Day fundraising
effort. To find a local IHOP or to donate online, visit
www.ihoppancakeday.com

WHY:
For every delicious short stack of buttermilk pancakes served on
National Pancake Day, IHOP guests are invited to make a donation
to Children's Miracle Network, or other local charities.

WHEN: TUESDAY, FEBRUARY 23, 2010, 7 a.m. - 10 p.m.

WHERE: Participating IHOP restaurants nationwide.
Fun Facts From National Pancake Day 2009:
-- Pancake lovers donated nearly $1.5 million to children's charities, far
exceeding the fundraising goal.

-- IHOP served 2.5 million free pancakes on National Pancake Day 2009.

-- All of the free pancakes served on National Pancake Day 2009 would have
created a stack more than 20 miles high.

-- Since the inception of National Pancake Day in 2006, IHOP has raised
more than $3.25 million and given away more than 6.1 million pancakes
to support charities in the communities in which it operates.

-- National Pancake Day 2009 was IHOP's largest one-day event in the
company's 51-year history.

ABOUT IHOP For 51 years, the IHOP family restaurant chain has served its world famous pancakes and a wide variety of breakfast, lunch and dinner items that are loved by people of all ages. IHOP offers its guests an affordable, everyday dining experience with warm and friendly service. The first IHOP opened in Toluca Lake, Calif. in 1958, and as of September 30, 2009, there were 1,433 IHOPs in 50 states, Canada and Mexico. IHOP restaurants are franchised and operated by Glendale, Calif.-based International House of Pancakes, LLC and its affiliates. International House of Pancakes, LLC is a wholly-owned subsidiary of DineEquity, Inc. (NYSE: DIN).
***NOTE TO EDITORS: For centuries, the English have 'flipped' for pancakes in celebration of Shrove Tuesday, which heralds the beginning of fasting during Lent. Long ago, strict rules prohibited the eating of all dairy products during Lent so pancakes were made to use up the supply of eggs, milk, butter and other dairy products... hence the name Pancake Tuesday. While IHOP's National Pancake Day typically takes place on Shrove Tuesday, this year the company will host its free pancake event on Tuesday, February 23, extending the fundraising window by one week to maximize donations for Children's Miracle Network.

However it was this post from a friend on Facebook that informed me of the special.

I love this example because it proves that Social Media can have a more powerful effect than the typical Public Relations road map. News sources are inundated with Press Releases and getting someone to notice it is nearly impossible, but social media brings it straight to the masses with a niche giveaway, video, or _________ (fill in your creative idea for your business). It was my friends’ enthusiasm to share a day of free pancakes that caught my attention not a fancy TV Commercial, Radio Ad, or Press Release … and that is the power of Social Media for your business regardless of size. What can your business offer to have people so excited that they want to share it with all of their friends on Facebook, Twitter, and even old school email? Plan it today.

2010-01-05T07:47:00.001-08:00

How to say stupid things about social media http://ping.fm/PeUPE This made me laugh :D

2010-01-04T09:07:00.001-08:00

working on my Social Media Portfolio for Bridgepoint Education. Still working on the best way to organize it all.

2009-11-11T22:31:00.001-08:00

I was super pleased with the training at University of Redlands today. I love preaching the gospel of social media.

2009-11-09T13:47:00.001-08:00

View my Video Resume for BridgePoint Education - New Media Specialist http://ping.fm/jycxy

2009-11-09T12:50:00.001-08:00

Just applied for Bridgepoint Education Social Media Position. An awesome fit for me www.maryellengibson.com

MaryEllen Gibson - Perfect Position - New Media Specialist Bridgepoint Education - San Diego, CA 92128

2009-11-09T12:49:00.001-08:00

Due to Bridgepoint Education’s success with its leading-edge educational format, the position of New Media Specialist has been newly created. This position will be a key member of the Corporate Communications Department, working on behalf of Bridgepoint Education and its two academic institutions “Ashford University and University of the Rockies.

Reporting to the Director of Public Relations, the New Media Specialist (NMS) will identify, develop, and maintain meaningful relationships between Bridgepoint Education and its various online communities, including social media sites, blogs, and online reporters and producers. The NMS will use his/her core knowledge of online social networks to determine how new/social media can be strategically applied to support both communications efforts and the bottom line. In an effort to fulfill the company’s mission and goals, the NMS will execute a new media strategy to analyze and make informed recommendations to senior management regarding the company’s involvement in online communities and media sites. The NMS will also be directly involved with the development and management of our Online Media Rooms.

This is a newly created position that will place a heavy emphasis on the development of social media relationships and the ability to nurture those relationships through online communications. The NMS will use new media to tell the Bridgepoint/Ashford/Rockies story, utilizing blogs and podcasts to demonstrate the expertise of our management team and faculty members in order to attract media attention. He/she will be responsible for all new media outreach, will provide support for monitoring investor sites and financial communications sites, and will serve in a support role for traditional media relations and other external and internal communications functions to serve the company’s strategic goals. The NMS will also coordinate the authorized participation of employees, students, and other stakeholders on social media sites and will monitor what’s being said about Bridgepoint/Ashford/Rockies, providing valuable feedback to management.

Duties and responsibilities include researching and gathering feedback from various audiences; planning and executing communications processes that support key business goals and ensure message consistency throughout the organization; and meeting with management to identify and recommend goals and opportunities. The NMS will consistently monitor all social media outlets, measuring the results to verify that efforts have produced intended outcomes. The NMS will work with core groups within the organization “ including the IT and Marketing departments “ to help shape, direct and manage the nature of all information delivered to our online communities in a timely, accurate, compelling and engaging manner.

Responsibilities:

-Assist the Director of Public Relations in the development and implementation of new media relations initiatives
-Create online community guidelines and methods, as well as strategies to enforce them
-Create a voice for using the appropriate new media tactics, working to ensure proper representation, brand positioning, content strategy and messaging, and achieve internal consensus on the plan
-Know which new media tools to apply under which circumstances “determine what content to feature on blogs, discussion forums and other social media sites
-Build Online Media Rooms that will deliver our message, attract journalists, and serve as trusted sites for industry news
-Ensure that new and approved content is constantly being added to our sites
-Monitor and assess the social media conversations taking place about our organization and make recommendations on how to respond to the commentary
-Manage all new media channels of communication “Blogs, Twitter, YouTube, Facebook, MySpace
-Use blogging and other forms of online communication, as well as creative thinking, as a way to connect with new constituents
-Foster communication between members of our communities
-Supervise internal and external social media communities to increase corporate, campus, and employee involvement in our Bridgepoint/Ashford/Rockies communities
-Develop and execute a strategy on how to put out fires before they ever start
-Gain the trust and ear of our social communities
-Engage with our communities by posting messages, responding to questions, and moderating discussions
-Develop interactive programs such as contests for members of our social media communities
-Report progress, problems, and recommendations to management
-Manage analytics reports and membership data
-Serve in a support role to produce content for the Corporate Communications Department
-Assist with all corporate communications activities, as directed

Education & Experience:

-Bachelor’s degree required
-5-7 years of experience with demonstrated success in New/Social Media Communications “community building and maintenance, social media strategies and outreach
-Experience in Public Relations, Communications, Marketing, or a related field a plus
-Successful experience building, launching, and managing online communities
-Experience in Higher Education a plus
-Extreme proficiency with all social media tools “ the Internet, blogs, podcasts, webcasts, wikis
-Keen knowledge of the role social media can play in an organization’s communications strategy “ both the risks and the rewards
-Ability to develop new media focus, set strategy and tactical execution plans; analyze and report findings to management and make recommendations
-Active on social media platforms and proficient in establishing and tracking social media metrics
-Proven deep understanding and thought leadership in the areas of user psychology, new media, and social networking
-Ability to counsel internal constituents on social media opportunities and best practices
-Excellent organizational skills with attention to detail and thorough follow-through
-Strong personal initiative, quick-learner, self-starter, mature, personable, ability to socialize in new situations and project a professional demeanor at all times
-Demonstrate excellent overall communication skills and have a creative, innovative, and ahead-of-the-curve approach and mindset, all while demonstrating good judgment
-Ability to see the “big picture”, be a team player, and work independently
-Must be flexible with the ability to multi-task and adjust to frequently changing priorities in a fast-paced working environment
-Experience writing news releases, making presentations, and working with the media a plus
-Excellent verbal, written and interpersonal skills
-Design and Photoshop experience a plus

2009-11-09T07:30:00.001-08:00

Join me on Wed. for Facebook for Business. It is free http://ping.fm/4OpJe

2009-11-04T12:37:00.001-08:00

Google Adds New Social Media Features to Friend Connect http://ping.fm/BUiuf

2009-11-04T12:35:00.001-08:00

Casinos use social media sites to reach customers
http://ping.fm/ldgyr

2009-11-04T12:34:00.001-08:00

Social media not causing isolation after all http://ping.fm/cwoCB

2009-11-04T12:32:00.001-08:00

Mobile Social Media, America’s New Addiction http://ping.fm/AYmgZ

2009-11-02T11:10:00.001-08:00

Banning Social Media Is Counterproductive .... YESSSSS! http://ping.fm/AQi92

2009-11-02T11:09:00.001-08:00

Ten Things Social Media Can't Do http://ping.fm/f1cdw

2009-10-31T10:22:00.001-07:00

MaryEllen Gibson creates Video Resume for Barona Casino - Social Media Position http://ping.fm/Kz4B8

2009-10-30T21:57:00.001-07:00

The Perfect Position for me at Barona Casino. http://ping.fm/GU5EY

I found my perfect job at Barona Casino : SPECIALIST, SOCIAL MEDIA / WEB CONTENT

2009-10-30T21:46:00.001-07:00

This would be the perfect job for me the possibilities are endless. A casino & resort has endless items to blog, tweet , and post about. I am looking forward to a phone call from @baronacasino
This is the job description:
Responsible for leading and implementing Barona social media efforts and copywriting web content.
This position will report to the Internet Marketing Manager and will be responsible for outgoing communications, monitoring, responding and reporting across a variety of social media properties including, but not limited to: Twitter, Facebook, YouTube, MySpace, and Yelp. The Social Media Specialist is also the lead for Barona blogs, and will work with various Barona employees and management to manage content for Barona blogs. This is a hands-on position which will require an ability to multitask and use technology to enhance and expand the reach of Barona’s social media efforts. They will represent the “face” of Barona for social media.
TYPICAL WORKING CONDITIONS:
Minimum of 40 hours per week is required from Monday through Friday. This position may require additional hours before or after normal business hours, and may require additional time on usual days off. This position may share office space with one or more other employees.
ESSENTIAL FUNCTIONS:
• Works closely with the Internet Marketing Manager to manage Barona social media properties and helps drive social media strategy.
• Recommends and executes social media marketing campaigns to drive traffic, build awareness and support Barona online and offline programs.
• Maintains and updates information on Barona social media sites and accounts, and works with the Internet Marketing Technologist/Generalist to manage content on Barona.com to ensure consistent voice across online properties.
• Monitors mentions of Barona on third-party websites, and ensures content is accurate and up-to-date.
• Monitors conversations about Barona online; reports on conversations to Barona departments and management as needed, to help maintain and protect the Barona brand.
• Ensures social media programs and web content enhance Barona SEO efforts.
• Tracks Barona social media growth, performance, and customer/prospect participation. Provides ongoing reporting of social media efforts and results for internal departments.
• Leads cross-functional social media and blog team, and works closely with various departments across Barona to determine new content, promotions and community features. Establishes, monitors, and enforces standards within the social media team and communities.
• Launches and manages Barona blog including solicitation of content from across the organization.
• Stays abreast of social media industry trends and tracks competitors’ social programs, and educates teammates.
• Works with the Creative Services team and external vendors to create and implement graphics and video into social media efforts, and makes recommendations to enhance Barona websites.
• Assists in project management and implementation as needed; will work with the Internet Marketing Specialist to manage overflow projects.
• Assists in execution of marketing programs to achieve stated objectives.
• Maintains a level of professionalism to protect the Barona brand.
• Shows attention to detail and accuracy in work.
• Keeps Barona and customer proprietary information strictly confidential.
• Protects property assets through effective management of marketing materials and proprietary information in alignment with Barona guidelines, including but not limited, printed materials, verbal communication, emails, etc.
• Performs other duties as assigned.
NOTE: This description incorporates the most typical duties performed. It is recognized that other related duties not specifically mentioned may also be performed. The inclusion of those duties would not alter the overall evaluation of this occupation.
MINIMUM QUALIFICATIONS:
1. Two (2) years of experience in web content development/maintenance and implementation of social media programs; demonstrated experience in digital marketing (blogs, online communities) and use of social networking tools (Twitter, Facebook, MySpace, etc.) to promote business objectives.
2. High level of excitement, interest, and participation in the world of social media.
3. Outgoing personality who enjoys interacting with a variety of people.
4. Customer service oriented attitude.
5. Basic understanding of SEO principles.
6. Ability to contribute in multiple roles/levels in a fast-paced team environment.
7. Strong desire to do things “right” with attention to detail.
8. Excellent documentation and reporting skills.
9. Ability to work independently, be results-oriented, and have excellent time management skills.
10. Desire to provide excellent client service – this is on a Marketing Services Team.
11. Knowledge of HTML, CSS, Dreamweaver and all Microsoft Office software products
REQUIRED EDUCATION:
Bachelors degree in Marketing, PR, Business, or related field.
REQUIRED EXPERIENCE:
A minimum of 2 years of web/online experience with a focus on online community or social media initiatives. Experience with the analysis of web traffic data; Omniture SiteCatalyst a plus.

If anyone knows anyone over there , put in a good word for me.

It is so easy to contact me:
www.maryellengibson.com

2009-10-26T11:38:00.001-07:00

Social Media as a Recruiting Tool, Your Feedback.
http://ping.fm/qSpuo

2009-10-26T11:36:00.001-07:00

4 Reasons Your Organization Should Embrace Social Media http://ping.fm/8p4AF

2009-10-26T11:35:00.001-07:00

The New PPC: Paid Advertising in Social Media http://ping.fm/mPLlu

2009-10-22T10:06:00.001-07:00

Wondering what a Mash-Up is? http://ping.fm/hWcoz

2009-10-22T10:05:00.001-07:00

Social Media Articles by MaryEllen Gibson http://ping.fm/0JcvV

MaryEllen Gibson fits the description for the SEO & Social Media Marketing Manager at HubSpot

2009-10-21T16:04:00.001-07:00

MaryEllen Gibson fits the description for the SEO & Social Media Marketing Manager at HubSpot

She is an SEO freak.

She is using social media and content as part of her optimization strategy.

She is a recognized leader in the field

Her skills are world class.

She is the right person to become HubSpot's first SEO and Social Media marketing manager. She can be the SEO and Social Media guru at a company that is a leader in both areas.

As the SEO & Social Media Marketing Manager, she would be responsible for search engine optimization on all HubSpot sites and for HubSpot's social media and community presence. She could be evaluated based on her ability to grow organic search traffic and traffic from social media sites like LinkedIn, Twitter and Facebook. She would have enormous freedom to figure out how to do this. Possible strategies might include onpage optimization, targeted link building, new keyword targeting, increased content production, increased social media engagement, product development and anything else that she thinks will move the needle.

She would also be expected to innovate and publish -- to find new ways for businesses to rank in search engines and to share these innovations with other businesses via blog posts, how-to videos, webinars and public speaking. She would be responsible for building HubSpot's position as a thought leader in SEO and social media.

Here are a few more specific qualities she posses:
• Five plus years of professional search engine optimization experience.
• Active, robust accounts on Twitter, Facebook & Linkedin.
• An experienced and successful blogger.
• Startup or entrepreneurial experience .
• Highly analytical; she thrives in data-driven organizations. (MBAs are so that way)
• She is smarter than the hiring manager. More importantly, she isn’t afraid to hire people who are smarter than her.
• She has a chip on her shoulder. (You're ambitious, not complacent.)
• Intensity excites her.
• She is a people person.
• She gets things done.
• She’s a very creative thinker.
• She’s not afraid to do the heavy lifting required of any job that has enormous potential for growth.
• She’s agile. She doesn’t get hung up on projects that don't work; she can correct her direction quickly.
• She’s a quick learner.
• She understands HubSpot and what they do.
• She is fun to be around.

However as much as this job would be awesome. She has no desire to live in Massachusetts ……..BUMMER

However if your company is located on the West Coast she can offer these same outstanding social media & SEO skills to you.

Contact her today

www.maryellengibson.com

2009-10-21T15:45:00.001-07:00

What is Net neutrality ?? http://ping.fm/RzfGY

2009-10-21T15:34:00.001-07:00

My favorite Twitterisms http://ping.fm/8V05B

2009-10-21T15:33:00.003-07:00

What is a tag cloud? http://ping.fm/5qXvB

2009-10-21T15:33:00.001-07:00

What is UGC ? http://ping.fm/rxQHG

2009-10-21T15:31:00.001-07:00

All the Social Media Site Links you will ever need. http://ping.fm/PdF7X

2009-10-21T14:08:00.001-07:00

CIA to start spying on social media?
http://ping.fm/zHW7P

2009-10-21T13:56:00.001-07:00

Join us on Facebook. Social Media News http://ping.fm/z2NFN

2009-10-21T09:59:00.001-07:00

Have you ever head of Collective intelligence ? http://ping.fm/g2yJb

2009-10-21T09:57:00.001-07:00

What is Crowdsourcing ? http://ping.fm/lPoKE

2009-10-20T21:39:00.001-07:00

My Media Kit is done http://ping.fm/ViIjs

2009-10-20T21:38:00.001-07:00

What is " cloud computing " http://ping.fm/D8GtA

2009-10-20T21:36:00.001-07:00

What is an " API " ? http://ping.fm/reftd

2009-10-20T21:35:00.001-07:00

What does " Above the Fold " mean on a website? http://ping.fm/a5iyD

2009-10-20T12:13:00.003-07:00

Just signed up for Inbound Marketing University http://ping.fm/o6GkC . A free chance to grow my brain. #inbound

2009-10-20T12:13:00.001-07:00

Just signed up for Inbound Marketing University http://ping.fm/ssu8x . A free chance to grow my brain. #inbound

MaryEllen Gibson can be the subject matter expert for Mazda North American Operations (MNAO).

2009-10-19T21:44:00.001-07:00

www.maryellengibson.com

Her responsibilities will include:
the management, creation, direction and execution of Mazda’s on going social media strategy. She understands the social marketing space and is able to identify and communicate social media opportunities and create materials in support of social media executions supporting social media at various operational levels throughout Mexico, Canada and the United States. As a member of the digital marketing team the social media manager , MaryEllen Gibson, posses a thorough understanding of the social media space and its potential impact in other areas of digital marketing including but are not limited to:

• SEO/SEM. .
• She is an excellent communicator comfortable with writing, public speaking, supporting and training at all levels of the organization.
• MaryEllen Gibson is able to function autonomously in a fast paced dynamic environment providing clear direction and feedback with-in an agency supported team. She posses strong project management.

MaryEllen Gibson’s Essential Duties:

• Lead strategy/execution for social media activities/campaigns, and evaluate results in an ongoing basis.
• Set targets and timelines for social media programs and key initiatives while managing to the Mazda marketing calendar where feasible.
• Deploy social media programs and technology to create innovative and creative campaigns in support of product, brand, and marketing initiatives.
• Lead efforts to devise system(s) of measurements and key metrics to understand effectiveness in terms of social media penetration and impact of social media reputation and perceptions.
• Manage budget while hitting performance goals.
• Develop and maintain a process workflow that ensures consistent execution and delivery of social media marketing campaigns with creative and technology teams.
• Develop business requirements documents and marketing distribution plans for widgets and social media applications.
• Develop a set of best practices and devise recommended rules of engagement, helping to build social media capability worldwide.
• Stay abreast of social media tools and industry trends.
• Benchmark and research competitor and industry leaders in social media as a means to identify clutter free opportunities to strengthen the customers/prospects relationship with the Mazda brand.

MaryEllen Gibson’s Qualifications:

• Masters of Business Administration
• 8+ years of work experience in an interactive field
• Specific experience in managing an online community desired.
• Hands-on experience in managing and/or marketing digital properties, including but not limited to display marketing campaign, search (SEO and SEM), relevant experience interfacing with and utilizing social media tools sets:
(Facebook, MySpace, Flickr, Twitter, Ning, Stumbleupon and others), mobile applications and widgets.
• Website development project management experience
• Experience managing direct reports and or agency relationships required.
• Experience in Photoshop
• Experience with and demonstrated understanding of social media toolsets
• Excellent computer skills and an understanding of website technology, topology and user interface best practices.
• Experience with photography/videography and video editing tools
• Excellent communication and writing skills
• An understanding of the automotive industry and passion for Mazda products
• Ability to work with in a deadline oriented fast paced team environment

Are you looking for a Social Media Manager that Can:

2009-10-19T21:18:00.001-07:00

• Oversee your company’s presence across social networks, including the profiles of major
• Be responsible for creating engaging viral campaigns to promote your brands, as well as building out a social network in your specialty area

Key Responsibilities will include:

• Plan, manage, and execute social media campaigns
• Work with internal teams to create compelling viral campaigns to drive trainer and brand awareness
• Track and report performance on all social media efforts
• Research and propose new opportunities for social media marketing and advertising campaigns
• Effectively communicate and build internal and external relationships through social networking
• Investigate and implement new technologies, services and automation capabilities, and/or vendor solutions that enhance social media efforts.
• Develop plans to support new product launches and company initiatives
• Development of annual business plan for social media programs

Requirements:

• Masters of Business Administration MBA
• 8+ years previous online marketing experience
• 3+ years of social media marketing and advertising experience
• Thorough knowledge of how to maintain and grow a social media presence across array of networks and technologies
• Strong understanding of social media in relation to broader media mix
• Strong knowledge of user-generated content, Web video, and viral marketing on the Web

You have found the perfect Social Media Manager

www.maryellengibson.com
maryellengibson at gmail dot com

MaryEllen Gibson Can Be Your Next Senior Digital Media Manager

2009-10-19T14:21:00.001-07:00

Are you seeking a Senior Digital Media Manager who is directly responsible for the strategic planning, buying, and analysis of all digital media programs to attain company objectives and drive profitable sales growth. MaryEllen Gibson has a special focus on emerging media, including social media, blogging, mobile media, and online video marketing.

MaryEllen Can:

• Participate in the development of digital media and in overall broadcast, print, and digital strategy development to determine optimal spending/media mix to attain company objectives; drive profitable sales growth, traffic, new customer acquisition and brand loyalty/favorable brand opinion
• Manage the development of emerging media channels to gain a competitive advantage in the digital space, including digital advertising, paid search, social media, mobile development, online video
• Manage the integration of new media channels to existing media mix to maximize productivity of the advertising spend and increase visibility to target customers
• Manage the development of competitive intelligence & insights for use in strategic planning
• Review all activity for ROI and recommended changes to plan to improve ROI and key performance indicators
• Participate in and manage digital media planning and execution, including social, mobile, online media. Monitor competitive efforts and effect changes as needed.
• Day to day responsibility for participating in management of agencies.
• Collaborate with your business, Marketing, Merchants, Operations, Marketing Intelligence, Promotional Planning and other internal key stakeholders to develop and implement tactics to support strategic vision.
• Review budgets and timetables
• Provide financial oversight and budget recommendations of a digital media budgets for retail and other enterprise partners
• Provide monthly forecast and recommendations to ensure expenses are in line with plan
• Provide cost justification for incremental activity
• Review all activity for ROI and recommended changes to plan to improve ROI

MaryEllen Gibson has:
• 8 plus years of previous work related experience
• Has an advanced understanding of advertising and media industry trends/developments, and uses this knowledge to present business building strategies
• Well versed in all media: online advertising, social, SEM/SEO, broadcast, print. Has a thorough understanding of and actively participates in the media planning and buying process as it relates to strategic planning.
• Detailed understanding of the business and channel along the dimensions of: financials and measurement, organization; customer segments; infrastructure, sales channels , etc.
• Strong communication skills; external, and internal collaboration
• Proven ability to develop people and build strong teams
• Proven leadership skills and ability to influence others in order to achieve strategic vision
• Strong computer/technical skills
• Strong analytical and critical thinking skills
• Financial skills to manage media planning and budget responsibilities
• MBA Masters in Business Administration

2009-08-07T13:26:00.001-07:00

Facebook, Twitter, LinkedIn, MySpace ... What? http://ping.fm/rN8Qr

2009-08-07T13:25:00.001-07:00

More over-25s logging on to social networking sites http://ping.fm/nYEAs

2009-08-07T13:24:00.005-07:00

Do 297 hospitals really use social media? Should you?
http://ping.fm/tSWwI

2009-08-07T13:24:00.003-07:00

Should social media be used in education? YES http://ping.fm/iaBl5

2009-08-07T13:24:00.001-07:00

Social Media Ban: Should Companies Join The Marines? http://ping.fm/IPX2w

2009-08-07T13:22:00.001-07:00

Marine Corps Bans Social Media On Military Network http://ping.fm/VOfHj

2009-08-07T10:32:00.001-07:00

What the **** is social media? http://ping.fm/X1Qds

2009-08-07T10:31:00.001-07:00

Being True To Your Social Self http://ping.fm/jz5QH

2009-08-07T10:30:00.001-07:00

Facebook pages for schools http://ping.fm/wLBF3

2009-08-07T10:29:00.003-07:00

Kids Go Social http://ping.fm/h57qL

2009-08-07T10:29:00.001-07:00

Twitter blackout left users feeling 'jittery,' 'naked' http://ping.fm/pIGM7

2009-08-07T10:27:00.001-07:00

How to Use Social Media to Promote Your Business http://ping.fm/DxOq0

2009-08-06T17:33:00.001-07:00

Hacker attacks silence Twitter, slow Facebook http://ping.fm/wy4Dr

2009-08-06T17:32:00.001-07:00

Hackers attack Twitter, Facebook also slows down
http://ping.fm/BB9MD

2009-08-06T17:31:00.001-07:00

Customer gripes get fast action http://ping.fm/29lKo

2009-08-06T17:28:00.001-07:00

Businesses Lack Social Media Policies http://ping.fm/929hm

2009-08-06T17:12:00.001-07:00

Yes, Social Media is a huge part of my job search plan http://ping.fm/NUMzR

2009-08-06T17:11:00.001-07:00

6 ways to leverage social media for smoother travel http://ping.fm/0ODt1

2009-08-06T17:10:00.001-07:00

What's the Eye of the Social Media Storm? http://ping.fm/3YPDa

2009-08-04T20:48:00.001-07:00

Social Media for Business http://ping.fm/IJ4Wr

2009-08-04T20:45:00.001-07:00

Marines block social networks, concerned about security http://ping.fm/kCPmc

What is the difference between managers and leaders? Is it possible to be an effective manager without being a leader? Provide examples to support your answer.

2009-03-08T18:12:00.001-07:00

The difference between managers and leaders are their pathway to job completion. I believe that managers deal more with processes and procedure. A manager is thought to be more structured, controlled, analytical, and rule-oriented. A manager might purely look at deadlines and outcome achievement. I think managers that are not leaders may look at projects more as a project manager. Leaders create environments where workers can achieve success through collaboration and team building. Leaders tend to be experimental, visionary, unstructured, and flexible. Leaders create goals with their team members. I believe that workers tend to work more diligently for leaders than managers because they feel as though the goals set have included their outcome as well. I believe a manager can get the job done, but not necessarily the best job possible. I also believe a strong leader on a team is not always the manager. I believe in today’s workforce that members of a team that specialize in specific areas can be a leader and have it be acceptable by all members of the team including management. According to Seth Godin in the book Triibes people want to be led and motivated they don’t want to be managed. Leaders create movements in which people want to join and be a part of.

What is a significant employee behavior issue that managers confront in the workplace? According to organizational behavior theories, how do you think it should be addressed?

2009-03-08T18:10:00.001-07:00

There are many significant employee issues that managers must confront in the workplace some of these are Productivity, Absenteeism, Turnover, Deviant Workplace Behavior, Organizational Citizenship Behavior, and Job Satisfaction. I think the most significant of these behavior issues are Organizational Citizenship Behavior. These are the behaviors that allow the workplace to be a civilized community that works positively together.

Successful organizations need employees who will do more than their usual
job duties—who will provide performance that is beyond expectations. In today’s
dynamic workplace, where tasks are increasingly done in teams and where flexibility
is critical, organizations need employees who will engage in “good citizenship”
behaviors such as helping others on their team, volunteering for extra
work, avoiding unnecessary conflicts, respecting the spirit as well as the letter of
rules and regulations, and gracefully tolerating the occasional work-related
impositions and nuisances (Robbins & Judge, p. 30)

It is important that everyone is willing to go above and beyond to create a successful outcome in the department or organization. Good leadership can create this community. Leaders that lead from within can exemplify these characteristics for their employees to follow. They can create an environment where employees feel comfortable to be flexible, and feel that their above and beyond attitude is appreciated by leadership and team members. This allows the department to work more as a team.

Robbins, S. P., & Judge, T. A. (2007). Organizational behavior (12th ed.). Upper Saddle River, NJ: Pearson Education.

Blog title...

2009-03-08T18:08:00.001-07:00

In what specific ways can an individual influence an organization through the quality of his or her management and leadership skills?

I have found that the three most important leadership skills an effective manager can bring to a management position are attitude management, procedure management and goal setting.

I believe that attitudes are as contagious as the common cold. A manager that keeps a positive attitude can affect the entire team in a encouraging manner; in that same vein a manager with a negative attitude can cause the entire team to be pessimistic.

Procedure Management is important for a team in order to have a consistent way of approaching projects. If a team feels like they need to recreate the wheel every time they encounter a new project they will waste time and money. Proper procedures can keep a team organized and efficient. A manager that knows how to put these procedures in place and manage them can keep their team running smoothly.

Goal Setting is imperative for managers. Everyone on the team needs to know what the outcome of a project should look like. A manager that sets strong goals for their team and allows them to understand their role in the outcome can expect powerful results. A truly effective manager may have his team contribute to the goal creation so they have ownership in the final results.

Career Development Plan

2009-02-16T17:56:00.001-08:00

Feedback & Performance Improvement:

Sales Team will be given feedback in three formats:

1. Weekly Sales Quota Report
2. Monthly Customer Service Report
3. Quarterly Sales Associate Performance Report

Employees will have the opportunity to set up a meeting with the training manager to work on any area that received a score of requires improvement. This will be available weekly for Sales Quota Reports, monthly for Customer Service Reports and quarterly for Performance Reports. Employees receiving scores above requires improvement will also be able to set up meetings with the Training Manager after all requires improvement meetings have been completed. We believe the ability to meet with the training manager will allow all sales associates to reach higher levels of performance. Training Manager may set up subsequent meetings with Sales Managers and Sales Customer Service Manager if additional on-the-job training is required.

Promotions and Educational Opportunities

When open positions become available in the Sales Leadership Team members of the Sales Team will be given the opportunity to submit applications and resumes for the available position. Remaining members of the Sales Leadership Team and Senior Management will then conduct interviews of the top three Sales Associates considered for the position. If a member of the Sales Associate Team is not chosen to fill the open position then the job will be flown to the public.
Educational Opportunities are available to all Sales Associates. If a Sales Associate would like to attend a conference style training (1-5 day training) approval will be required by the Sales Leadership Team. If a Sales Associate would like to receive a bachelor or masters degree and would like partial tuition support from EnviroTech approval will be required from the Sales Leadership Team and the Senior Management Team.

Family Support

We at EnviroTech realize that you have a family outside of work for this reason the following programs are offered:

Family Medical Leave Act:
FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to ''eligible'' employees for certain family and medical reasons. Employees are eligible if they have worked for their employer for at least one year, and for 1,250 hours over the previous 12 months, and if there are at least 50 employees within 75 miles. The FMLA permits employees to take leave on an intermittent basis or to work a reduced schedule under certain circumstances.
If you feel you may have a situation that may qualify for time under the FMLA please contact Human Resources as soon as possible.

Sick Time / Personal Time:
Sick Time or Personal Time may be used for situations pertaining to the employee or members of their immediate family (spouse, partner, children, or parents)

Parental Educational Support:
Employees may take off up to 20 hours a year of unpaid time off to attend parent conferences, school meetings, or volunteer time. Employee’s immediate supervisor must be informed at least one week prior to this requested time off.

Leadership Team:
Adaptation for Sales Leadership Team Members for career advancement

Jim Martin, Vice President of Sales
Jim Martin currently has a bachelor’s degree and has expressed a desire to go back to school for his Masters in Business Administration. The Senior Management Team has agreed to pay half of Jim’s tuition since this is related to his current position.

Shane Huck, Sales Manager
Shane has requested to attend the Covey Leadership: Great Leaders, Great Teams, Great Results (3-Day Workshop) all members have agreed that this training will facilitate with the training of the Sales Associates so it has been approved.

Tom Gonzalez, Sales Manager
Tom currently feels that the Train the Trainer program is enough to handle at the moment. He has been mentoring some sales associates and feels that his home life is suffering due to extended work hours. He may be choosing to work a flex week of 4 ten hour days to support both the sales team and his home life. This has been approved by Senior Management.

Susan Burnt, Sales Customer Manager
Susan is currently mentoring many sales associates in customer management. She is currently being given a mentoring stipend because of her dedication to these associates.

Ving Hsu, Training / Product Educator Manager
Ving has requested The Brooks Group training. EnviroTech has sent sales staff to The Brooks Group training in the past and feel that the return of investment was positive. Ving has also been cross training with the sales manager and customer service manager so he can assist the sales associates more fully.

Conclusion and Budget:
The current budget for this plan is zero dollars. The trainings are allocated under a special “training” budget and must be approved by the Leadership Team and Senior Management Team. This plan is expected to be effective because of the prior “buy-in” by members of the Leadership Team and Sales Associates. The benefits for this plan are expected to be higher job satisfaction, higher customer satisfaction, and a deeper understanding of company policies and procedures. The return of investment for this project is expected to be shown in a higher volume of sales and customer retention.

What are your thoughts on evaluating an employee?s performance based on what a manager thinks he or she deserves, as opposed to what his or her work entails? Support your rationale with examples

2009-02-13T13:08:00.003-08:00

The importance of job performance forms is imperative for this reason. It is important what a manager thinks of the employee to say the contrary would just be false, but a job performance report systematically reviews employees on consistent skills and performance. It requires the manager to evaluate the employee’s skills and outcomes and makes it more difficult to slant the entire report to their way of thinking. A manager can still give a negative report but will need to back up the report with examples of not meeting the previously agreed upon jobs and performances. If the manager has a bias for or against the employee it may be easier to prove with a consistent job performance report.

In recent years, there has been a concern of grade inflation within academia. Do you think a case could be made for performance appraisals being inflated? Why or why not.

2009-02-13T13:08:00.001-08:00

I have been involved in the discussion as an educator of grade inflation within academia and educators having performance appraisals inflated. In the field of education I would agree with both of these statements, but in the business arena I have not experience the same inflation. As a teacher I would be evaluated every year for my first two years and then every other year after I received seniority. Being evaluated consisted of having my principal come in twice during the year and observe a lesson. My student’s grades nor their success or failure were included in my evaluation. When I joined the business world and started being evaluated it was a stark contrast. I was evaluated on my job performance and my results. It was no longer good enough to do a good job I had to accomplish something while doing a good job. My marketing metrics were taken in to account of my total job performance.

Are the intangibles, such as personality, attitude, and behavior, as important to consider when evaluating an employee as his or her work product? Provide some examples to help explain your rationale.

2009-02-13T13:07:00.001-08:00

I believe that intangibles such as personality, attitude and behavior should be included when performing a job performance analysis. In many positions personality, attitude and behavior make the position successful or not. The three positions I think of when I think of these intangibles being imperative are nurses, sales people, and customer service.
In the frontline of the health care industries nurses need to have more than just the medical book knowledge acquired in Nursing School. Nurses must have what is known as “bedside manner”. They are required to have certain intangible qualities that make them successful dealing with patients, families and doctors. These should be and are included in many nurses’ job analysis performance forms.
Salespeople must confront constant rejection in their daily quest for leads; effectively using intangible skills will make or break a successful salesperson. They must have and outgoing personality, a positive attitude and professional behavior to represent the company they are selling for effectively. If they do not possess these skills they will be unable to successfully meet their sales quotas.
Customer Service deals mainly with customers that are not currently pleased with their company’s services or goods. Customer service representatives must positively handle negative situations to keep customers happy and coming back for more. Intangibles would be a huge part of a CSR’s job performance.
In all of these positions it is important to have goals and expectations set that exhibit what successful models of these intangibles look and sound like. If a worker knows what success looks like they will be able to attempt to duplicate it in their daily work assignments.

What are your thoughts on evaluating an employee?s performance based on what a manager thinks he or she deserves, as opposed to what his or her work entails? Support your rationale with examples.

2009-02-10T21:40:00.001-08:00

When evaluating an employee’s performance some may question if the evaluation should be based on what a manager thinks he or she deserves, as opposed to what his or her work entails. I am a believer that an employee should be evaluated on what his or her work entails. A manager needs to define performance so employees and teams know what is expected of them. Employees can then focus on effective performance. Managers should set three key elements: goals, measures, and assessment. Then it is necessary for managers to use appraisals when evaluating employees. Appraisal provide legal justification , criteria, feedback, identify developmental needs, and diagnose organizational problems. A manager that would choose to assess an employee purely on what the manager thinks of them as opposed to work details sets themselves up for possible legal actions if an employee feels they were evaluated unfairly. Appraisals allow all employees to be judged on equal standards.

Diversity: DQ4

2009-01-25T21:41:00.003-08:00

Being a former educator I believe training is a powerful tool in creating a diverse working environment. Allowing workers to understand the diversity around them can permit them to appreciate the differences that surround them and be able to use that diversity to the advantage of the organization. As a manager of a diverse workforce it is important to focus on bringing in the best talent, establishing mentor programs among employees and hold staff accountable for meeting diversity goals. There are five factors that account for companies increasing attention to diversity:
1. Shift from manufacturing to service focus
2. The globalization of markets
3. New business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Changing labor market
I believe if there were diversity issues within the workplace that training would help employees to see the workplace through the eyes of others around them.

Memo: Week 1 Assignment

2009-01-25T21:41:00.001-08:00

MEMO TO: Sales Managers
FROM: MaryEllen Gibson
DATE: January 26, 2008
RE: Management Behavior

With all of the recent changes occurring with our developing merger with Envirotech I felt it was important to get back to the basics of management. Our sales staff will be joined with 50 Envirotech sales people and we need to review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.

Management’s behavior has demonstrable effects on the productivity of our Interclean’s sales force. We will be expecting managers to make a case forcefully for greater investments in their sales teams. We need to be able to prove that this investment in training will outweigh the cost and prove to be a worthy investment of time for employees. Since our sales team will now be highly trained we will be observing behavior costing of employees. This means we will be assigning dollar estimates to areas such as absenteeism, turnover, and job performance. This will give us the ability to track the Return of Investment in all of the additional training. Managements’ reports will also be different; all of management’s reviews will be based on the Sears’ model. One third of the report will be based on employee measures, one third on customer’s measures and the final one third will be based on the traditional investor measures we have used in the past. Remember if you are still not sure how this report will be calculated please speak with Janet Durham in Human Resources she has had many questions and will be happy to answer any additional ones. If you still feel like you are not 100% clear on this method feel free to schedule a half an hour meeting with me and I will review the report form we are using.

Please review the employment laws and updates listed on the company intranet and be sure to take the accompanying test. Your test will be due to Human Resources no later than ten calendar days from this memo. Remember that Interclean abides by all local, state, and federal regulations not to discriminate on the basis of race, religion, national origin, sex, and physical disability. I know that a few members of the sales team have added new members to their families and a few are taking care of elderly parents remember to fully read The Family and Medical Leave Act of 1993 (FMLA) this will help you to answer any questions they may have regarding this leave and help them make plans before filling the paper work with Human Resources. We are having Risk Management and our Attorneys review all “seniority” laws for the sales team. Human Resources will then create the Interclean policy on seniority since the new sales staff will be merging with our current staff. I will keep you updated on any policy changes that may occur during this altering time.

Finally, our sales team will be more diverse than ever before. This gives us all an opportunity to grow with this diversity. We mirror our diverse community and this will help our sales team reach even more markets. Remember the Janet Durham diversity training she said there were five factors that accounted for Intercleans increasing attention to diversity:
1. Our shift from manufacturing to service focus
2. The globalization of our markets
3. Our new business strategies that will require more teamwork
4. Mergers and alliances that require different corporate cultures to work together
5. Our changing labor market
If you would like more information on the diversity of our workforce please visit our intranet in the Human Resources section “Intercleans growth and diversity”. I was also informed that our new sales training will be focusing a section to selling in our diverse world market. This will be an outstanding opportunity to grow your sales and that of your teams in our diverse culture.

In conclusion, let’s take this time before our sales force nearly doubles to review basic management skills. Our teams will be stronger if we keep in mind and review the basics of our sales management team regarding; management’s behavior and the impact it can have on the productivity of Intercleans workers, types of management actions that are in line with employment laws and those that are not, and some best practices for working within a diverse work environment.

2008-12-30T12:39:00.001-08:00

Today is dragging. I am looking forward to next week when things get moving again.

2008-12-30T12:38:00.005-08:00

Today is dragging. I am looking forward to next week when things get moving again.

2008-12-30T12:38:00.003-08:00

Today is dragging. I am looking forward to next week when things get moving again.

2008-12-30T12:38:00.001-08:00

Today is dragging. I am looking forward to next week when things get moving again.

2008-11-19T13:40:00.001-08:00

Student Loan has funded! Now its back to school with an MBA in Marketing for me..... I am sooooooooo excited!

2008-11-19T13:38:00.003-08:00

Student Loan has funded! Now its back to school with an MBA in Marketing for me..... I am sooooooooo excited!

2008-11-19T13:38:00.001-08:00

Student Loan has funded! Now its back to school with an MBA in Marketing for me..... I am sooooooooo excited!

2008-11-09T14:50:00.001-08:00

Using Ping.fm looking forward to having a Dashboard to run my Social Media from!

Five Tips for Training to Transfer to the Workplace

2008-04-07T14:02:00.000-07:00

In these financially difficult times more and more companies are starting to look to their training budgets as a possible area for cuts. Stop! This is time to invest even more in training. The secret is smart investments that truly transfer to the workplace.

1. The trainer makes a difference.
It is always tempting to send your managers out, train them, and then have them train your staff. This can take an incredible growth opportunity and turn it into another staff meeting. Stop doing this now! Your trainer makes a difference! A huge difference! Now maybe the time to hire that training manager for your HR department. A training manager is an outstanding resource for a growing business or a business that would like to start growing again. They are the person for training new employees in company policies and procedures, and existing employees with growth opportunities. If you are not ready for training manager bring in a trainer.

2. Present training as part of a consistent message from the organization
Okay, here is my Stephen Covey training rearing up. You need a mission statement for your business. No, not the one that hangs on the boss’s wall that no one remembers. You need a living, breathing mission statement. Your company canoe will get no where unless everyone is rowing in the same direction. Your Mission Statement needs to be that direction. If your Mission Statement has Customer Service and Product Quality as a huge part of it, do not train your employees in Overseas Shipping Methods. Ahhhhhhhhhh! Consistency is a must from the top to the bottom. That means that everyone needs to have some training in your main focus areas. Yes, I said everyone. Parking attendants to the CEO.

3. Ask each individual’s manager, and the manager’s manager, to attend the training session with their staff.
It is impossible to train your employees and give a brief overview to your management. This is a recipe for disaster and will fail the training before it begins. Managers and employees need to hear the information together. They also need time to discuss and plan the use of this new training. Your training will work differently in different departments. Training requires additional time for planning and discussion. Don’t rush it.

4. Provide training in “chunks” that are scheduled over a period of time.
One week of super training is overwhelming and 99 times out 100 useless. I know it is easier for staffing and planning, but it is not how adult education works. Your employees are no longer 7 years old and in 2nd grade. Adult brains take longer to synthesize information. One day of training for 5 weeks is much more useful. It also allows everyone to go back to work and try out the training in small doses and then come back and debrief with management and the trainer.

5. Train people in skills and information that are immediately applicable on the job.
Now that you have 5 days of training in 5 weeks ( good plan by the way) make sure that everyone has something that is immediately applicable on the job. If you are training every Monday. Everyone should be using their new piece of Training Tuesday Morning. This allows everyone to try it out while it is still fresh. Remember to have them write down questions or issues for next week’s training to debrief.

Hmmm, I feel 5 more ideas coming to mind that will help you transfer your training from the classroom to the workplace, but that will have to be in my next blog.

2008-03-26T16:21:00.001-07:00

Training Environment Makes The Difference

2008-03-23T23:25:00.000-07:00

“Training Manager, I am Hungry!”

If you are planning a corporate training event that is a full day or more, you will need to think about training event munchies. Feeding trainees well will make a big difference on how they feel about the training. Remember that food is gasoline that the trainees run on and for them to learn, their brain needs good fuel. Consider dietary restrictions and lifestyles when making meal and snack choices. Throughout the day arrange for more that you’ll need of things like beverages in cans or bottles – what you don’t use can be credited back to you or used at the next training. Water, Soda (diet & regular) , and fruit juice. The most common complaints are not enough variety and not enough food

“Training Manager, It is Stuffy in Here!”

Training room design is an important component to the Learning Feng Shui. Well lit, temperature controlled and the comfortable chairs are paramount to a general comfort level of happy learning. Remember personal space is a must when setting up the seating arangement.

“Training Manager, I Can’t Do 5 Things At Once!”

It is important to be able to focus during the learning process. Expecting trainees to keep up with their work load while in a training does not allow for a relaxed mind. Ringing phones, Buzzing Blackberries, and interruptions can ruin an entire day of training. Off site or training that is removed from the typical work area tend to be more productive.

“Training Manager , How Can I Use This Tomorrow?”

Do not remove productive people from their jobs and try to train them in areas that do not meet their needs. Know your audience and take time to learn their needs. Remember a good training should allow them tools to use their very next day on the job. Do your research Training Managers! or you will have hostile learners or empty seats.

Welcome Technorati

2008-03-23T22:16:00.001-07:00

Technorati Profile

Networking for Training Managers

2008-03-20T12:31:00.000-07:00

As a Training Manager you are probably a familiar face to many employees at your company, but are you networking outside of your company to improve your interpersonal skills, relationships and create a network for yourself and your company. Here are 10 helpful hints to networking yourself and your company.

1. Networking is misused. Learn and develop an open-minded approach to networking and it can change your life - not just your work life, but your entire life.

2. Networking is an attitude, an approach to life. It's not just a "thing to do".

3. The secret to successful networking is not what you do, but how you do it. The secret is to tap into resources that already exist, both inside and outside of you.

4. Networking is a reciprocal process, build and sustain respectful relationships. Gather and give information.

5. Savvy people know the fundamental importance of networking. Begin building your network now. If you are currently looking for a job, then so be it. Begin networking now. Never stop.

6. Always be on the lookout of how you can help someone else. This spirit of giving, with nothing expected in return, is very powerful. Good deeds always come back around.

7. Understand your own values and the principles you live by. Read “The Seven Habits of Highly Effective People” by Stephen Covey.

8. Set your GOALS. What do you want in life, How does work fit into that, and what are concrete examples of your talents and skills.

9. Create and practice a 30 second commercial of yourself that is simple, clear and has a human touch.

10. Research networking! There are tons of books and websites dedicated to the process of networking. Learn more about it. Then get out there and use it. Career Related Groups, Charity Organizations, and Community Events are great places to start trying out your networking skills.

Training Managers: Improving Education in the Workplace

2008-03-19T22:03:00.000-07:00

A well educated workforce has always resulted in increased productivity. It is not surprising that Fortune 500 Companies are looking for Training Managers that can educate their employees online and in the classroom.

Here are some of the ways Training Managers are benefiting the working force:

A more educated and tuned workforce is always more productive - These days, skills and education are seen as the most important elements of the employability and income potential of a candidate. Since the economy has shifted to one that values an educated workforce more than an uneducated workforce, employers are now seeking both educated and skilled workers. The demand for continuing education has thus increased twofold.

Continuing training helps employers retain better employees while remaining as competitive as ever - A more educated employee will always be more productive, so companies have now started hiring employees who are continuing with their education. Continuing education can be seen as a way to retain the better, more educated employees. Companies are looking for Training Managers that also have experience in marketing and internet skills to change the direction of typical corporate training.

With the rapid advancement of the information technology sector, continuing education will not be confined to only physical space. Distance learning through interactive media will form a major part of continuing education. The internet will also play a huge role in delivering the course materials to the students. It will be more and more important finding a Training Manager that is as comfortable with online strategies as in the classroom.

The Difference of Adult Learners in Corporate Training

2008-03-19T11:36:00.000-07:00

I recently read a study by Penny Newman, and Ed Peile called Valuing learners' experience and supporting further growth: educational models to help experienced adult
learners in medicine. They broke down the difference between childhood and adult education into 6 principles

· Adults need to know why they need to learn something
· Adults maintain the concept of responsibility for their own decisions,their own lives
· Adults enter the educational activity with a greater volume and more varied experiences than children
· Adults have a readiness to learn those things that they need to know in order to cope effectively with real life situations
· Adults are life centered in their orientation to learning
· Adults are more responsive to internal motivators than external motivators

They contrast this with childhood education which they describe as:

· Designed for teaching children
· Assigns to the teacher full responsibility for all decision making about the
learning content, method, timing, and evaluation
· Learners play a submissive part in the educational dynamics

I think this needs to be on the wall of every Training Manager in corporate training. Many of us, me included, come from the academic world of education , but the transition to adult corporate based training is beyond training it is truly an overall life changing experience. When I trained Clients of Company X Inc to increase the exposure of their websites, I changed more than their websites. Clients’ lives changed with greater success and sales. They also took on the responsibility of learning. As an academic teacher I was totally responsible for my students’ results. In corporate training we share the responsibility of learning and growing together. The clients had the motivation of knowing why they were learning the content which made it life centered. Corporate Training Managers have a chance to change lives while increasing the bottom line of the corporation they have represented.

This article is located at
http://www.pubmedcentral.nih.gov/picrender.fcgi?artid=117453&blobtype=pdf