3 International Communications Lessons from a New Pro

Somehow, I was blessed to secure a global marketing communications role right out of college (okay, I worked at Panera for a few months beforehand, but, hey, it worked out). After being immersed in the literal world of communications for a few years, here are three things I learned as an international communicator.

  1. Non-traditional hours: the good and the bad

Whether it’s a call with China at 9pm (your time) or a 4am webinar with the Netherlands, some days and weeks will bring the strangest hours you’ve ever worked. There are plenty of pros to this weirdness, namely the excitement and flexibility that come with a non-traditional schedule. Working the nine to five grind can get repetitive; it’s nice to shake things up a little. Plus there’s a satisfying sense of intrigue when you can say you started the day by meeting with Europe. But be warned: while you may feel like 007 when you’re first starting out, you may also learn just how unrealistic Mr. Bond’s lifestyle is.

The obvious downers to odd hours include irregular sleep schedules, meetings at odd times, and a general lack of routine. The less obvious involve the quality and quantity of your work – tiredness and an unstable schedule can easily affect your productivity.

In addition to how you handle a non-traditional work schedule, be wary of your employers’ approach. Make sure any odd hours you log taking calls or traveling are accounted for as what they are – work time. If you’re putting in 40 hours at the office AND taking early morning calls or flying 20 hours in the same week, you might want to reevaluate your company’s culture around work-life balance. Having an international work schedule is fun and fine as long as it doesn’t quietly take over your personal time.

  1. The EU’s General Data Protection Regulation (GDPR) is here (and kind of a good idea)

Personal time is important, and so is personal information. That’s why the GDPR exists and came to be fully enforced last year. In case you aren’t familiar, the basic premise of GDPR requires a new level of transparency and consent for marketers using consumer data. For example, if a customer registers for a newsletter by submitting their email, GDPR mandates the email address can only be used to send the newsletter. Unless the consumer explicitly opts into other communications, their information can’t be used for other tactics. Many companies in the US have already adopted this trend of opting-in, but this has been an optional courtesy rather than a legal requirement.

You’re probably wondering: how could a policy that cuts communications be good for marketers? In my opinion, these regulations lead to a better understanding of our audiences. By requiring consent, the ball is placed in the audience’s court. A GDPR set-up could make consumers more transparent because an audience’s decision to opt in or out of certain communications could say more than vague email open rates or website impressions. Plus, marketers operating under these types of policies might be forced to think more outside the box to reach their targets, and innovation is never a bad thing.

Even if you don’t agree about these possible positives, I learned there’s a real potential for more consumer-focused restrictions like GDPR to come into play, worldwide. It’s an important topic for new pros to be aware of as we enter the workforce and adapt our educations to the real world.

  1. Listening + asking questions = the secret sauce for international comm’s success

In my experience, American marketers move fast and feel they must be on the “cutting edge” 24/7. The success and adaptability our country’s communicators may lead you to believe Americans are fairly middle-of-the-road on a global scale, meaning we can work with foreign teams without much difficulty. This is only partially true at best.

I know from experience. My limited international experience and the company’s English-only policy resulted in my underestimation the effect cultural barriers can have on your communication skills. For example, I learned:

  • Just because some countries seem similar, doesn’t mean they are. Our colleagues in Italy and Spain stressed extremely different pain points after we introduced a global campaign to each office. Only after meeting with them one-on-one and taking the time to listen did we understand we couldn’t put Europe into a single bucket when developing a strategy.
  • “Cutting edge” is a fluid, global adjective. When our Thai colleagues shared a “cutting edge” social media strategy involving anime cartoon characters and egg-related recipes, my boss and I ended the call worried about the effect these tactics would have on our global campaign. After another call to question them, the Thai office graciously shared some amazing social engagement stats. We were floored and immediately learned to put more trust into foreign, “cutting edge” ideas.

I highly recommend The Culture Map by Erin Meyer to anyone interested in a global role – this book contains great data and personal insights as the author paints an experienced picture of how the world communicates.

If you’d like to share any lessons not included in this post, please comment or reach out to me. I always love discussing this topic.

Craig TierneyCraig Tierney is the Content Specialist for Kenzie Academy, an Indianapolis-based coding school + tech apprenticeship startup. He’s also a freelance Content Marketer through his business With It Communications. Craig’s international experience comes from a past role as Global Marketing Communications Specialist in the agricultural industry. Website: https://craigtierney.com/

 

One Mentor is Not Enough – Build a Board of Directors

There is no such thing as an ideal mentor.

That’s an idea it took me a long time to understand. Every person I had heard speak about mentoring spoke about their mentor as if he or she were a omniscient fairy godmother guiding them through life.

I tried finding that one person who would guide me through the ups and downs of my career, imagining teachers and professionals I admired as that go-to person, trying out formal mentoring programs to no avail.

Then I heard a take on mentoring that completely changed the way I looked at it – the idea that everyone should have their own personal board of directors filling that role of mentor and advisor.

It took a while for the ideas to stick, but when it did, it made so much sense. I don’t depend on just one person for advice in any other area of my life, why would I expect one person fill that need professionally?

Like an organization needs a board full of people from different backgrounds with varied experiences and perspectives, so too do professionals. No lone person will have had the same exact experiences you will, so having a pool of trusted advisors will help you grow and develop in a variety of situations.

For your board of directors to be effective, your group needs to be varied. Having two people whose careers and lives mirror each other won’t necessarily be the most helpful to your development. Look for people in your life and your network who fill roles like:

  • Someone who’s career you admire
  • Someone who’s experience is similar to yours
  • Someone who is in your field, industry or niche
  • Someone who is not in your field, industry or niche
  • Someone who is at your experience level
  • Someone just a couple steps ahead of you experience-wise
  • Someone with a lot of experience
  • Someone who will help connect you to others to grow your own network

You don’t need to fill out your board of directors all at once – that will happen over time. You do need to make sure there is variety in who you’re approaching for advice, though. It may seem like quite an undertaking to find people, but I’m sure if you take a good look at your own network, your board of directors will begin to take shape.

Looking amongst your own circles makes a lot of sense when you think about it. For a mentorship to be successful, there needs to be trust, common values and common interests. A mentor needs to be someone you respect and with whom you mesh, so looking to people you already have a connection with is a great place to start.

If you feel there’s little variety in your network, try casting your net just a bit wider to your PRSA chapter, your alma mater’s alumni network and your network’s network. Asking to connect with strangers becomes a bit easier when you already know you have something in common.

One-on-one coaching like a traditional mentoring relationship may work for some, but it’s not the only way. Like any other relationship, a mentorship should grow and change over time. Being mentored is an ongoing process, not an accomplishment or item to check off along your career path. It’s something that takes work, time and dedication. And much like other things in your life – your relationships, your professional development, your own well-being – you get out of it exactly what you put into it.

Looking to learn more about building a successful mentoring relationship? Join us as we partner with the College of Fellows for Supercharge your career: How finding or being a mentor can transform your professional development, a webinar to discuss the ins and outs of mentoring. Register now.

(P.S. The first draft of this post contained an ode to my own personal board of directors –  a zany group of professionals who have helped guide me through my career. While everyone should have their own board of directors, no two groups will ever be identical and I think it’s important for everyone to find what works for them. They know who they are and know how deeply I value them. However, the story of how our paths have crossed is one I’m always happy to tell to anyone who asks.)

Image uploaded from iOSIn her fourth year on PRSA’s New Professionals Section’s executive committee, Robyn serves as 2019 chair. She’s a native of southern New Jersey and currently resides in Washington, D.C., by way of Pittsburgh and South Carolina. Robyn currently works for Airports Council International – North America (ACI-NA), a trade association representing North America’s airports, and holds a bachelor’s degree in Public Relations and a master’s degree in media arts and technology, with a focus on creative media practices, both from Duquesne University. She likes to spend her spare time cooking, reading, exploring, crocheting and spending time with her tail-less cat, Izzy. Learn more about her on her website or find her on Twitter & talk to her!

Meet the PRSA New Pros Section Founder: Mary Beth West

Q&A with PRSA New Pros Section Founder, Mary Beth West, APR, Fellow PRSA

PRSA’s New Professionals section is a diverse group of individuals in the first five years of their career, working in public relations and communications across industries. The New Pros section is one of PRSA’s 14 professional interest sections, or communities focused on a specific area of expertise. It makes sense now to cater programming to new pros, but that wasn’t always the case. Read on for a Q&A with our section’s founder, Mary Beth West, APR, Fellow PRSA, on the history of PRSA New Pros!

Tell us about yourself — Where did you go to school and how did you begin your career as a new professional?

A lifelong Tennessean, I attended the University of Tennessee – Knoxville, graduating in public relations in 1994. My career path actually began earlier with internships in public relations agencies starting when I was 18 years old and leading me to work opportunities while a student in Knoxville, Nashville and New York.  Being heavily involved in PRSSA provided my launching pad as well. I served as national public relations director for PRSSA in 1993-94 and developed so many close friendships and professional connections that continue to this day.

What is the history of the New Pros Section and what made you found the section for PRSA?

In 2001, when I was 29 years old, I was elected to a two-year term on the PRSA National Board. One of my friends who had served as PRSSA National President a few years after I graduated was Gail Liebl (now Gail Van Cleaf, APR).  Gail and I both enjoyed such a pleasant working relationship with the late Betsy Ann Plank, APR, Fellow PRSA – the first woman who ever served as president of PRSA and widely known as “the godmother of PRSSA.”

Gail and I had both voiced interest in creating a new community of professionals within PRSA to help PRSSA students bridge to PRSA membership more seamlessly – beyond just the Associate Member program, which was already in place. Based on ideas we had each voiced to her, Betsy encouraged Gail and me to work together. So we did.  We pitched the idea to the PRSA National Board (then chaired by Reed Byrum, APR, Fellow PRSA) of having a new stand-alone section called “New Professionals,” and it was accepted . . . initially not as a professional interest section of PRSA (which it is today), but as a “group,” during a sort of pilot program to make sure the initiative found an audience and gained momentum.

One of the aspects we insisted on right away was the name “New Professionals” as opposed to “Young Professionals.”  The latter name option seemed too restrictive, because we wanted the group to welcome anyone new to the profession, even if they were entering public relations mid-career or from a nontraditional path.

Once we received the green light from the National Board, we created a leadership structure, programming platform and content areas that would help position this new community with multiple member benefits. We helped build a content area on the PRSA national website for New Professionals to live online, and we directly recruited the membership team from graduating or recently graduated PRSSA students whom we knew.  With the help of staff leaders like Jeneen Garcia and others, the group launched around 2003, later achieving full section status, based on the fact that it had grown to one of the largest “groups” / sections within PRSA, in just a number of years.

What were your biggest accomplishments for the section?

Birthing it! ? First, just Gail’s and my collaboration of creating something new from the ground-up . . . it felt rather entrepreneurial but also like we were helping meet a clear, discernible need – one that had been around for quite a long time within PRSA but had remained unmet.

As for myself, when I had started out as a new pro in 1994 – trying to attend local chapter meetings and developing a new local network (inclusive of many long-time professionals who had been in the business many years) – I didn’t always feel directly included or integrated with the chapter.  Everyone else already seemed to know each other, and I was the odd-girl-out. That’s a very common feeling to experience for any new professionals initially embarking on a career. So the biggest accomplishment for the section, in my view, was creating that community where everyone was in the same boat, all starting out fresh with their career path and needing some common advice, tools and resources to build confidence and a more positive launching point for their careers, with PRSA as a center point that could carry them through, long-term.

I understand you have many PRSSA/PRSA “friendships” — could you speak to the value of those connections as it relates to being a member of the Society?

There are practically no words equal to describing the value of these people in my life. My PRSSA alumni buddies and I – not just from UT but from PRSSA chapters across the country in the early 1990s – share a bond from starting out in the national student organization, with so many memories from going to conferences and regional events together and going through that time in our lives when everything was new, exciting, scary, hopeful, intimidating, overwhelming, thrilling, confusing . . . all those descriptors and more. My lifelong mentors like David Bicofsky, APR, Fellow PRSA, Dwayne Summar, APR, Fellow PRSA and Susan Hart, APR, Fellow PRSA, taught me about the type of grit, determination and brand of expertise required to become the professional I ultimately wanted to be (and that I’m still working on becoming . . . it’s a journey!).

What advice do you have for New Pros today?

I participated this year in the Leadership Knoxville program in my local community recently, and the foundation of its entire curriculum focuses on the concept of servant-leadership, immortalized in the book of the same name by Robert Greenleaf. As I look back on it, PRSSA was my first true experience in servant-leadership, and PRSA has been my ongoing, lifelong experience (and sometimes experiment) in it as well.  My advice for New Pros is to view their ladder of career progression through the lens of servant-leadership . . . that only by serving others and building the relationships that are inherent to acts of genuine contribution will we accomplish our highest callings and potential.

Any closing thoughts to share?

As you progress in your career and in life, bear in mind that doing the right thing in alignment with your professional values and those that PRSA espouses doesn’t necessarily mean that other people will always like you. In fact, buckle your seatbelt! The truth of the matter is that unwavering values present a direct threat to many people, particularly in disturbing a status-quo that many people build their worlds around and will fight tooth-and-nail to keep you from tinkering with it . . . even if the status-quo is ultimately providing detrimental to all concerned.  So with that said, true leadership isn’t a popularity contest, although it gets wrongly equated to that type of lowest-common-denominator thinking, quite frequently. Leadership makes the biggest impact with vision as its oxygen and principle as its unfaltering navigation. It’s not easy, and many times, it’s not fun; but the end results can yield a level of meaning to your life like no other.

CaptureMary Beth West, APR, Fellow PRSA, sold her public relations firm in January 2018 after 15 years in business working with such clients as Oak Ridge National Laboratory, the Smoky Mountain Tourism Development Authority and a range culture-change initiatives to advance community-based educational achievement. She and her husband live in Maryville, Tennessee, located in the Greater Knoxville area, with their daughters Elizabeth, 15, Maggie, 13 and Rachel, 8. Connect with her on Twitter @marybethwest. Want to learn more from Mary Beth? Register now for the first-ever PRSA New Pros Summit, to be held in NYC on August 9, 2018 for access to her keynote, “Three Essential Cs of Public Relations Career Progression: Competence, Confidence and Clout.

This Q&A was compiled by Hanna Porterfield, 2018 Chair of PRSA’s New Professionals Section. Based in Chicago, but frequently on an airplane, she is an account manager at NYC-headquartered Development Counsellors International. Hanna is a graduate of Michigan State University. Connect with her on Twitter @citygirlhanna.

 

From Post-Grad to Professional: How to Jump into the PR World in 2017

Just do it. And no, this isn’t a blog post sponsored by Nike. Just do it. Dive head-first into the pool of opportunity that is the public relations world. Its waters are deep; you will want a life jacket. And as you have already concluded, there is no lifeguard on duty. Have no fear! You will not sink… as long as you abide by these two policies this year:

Maintain enthusiasm. Seek opportunity.

Structure. It is defined as the process between components of something complex. As students, we developed a habit to systematize our lives around class schedules and the daily routines which coincided with college life. Before you knew it, it was over. What now? Uncertainty is intimidating. The structure you unknowingly relied on is no longer defined by your next class assignment, mid-term paper or upcoming PRSSA meeting. Where to next?

Consider this reality check:

You are the navigator. This is huge. What a wonderful place to be – at the starting line of the real world. There is potential at every corner. Apart from the support of your family and friends, the defining factor of what will push (sometimes pull) you along will be your enthusiasm. This is essential not only for how you conduct your professional life, but also your inner persona.

“Enthusiasm is one of the most powerful engines of success. When you do a thing, do it with all your might. Put your whole soul into it. Stamp it with your own personality. Be active, be energetic, be enthusiastic and faithful, and you will accomplish your object. Nothing great was ever achieved without enthusiasm.”

–Ralph Waldo Emerson.

Success does not happen overnight, but becoming self-aware about your attitude can. If you are feeling discouraged, know that some of the strongest leaders were not knock-out superstars on day one. It was through the lessons learned by making countless mistakes that, over time, sculpted the greatest trailblazers in our industry. How did they make it? They were passionate about their work, they thought creatively and most importantly, they were enthusiastic about the “lessons” they learned from failing. Nothing great was ever achieved without enthusiasm.

Next, Opportunity

Whether you’re interning at a branding agency, working part-time within a company’s marketing department, taking on freelance work, or still trying to figure out your next steps – know that being fresh out of the graduation cap and gown leaves a door open for the unimaginable. You have the time to invest in yourself outside of what you have done to earn your degree.

This year, make an effort to:

  • Become involved with your local PRSA New Professional section and surround yourself with a community of individuals who also want to invest in themselves. It is an empowering experience.
  • Seek mentorship through the PRSA Mentor Match. There are few words I can use to explain how important it is to find a mentor that can give you valuable guidance during your first steps into the industry. In one word: necessary. Anticipate an awe-inspiring moment when you see exactly what you want to do in your career. Your mentors will open your eyes to this.
  • Conquer the available PRSA training courses online through the PRSA website. These are essential skills and strategies that will prove themselves handy in times of demand.
  • Find inspiration by reading the best sellers in public relations and marketing and by watching webinars. Gain an insight on how industry leaders think. These are unparalleled resources for devising successful campaign strategies and sparking remarkable ideas.
  • If you want to do work in social media, work on earning native social media platform certifications through Facebook Blueprint and Twitter Flight School. Become Google certified in Google Analytics and Google AdWords if you are interested in online advertising. The more you know, the more you grow. Having these certifications under your belt can give you a level up on your resume.

Taking advantage of your resources is the greatest graduation gift you can give yourself this year. Remember, enthusiasm sparks curiosity which introduces opportunity. How did you jump head-first into the public relations world? I would love to hear your story!

anne-deady


Anne Deady is a social media specialist at MMI Agency in Houston, TX and a member of the PRSA Houston Chapter. Her professional interests include influencer marketing and social media strategy. In her spare time, Anne’s favorite activities include attempting every BuzzFeed Tasty recipe and teaching her German Shepherd tricks. She graduated from the University of Houston with a corporate communication major and business minor. You can follow her on Twitter or connect on LinkedIn.

Why Mentorship Still Matters

Many young professionals are not aware of the importance of mentorship to their career advancement. In fact, the concept of mentorship has been around since the concept of a workplace has existed, it’s just that it wasn’t always called that. Centuries ago, this practice was most commonly referred to as an apprenticeship. Apprentices learned to become goldsmiths, bakers, farmers and metal workers through this practice. They depended on the maturity, experience and wisdom of their teachers to gain the skills they needed to become masters of the trade themselves. It’s only in recent history that this method of learning has been called mentorship.

In today’s modern world, mentorship is just as important than ever, if not more. The reason for this is the complex, fast paced and sometimes overwhelming business world we live in. It’s almost impossible to build a solid career and advance in it without learning to apply business practices and recent technologies that would have baffled the mind as recently as a couple of decades ago.

mentorship_erika-kauffman

Mentorship not only benefits the protege, but the mentor as well. While the mentee learns valuable skills and techniques, the mentor can take note of the methods of training that have been proven to work just by observing the progress being made by his or her mentee. This mentor can then pass this on to other mentors, and if careful records are taken, newer and even more efficient methods of training can be established and passed on to other established and would-be mentors. This spells progress for both mentors and mentees.

How Mentorship Leads to Career Advancement. The benefits of mentorship to career advancement cannot be overstated (Click to Tweet!). Young professionals that receive mentoring advance in their careers much faster than those who don’t. There are good reasons for this.

Emotional & Psychological Support. Surely, it’s understandable that when young aspiring professionals enter into a field of expertise there can be stress and anxiety associated with it. When a mentor is available for guidance, the mentee can experience the inner stability of knowing he or she has someone to advise them during times of doubt, frustration and nervousness. When we as human beings are calm and focused, our creativity, perseverance and thinking processes are at their best.

Faster Learning Process. Young professionals that have mentors they can count on do not need to count solely on the knowledge they have learned while in college or other training facilities. They have at their disposal established professionals in their chosen field who have the experience and knowledge they need to quickly advance. This is not to say that the formal training they have received at institutions is not important, because it is. It’s just that nothing can compare with the real-world experiences their mentors already have. Those that have mentors are usually higher achievers, earn more promotions and see more frequent and higher salary increases than those who don’t.

Job Socialization. Although new professionals have been trained through formal educational institutions, internships and other educational involvements, they still have a lot to learn about the organization they are entering into. Having the basic skills to do their appointed job properly is not enough. They need to develop ways to adjust to and fit in with their new professional environment in order to thrive in it.

Importance of Choosing the Right Mentor. Clear communication is crucial for a mentee and mentor relationship to be successful. When a potential mentee considers a potential mentor, they should first make it clear what they hope to gain from this relationship. A clear set of goals should be clearly defined by the mentee. This will start the process of establishing the right mentor and mentee match. If it’s a good match, the mentor will have a lot to offer to help the mentee reach their career goals.

Erika KauffmanErika Kauffman is the General Manager & Executive Vice President at 5W Public Relations. With over a decade of experience in communications and management at 5W PR, Erika is an integral part of the firm’s leadership team and oversees a number of industry practices at the agency.