hanelly
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Total sidenote, but Jessica Funcannon might have the greatest last name ever. Am I wrong?
Smart. (Applause). This is essential reading.
We're in the era of the profersonal. Learn it, live it, love it. http://thefuturebuzz.com/2012/01/10/the-rise-of-the-profersonal/
ginidietrich Uh oh - filing a police report??
1. Don't confuse "privacy" with "hidden temporarily"
2. If you enter this field, get ready to live a transparent life. You'll be a profersonal (professional + personal) in everything you do.
3. Read everything you can, test anything you can on a content playground of your own
4. Use Google Reader and get in the habit of reading these sites every morning:
- CMO.com
- MediaGazer.com
- TechMeme.com
- PSFK.com
- AdAge.com
- Emarketer.com
5. Don't be afraid to put yourself out there. But also know that what you put out there can be out there forever.
This post is excellent. I'd add 2 more:
4. It can improve your tone and refine your voice.
5. It makes good conversation (social currency).
Petya Glad you liked it, Petya.
This is the best company I've been in since the KISS reunion tour! Thanks for letting me post on this fine site.
KenMueller I don't think it's social media that is boring - it's more likely that talking about social media is boring. That said, look at all of us talking about it here! I don't think it's quite hit the level of TV and radio, but it is getting there.
I don't know ... are phones boring? It seems to me that the answer to the question is largely dependent on the conversation you're having.
Amen, Jay. The nicher the richer.
Exactly. Glad you posted this specific example because some people believe this doesn't actually happen. It happens a lot more than we'd like to think. I think you've added a great point that I didn't think of: the more you blindly have someone else manage an increasingly integral part of your marketing strategy, the less you learn about how to interact in the space and the further behind you become.
Amen, Heidi. Thanks for dropping by. Just like any arm of the marketing department, it takes more than just one person (let alone an intern - regardless of their skills and brains) to operate.
Glad to hear that! YasinAkgun
Absolutely, Shonali There's the old saying that goes "the most important person in your company is the receptionist because they are the first person anyone talks to when reaching out to your company." Social media has changed the landscape and now whoever is running your social media campaign is just as important as the receptionist. Anywhere an employee connects with a customer is a huge opportunity for a brand. We understand that and treat it with respect in every context *but* social media.
Great comment, Shonali!
In my experience, I've seen interns treated 2 ways:
1. "Here's what to do" - These unfortunate interns are getting ripped off. They're being told to do tasks because they need to be done with no broader context. They are simply performing seemingly unrelated tasks on a to-do list. They perform functions for the sake of checking an item off a list. The only value they get from an internship is the bullet points they can put on their resume.
2. "Here's what we want to achieve and why" - This is the way I try to work with interns and it's the way for both sides to be successful. You give the intern some challenges to work with and explain how their particular project fits in the broader context of what the company is trying to do.
It presents the intern with the problem, explains the "why" behind the importance of the problem, and allows the intern to think critically about the best way to be successful. Collaboratively, the intern and supervisor arrive at a solution and the intern carries it out. This grooms the intern for potential work at the company, and gives the intern valuable working knowledge they can take anywhere. An intern who has spent time in this situation has graduated from the "intern" nomenclature and is ready to be considered a full-time employee.
I think that if a company is going to have interns work with them, they should only do it in scenario #2. Otherwise, just hire out temp help and get the rote tasks done. If you're bringing in an intern, you need to make sure it's a fair trade for both parties.
Glenn Ferrell ginidietrich Amen, Glenn. And if you find an intern who has these skills, this level of grace, a high level of emotional intelligence, etc? Hire them full time. They shouldn't be an intern. Right?
lauracoggins I think you hit on a key point: "if you have those sorts of issues, I think you have more of a hiring problem than a social media problem."
Couldn't agree more.
The main reason I didn't even want to publish this post is because of all the good interns out there who might take offense. It's not their fault and I don't blame them for seizing an opportunity. Some of them are more qualified than a FTE "supervising" them.
In those cases, I flip the script and say this: Maybe these type of interns deserve to be MORE than an intern. Maybe they need to get offered a full time job with benefits. They sort of prove the point: the conventionally defined intern shouldn't be alone on social media. The exceptional intern that can pull it off? Probably shouldn't still be an intern!
Darren Sproat She had wisdom beyond her years. Smart insight and lots of courage to say that.
Glad to have sparked a memory, Darren! She's probably a CMO somewhere now :)
Shonali lauracoggins It should be a fair trade where both sides get value. Interns get the experience, employers get the help. Both sides can teach, but both sides need to feel like they're getting something out of it. Otherwise, as you said, it's a rip-off!