Showing posts with label Social Media Breakfast. Show all posts
Showing posts with label Social Media Breakfast. Show all posts

Saturday, August 11, 2018

Robert Lillegard Shares Practical Insights on How to Get Published in Major Media

Yesterday's Twin Ports Social Media Breakfast, hosted by UMD, convened in a rather impressive room on the third floor of Maloskey Stadium. On a perfect Duluth summer day with cloudless skies, the light streaming through walls of glass gave such a welcoming feel that it was hard to get started and hard to leave. A special shout-out to Molly Solberg for organizing these events.

Our speaker for August was Robert Lillegard, founder of Be Our Guest PR who was also a guest speaker in late 2016. His presentation at that time was both practical and thorough, which no doubt contributed to the strong turnout yesterday.

Lillegard essentially presented an outline of his career with each anecdote designed to teach a lesson about the writing life. The title of his talk served as a drawing card, mainly because he's done it: How To Get Into Major Media.


1. We all start somewhere.
He began by sharing how in 2005 he wanted to become a journalist. He shared an anecdote about his first assignment for the campus newspaper, how he went out and began surveying students regarding their level of concern regarding terrorism.

2. Rejection is part of the game.
He next spoke candidly about the numerous rejection letters he received when he first began pitching story ideas to editors. It brought to mind my own experience of sending out queries back in the days when you typed letters and included a self-addressed stamped envelope (SASE). After maybe dozens of form letter rejections I received a form letter rejection with a hand-written note on it from the editor. It was thrilling to learn that an actual human being had read my pitch and rejected it personally. Editors were real people.

3. Learned about newsroom from inside.
Lillegard landed a job in which he had the opportunity to experience what it was like on the receiving end of pitches. This gave him a number of insights, including the following:
a. Never complain to media
b. Do send nice letters
c. Send photos
d. Send stories well in advance, not last minute
e. Be persistent

4. You can always get better.
He began in 2008.

5. NYTimes published an article about an idea he had had … he never pitched it.
He shared a story about an idea that he had regarding a craft beer event here in the Twin Ports. He was nearly floored when he read a New York Times story about that very same event, as if someone had read his mind. On take away for him was that he was on the right track. His idea was on target. Another lesson is to pay attention to what is being written to see what kinds of stories the media are looking for.

6. Your Content is what is important.
He underscored the importance of content. Editors are looking for stories people want to read.

7. Large Media looks at Mid-Size Media which is looking at Small Media
Media begets media. We can be seduced into thinking that the smaller media are just emulating the big dogs. The reality is that the Times is looking down at the smaller media, sifting for stories that are worthy of a wider audience. Begin at the bottom and work your way up.

He left an extensive time for Q&A and the audience, which had been full engaged, had many practical questions. Afterwards he briefly reiterated his career path and then outline his three step process for getting published in major media.

1. Come up with stories worth writing about
2. Tell editors
3. Repeat

Related Links
Tips for Aspiring Op-Ed Writers from the New York Times
How I Got Published in the NYTimes on My First Try
And finally, there is a Facebook Event Announcement of note: Michael Fedo, author of The Lynchings in Duluth and many other books, is having a book signing party for his newest release from Holy Cow! Press, Don’t Quit Your Day Job: The Adventures of a Midlist Author
I mention this only because he will be having a writers workshop preceding the book signing. The workshop will focus on how to write publishable Op-Ed articles. Details on the book signing and workshop here.

Meantime... if you're a writer, write on.

Thursday, January 18, 2018

Getting Down to Business with Stacy Johnston of Audacity HR

I met Stacy Johnston through the Twin Ports Social Media Breakfast, a local social media networking group organized by social media marketing consultant Molly Solberg several years ago. I was unaware of the name of her company, only that she was in the HR profession. At the November meeting I learned that the name of her company was Audacity HR, a name which really jumped for me because I had been reading a book about Muhammed Ali and just completed a chapter regarding the influence of wrestler Gorgeous George on his early career. (A week later I turned this notion of audacity into a blog post.)

The name of her company intrigued me enough to want to know more and I invited her to be share here about the human resources business in general and her own views specifically.

EN: What does the expression "Bold Solutions" mean when it comes to HR?

Stacy Johnston: Employees are the driving force behind organizational success. Savvy employers recognize this and foster an inclusive workplace culture where employees feel welcome and appreciated and have the opportunity to utilize their talents and skills. In organizations, as in life, there are struggles, complications and barriers to success. HR is in a unique position to be a problem solver and create solutions. HR decisions impact every facet of an employee's work experience, from how they are treated during the recruiting and hiring stage, to providing competitive compensation, to encouraging growth and development, providing ongoing coaching and performance feedback, to how employees are treated as they leave the organization.

EN: Where did the statement "There is no growth in the comfort zone and no comfort in the growth zone" (which appears on your website) come from? It is quite profound and has broad implications.

SJ: A close colleague, Joan Sargent (certified coach), would often recite this slogan. It really resonated with me.

One of the exciting things about working in HR is that it is constantly evolving. Laws change, technology morphs and best practices evolve. This is also one of the challenging aspects of HR, as the only constant is CHANGE! HR leaders are often in the position to stretch their comfort zone. This of course leads to personal, professional and organizational growth... but it can also be scary, humbling and intimidating.

EN: What do your ideal clients look like?

SJ: On the HR solutions side, I work with small organizations that don't have an internal HR department. They have employees, so it is important to have solid HR practices. I work with these organizations to create HR practices that are practical, scalable and reflect their core values, from employee handbooks to solutions-orientated procedures. On the HR Learning Lab side, I work with organizations and individuals to provide training on key HR topics: from recruiting, hiring and onboarding to nonharassment/nondiscrimination, constructive conflict resolution and much more! I also provide online training for busy professionals that are interested in building their HR skills but require schedule flexibility.

EN: What prompts a business to reach out to a firm like AudacityHR?

SJ: I enjoy working with organizations that are interested in creating a sustainable, competitive advantage by appreciating and utilizing the skills and talents of their employees. I also enjoy providing training and development opportunities, such as HR Bootcamp!

EN: Is there an association of HR professionals in Duluth as there is an "Ad Club" for example?

SJ: Yes! Duluth boasts an active SHRM (Society of Human Resource Management) chapter: the NHRA (Northland Human Resource Association), AND an active ATD (Association for Talent Development) chapter: Lake Superior ATD. I am a member of all four (SHRM, NHRA, ATD and Lake Superior ATD).

EN: What other affiliations do you have?

SJ: Professional License/Credentials include:
• State of Minnesota – License to Practice Law
• SHRM-CP – SHRM Certified Professional through Society for Human Resource Management (SHRM)
• PHR – Professional in Human Resources through Human Resources Certification Institute (HRCI)
• HR Generalist Certificate through University of Wisconsin Superior (UWS)
• IDI (Intercultural Development Inventory) Qualified Administrator through IDI, LLC
• RYT 200 – Registered Yoga Teacher through Yoga Alliance (YA)

I teach yoga classes and am passionate about health and wellness. I am also an adjunct instructor at the Labovitz School of Business and Economics (LSBE) at the University of Minnesota Duluth (UMD).

EN: How does Audacity promote its business?

SJ: Primary source is referrals. HR is incredibly important... but it can also feel very personal. Many organizations will reach out to a trusted colleague to make a referral, i.e. another business owner, Executive Director, etc. Therefore, much of my work is generated by referrals from existing clients and colleagues.

EN: Where did the name Audacity come from? Were you "audacious" growing up or did you adopt this as a life approach later?

SJ: The name is inspired by my experience working in HR and a reminder to be audacious and creative in the pursuit of excellence.

* * * *
To contact Stacy or learn more about Audacity HR
Check out our website: www.audacityhr.com
Find us on Facebook: https://www.facebook.com/AudacityHRSolutions/
Or send an email: stacy@audacityhr.com

Thank you, Stacy, for sharing.

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