What is Your Leadership Legacy?

Which defines your leadership style: the type that attracts or forces? It’s an important question, particularly during a time of crisis, like the current COVID-19 pandemic, when your leadership style will determine your leadership legacy. That legacy will be engrained in the hearts and minds of your team members for years to come. So, how do you want to be remembered?

3 keys to leading through a crisis

Leadership can be defined as your ability to influence people to follow your guidance willingly. Or, it can be defined as your ability to command or apply force.

I have seen the full spectrum of leadership styles over the course of my career. This has allowed me to truly understand which leadership style encourages peak performance. If you’re a leader who tends to throw your title around to get the job done, the following insights might help you understand how to become a leader people will follow willingly, without conflict or force.

For me, leadership that achieves peak performance boils down to three simple concepts: Connection. Compassion. Core values.

During today’s public health, business disruption and economic crises, these three defining characteristics are more important to embrace than ever.

1. Connection

Your current team situation could look vastly different than it did two months ago. Furloughs, remote work and virtual meetings may mean big changes in how and who you are connecting with. This does not change your responsibilities as a leader. How connected are you to your team? Do you understand their home situation amid this pandemic? Are you in contact on a consistent basis, and not just through a quick text? Do they have updates on their company, their jobs, and their financial well-being? During this time of uncertainty, be their certain.

If you regularly struggle with forming a meaningful connection with your team members, use this chance to create it. If there are silver linings to this climate, this is one. Find creative ways to bridge the gap with those who serve under your leadership. All of this will carry through as life begins to return to what will be our new normal.

2. Compassion

A heart-led leader can sometimes be seen as weak. I feel this is the biggest misconception of our time created by those that have inner fears of insecurity. Think back over your career to those who truly inspired and mentored you, to those you worked hardest for and to whom you wanted to prove yourself. If you became a leader just to move up in your career, then you have missed the point. To build a leadership legacy – to provide guidance, to mentor the next generation of leaders, to help carve a path for those to serve after you, that is the ultimate goal. Compassion for your team and the situations they exist in is a powerful tool in understanding how to manage them effectively.

Just as one shirt does not fit all people, neither does one leadership style. Your compassion for each team member gives you the blueprints to their inner workings. With empathy, you can recognize who makes decisions based on uncertainty, who is meticulous and needs to increase their response time, who thrives on praise, and who fears being wrong. Ask your employees how they are doing – and mean it. Find out how their family or pets are doing, and how homeschooling is going. Try a Zoom call just to check in. Think about how you can level the playing field. You are no longer in your private office, behind your large desk and name placard. You are behind a computer screen, in your place of comfort—your home–that has turned as professional as it can be.

If you show you care for your team, they will work harder because they, in turn, will care about you.

3. Core Values

Core values reflect your life’s purpose and who you ultimately want to be. What would your team say is your defining trait? Perhaps it’s integrity. Honesty. Accountability. Determination. Strength. Can you honestly say you would do everything you ask your team to do? Or do you convey the message of “do as I say, not as I do?” True leaders inspire — and not just through their messaging. They lead by example. They lead by their values.

Are you asking more of your team in this current climate than you would want to take on yourself? Are you a part of the problem instead of the solution? Take this time to reflect on the situations and drivers that landed you in your leadership role in the first place. How can you take your beliefs to inspire someone else to get to that same point in their career trajectory? How can you be the leader who others aspire to become?

True leaders arise out of challenging times. Are you living the lifestyle of a leader or just going through the motions through a title you were given? Have you rolled up your sleeves to be part of the team and to understand where they are coming from in this unprecedented situation? How will you be remembered for your leadership style when the time comes to put the pieces back together? What will your leadership legacy be?

Licia Walsworth, Communications Strategist

How to Strengthen your Business with Diversity

By Ronda Williams—Marketing & Administrative Coordinator

Twitter: @R_Williams11

Diversity is defined as…

an instance of being composed of differing elements or qualities.

(W)OC has a diverse team of experts in various fields including communications, social media, public relations, graphic design, videography, and more. Not only is our team diverse but the industries we cover are also; this makes for a complementary partnership. Who says you can’t be an expert in more than one field?

The Facts about Diversity:

According to the Harvard School of Law, “the presence of an industry expert independent director is associated with an increase of 4.6% in firm value.”

Whether it be a firm, agency, or business having an industry expert will add to the value of your company.

Another fact  says, “40% of respondents in a recent survey of S&P 500 firms identified industry expertise as a desired background.”

We all could learn a thing-or-two from the business strategies of the S&P 500 firms.

Diversity in a Contagious Atmosphere:

At (W)OC we have a positive atmosphere that makes for less stress and allows us to GSD (Get Stuff Done).  Everyone here works together in  the benefit of achieving the tasks at hand.

Mark Nadler says, “You want people who understand the business and the industry that you’re in so they can think strategically.”

Having a team that is comprised of a diverse background makes for a winning team that can strategize together for the big win.

To put it simply, “a diverse team makes for a strong team!”

He goes on to say, “the roles of the individual board member, the outside person, is to pull the two sides together, to create a link and to bridge different opinions and different points of view.”  Again, backing up the concept of,

A diverse team = A strong team!

At (W)OC we help strengthen each other with our expertise. We’re always lending advice and coming together for a team huddle to create winning strategies for our client partner’s. Having that one team member that is an expert in such industries can be helpful to bring together both sides of a vision.

To learn more about the diverse industries that we cover please visit, www.WrightOnComm.com or give us a call at (858) 755-5411 and let us help bring your visions to life!

HR Communications: You can’t hire top talent because your job ads are lame


By Katherine Beaulieu─ Communications Strategist


It’s every HR Communications staff person’s nightmare—posting an excellent job opportunity that isn’t attracting top candidates while having a hiring manager full of helpful suggestions, like “Why don’t you advertise in Arizona?” or “My brother just hired someone through LinkedIn, why don’t you try that.” or “Can’t we just post the job in the Wall Street Journal?”

If you’re already trying every tactic in the book and still can’t attract top talent to your company, one simple place to start your analysis is with your job ads. Maybe you can’t hire top talent because your job ads are lame.

What makes a job ad lame? All the same things that make any marketing and PR efforts lame – which mostly boil down to not connecting with your potential audience. Are you writing a job ad that sells an intriguing experience or are you writing one that reads more like a legal waiver with grave consequences if its breached?

Businessman in troubles Free Vector Think about how many resources your organization invests into reaching out to new customers and developing new markets. It’s a process that usually includes writing key messaging, identifying consumers’ pain points and developing a memorable brand.

Now think about how much time you’ve spent developing your job ad. Think about the time you spent identifying the key messaging, studying your target markets and identifying pain points. Have you put much thought into it?

For starters, have you looked at the job from a “What’s in it for me” standpoint?

  • What turns your target audience on? Do they like autonomy, or do they prefer a more structured environment?
  • How does this target audience gain a sense of accomplishment and how does the job deliver that?
  • What does a good day look like? What are the amazing milestones the employee can expect to hit?

Recent statistics listed the unemployment rate at 4.8 percent in San Diego County, compared to 5.3 percent for California and 4.7 percent nationwide. By many economists’ measures, this is nearly full employment, which means finding top talent is getting a lot more competitive. If your job ads speak directly to qualified candidates, you’re going to be one step ahead of the competition.

Kat Beaulieu has expertise in HR marketing and communications—from upgrading your job ads to developing full employer brands. Reach out if you’d like to chat about your HR communications needs.