Successful Blog

Spring Cleaning for the Mind

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By Tiffany Matthews

There will come a time when you find yourself unable to write, not just for hours at end, but days and weeks. The worst is when those weeks stretch into months. By then, the screen’s cursor constant blinking would become a taunting reminder that you have yet to type words, not even one word. If you’re suffering from a serious case of writer’s block, simple tips to beat blank page syndrome will no longer suffice. Badly burned out and drained of every last drop of creative juice? It’s time to call in the big guns.

The Artist’s Way by Julia Cameron

When a writer friend suddenly announced on Facebook that she was going to unplug and go away for awhile, I was concerned. I wondered what she could possibly be going through. I had my answer when she resurfaced online three long months later. Apparently, she had been dutifully following a 12-week program based on Julia Cameron’s book, The Artist’s Way. Judging from her relaxed and happier mood, the long break has been helpful in restoring her creativity as well as productivity. The program also helped her get over her major case of writer’s block and gave her more insight on the artistic process.

Some people will not like everything about The Artist’s Way. The long period required to complete the program will not appeal to active writers–who are trying to survive daily life and–who can’t afford to break off from work just for the sake of creativity. There are a couple of things in this book, however, that they can can still do–morning pages and artist dates.

Morning Pages

Every day for the next 12 weeks, you have to pen three handwritten pages, all done first thing in the morning during a stream of consciousness, which means you can’t look back at the previous pages you have written. If you’re not a morning person, you might think twice about waking up early for this exercise. You’ll probably wonder how you can write when you’re still drowsy. Once you get started, however, you’ll be surprised to discover clarity and how easily you can fill up 3 pages. When you write, don’t think, just let the words flow. Ramble if you must. When you read the sheets, you’ll find out that your true thoughts–some repressed–and find a way to resolve some of the issues that have been in your mind for a long time. This practice of morning pages also helps transform writing into more of a daily habit and makes the words flow easier.

Artist Dates

“Artist Dates are assigned play.” Once a week, you must embark on an expedition alone in order to explore what is of interest to you. It doesn’t have to be overly artistic, but it should fire up your imagination. An artist date should be fun and whimsical, something that encourages play. Art is all about the play of ideas, so open yourself to fun things that you want to try. When we experience something new or something that we enjoy, it helps fuel our creativity and build up another reservoir of inspiration that we can draw from. Artist dates replenish our creative juices, adding new ideas and images that bring us closer to our inner artist and craft new masterpieces.

General Cleaning

Sometimes people dread spring, not because they are not looking forward to warmer weather but because it’s time for spring cleaning. Cleaning your house from top to bottom until you drop can be therapeutic for writers and artists, not to mention productive. Just remember to invest in a good vacuum cleaner. The no-handles type can help you get rid of every speck of dust, even in those hidden corners under beds and furniture that you can’t reach. Who knows, you just might get some great ideas while you’re cleaning. Having a sparkly clean house also feels very rewarding especially after all the hard work you’ve put in. The actual spring cleaning helps relax your mental state and makes you feel refreshed. The more relaxed you are, the more your ideas will flow so you can now get back to work.

Spring cleaning isn’t just for the house. Sometimes, we need to apply it to ourselves so we can recharge and welcome new changes that will help us grow as writers and artists.

Author’s Bio: Based in San Diego, California, Tiffany Matthews writes about travel, fashion and anything under sun at wordbaristas.com. You can find her on Twitter as
@TiffyCat87.

Book Review: Born to Blog, by Mark W. Schaefer and Stanford A. Smith

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Were you “born to blog?”

Born to Blog came along at a critical point for me. Last week, I was seriously considering shuttering my own blog, weighed down by a perceived lack of traffic, unclear purpose, and minimal comments.

But then I picked up this book, and read:

“It takes time to find your voice, to connect with your audience, to learn how to appropriately build and promote your blog, and to write in a manner that connects with busy readers.”

It was the little bit of encouragement I needed to hear at that moment, and now instead of throwing in the towel, I’m going to refocus and keep going.

Born to Blog is a pithy little book co-written by two blogging powerhouses–Stanford Smith of Pushing Social and Mark Schaefer of {grow} blog. It’s written in a similar easy-to-grasp style as Schaefer’s previous hit, The Tao of Twitter.

You’ll find tips on the why and the how of blogging, both for business and pleasure. It’s a fun read, formatted with stories from both Mark and Stanford, and punctuated by “take action” highlights.

I strongly recommend it for blogging beginners as well as blogging veterans who want a quick refresher.

Key takeaways:

  • Let your business blog be an adventure story for your potential customers. Bring them along on your journey.
  • Start with the “minimum viable blog,” the content and platform that will get you to your goals the fastest.
  • Seek out the passionate learners to be your potential blog contributors.
  • “A blog’s strength flows from reader respect and trust.” Be honest and transparent if you’re planning to monetize the blog.
  • Invest time in analyzing and evaluating what is going right and what’s going wrong so that you can do course correction.
  • Personal blogs are different from business blogs; they need a different approach and strategy.
  • You never know when your words are having an impact!

Were you born to blog?

Note: I was not given a review copy of this book; my review is unsolicited and from the heart.

Author’s Bio: Rosemary O’Neill is an insightful spirit who works for social strata — a top ten company to work for on the Internet . Check out the Social Strata blog. You can find Rosemary on Google+ and on Twitter as @rhogroupee

Firing Employees: Small Business Edition

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By Stacey Thompson

For most monolithic corporations, letting go of an employee is something of a matter of course. All the necessary clearance forms, waivers, and all manner of other paperwork is just a print request away. An individual leaves the company, and barely anyone notices. Human resources arranges for a new hire within weeks. Life goes on.

This isn’t the case with smaller companies and startups. With a leaner workforce of multitasking members, having any one individual leaving the fold carries much more of an impact. Everybody knows everyone, and more often than not, there are bonds that transcend being just colleagues; people are actually friends with each other. They might even know each other’s spouse, parents and children. This is not an office of faceless people.

So, let’s say you are the commander-in-chief of a scruffy little startup that could. Utilizing your best judgement, and a considerable number of after-hours sessions deliberating with your company’s officers, you have come to the conclusion that you have to let go of one of the core members of your foundational posse. Another quandary looms over your head:

Just how are you going to go about it?

Honesty: Still the Best Policy?

In a word, yes. Still, given the potential of hurt feelings and severed ties, one must be able to deliver the truth in a less hurtful way. There is no room for public shaming or creating some dramatic Hollywood-esque scene here. Even if you think this person deserves a flogging in front of his would-be former colleagues, do hold back the urge and realize that you will be dealing them an already painful blow by showing them the door.

Meet with the person in private, lay down all the facts that led you into the decision of letting them go, and as a friend, offer some consolation, and an assurance that he or she will walk out of the company with positive feedback and recommendations. This assumes you are letting them go for unsatisfactory performance, of course. If they committed some grave offense (or insistently committed minor ones), you are under no obligation to soften the blow of getting fired.

Fired, or Encouraged to Resign?

As mentioned above, if this person simply failed to meet your standards of performance, and did not willingly take a course of action that harmed the company or its employees, you could go a little easy on him.

You could offer the opportunity to make a graceful exit by allowing them to voluntarily resign from their post. Resignation from the company would look infinitely better than being booted out, and it will not hurt their employability later on.

On Burning Bridges

The world is an awfully small place, thanks to technology. The person you are handing walking papers to might just be on the other side of the table in the future, you may never know. Don’t get me wrong, there are people that you absolutely should minimize contact with (be it at work or in your personal life), but consider all the facts and think things through before ever branding someone as a person not worth associating with.

Ideally, you would want your about-to-be ex-employee leaving with the knowledge of why he/she was let go, and consequently, what they should do to improve themselves so that they will not suffer the same fate in the future. You may have been the bringer of bad news on that day, but if you were sincere and made them realize that they needed improve themselves (as opposed to becoming vengeful and bitter without correcting their deficiencies), they will not lose respect for you.

I know it’s unlikely, but may you never, ever need to fire anyone. Onward, entrepreneurs!

Author’s Bio: Stacey Thompson (@RedHotStacey) is a professional writer, marketer, entrepreneur, and a lover of weird little animals. She is based in San Diego, California, and is definitely not beyond seeking expert advice from competent and highly professional consultancy firms like MyCorporation. Stacey and her gang have a blog, Word Baristas.

How to Maximize Your Time at Networking Events

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By Jennifer Escalona Dunn

Networking events such as conferences and local business gatherings can often go from successful to stressful in a short period of time. You think you’re ready to tackle the evening, even arriving extra early to maximize your time, but in the end you leave empty handed, having only met a handful of people. Worse, nobody can really help you in any way.

Like everything else in business, it helps to have a plan. Use these tips to “profit” from your next networking trip.

Before the Trip

Having a successful trip to a networking event may depend on what you do before you even step through the door. It’s one thing to sign up for an event and hope for the best. It’s another thing entirely to have a battle plan at the ready in order to make the most out of the trip.

The first question you should ask yourself and any team members accompanying you is “what do I/we want out of this event?” In other words, instead of blindly going in with the attitude you’ll just see what happens and come what may, it’s better to have a focus. You’re much less likely to come away empty handed this way.

Be as specific as you want with your goals. Don’t just say “I want to talk to five good contacts,” make the goal “I want to make five new contacts that can help me spread my business to the Northwest region of the state.”

You should also contact the speakers beforehand. And if the event posts a pubic guest list, go ahead and look up the other attendees online. This way, instead of walking into a room full of strangers, you’ll have an immediate opening since you’re “Mary-who-emailed-you-last-week.”

During the Trip

While you’re actually at the networking event you want to cover the most ground possible. If you’re by yourself or the room is huge, this may not exactly be easy. This can be especially true if it’s one of those “cliquey” networking events – you know the type. It can be tough to break into a group that’s already established itself.

However, if you know what you’re there for, this becomes much easier. In fact, if you’ve really done your homework, you may already know who exactly you want to network with. Not everyone is great at these networking events and may hang back – the movers and shakers aren’t always in the big crowds, in other words.

Most of all, act interested in what they want to talk about. You can always pitch them ideas later when you have their email or Facebook page. Talking about something they like will get you in the door much quicker than berating them with business ideas.

Pro Networking Tip: Arrive early. You’ll be able to talk to more people, and it’s a lot easier to talk to the first few go-getters than it is to walk into a big crowd and break into an existing conversation.

Follow Up

Now is when all your hard work starts to pay off. You knew how to work the room, you knew who to talk to, and you made sure to have a pleasant conversation. Now all you have to do is work the follow up.

Of course make sure your message includes something regarding your conversation you had at the event. For instance, if you had a conversation about the best kind of golf clubs, mention you saw their favorite brand at the store the other day on sale. This can be the lead in you need for the rest of the conversation. From there, find your new connections on LinkedIn and then keep up with their news.

Pro Tip: People never forget the person who has done something for them. If you just bought a house and met someone who mentioned looking for a good real estate agent, make that connection. There will always be time later for your own business interests.

One a scale of 1 to 10, how much good did you get out of your last networking event? Why?

Author’s Bio: Jennifer Escalona Dunn is the owner of Social Street Media where she writes about small business, tech and finance for sites like WePay and Outright. You can find her on Twitter @jennescalona.

Employee Rewards Programs: Work Smarter to Get Your Employees Working Harder

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By Christopher Wallace

As hard as it is to find good help these days, sometimes it’s even harder to keep it. Even with high unemployment rates, you are not guaranteed to hold on to valuable employees if you do not convey how much you appreciate them. One of the best ways to recognize the worth of your staff is through an employee rewards program. If your business has already instituted some sort of rewards system to incentivize excellence from your people, you are already ahead of the curve!

But creating the program is only as good as the degree to which employee motivation and productivity increases as a result. If only there was a way to quantify the success of your own employee rewards program. Well, you’re in luck, because someone else has already done the lion’s share of the heavy lifting for you.

Recently, Amsterdam Printing conducted a survey of 1,277 business customers. Fifty seven percent of them indicated they had some sort of employee recognition program in place. Amsterdam asked both employees and managers to comment and rank various aspects of the programs to determine what works and what doesn’t. Although many different facets were discussed, several overall themes emerged: employees wanted to be rewarded and managers noticed increased productivity when workers were recognized for their efforts.

Positive Work Environment Translates to Increased Productivity

Not surprisingly, the survey revealed that the highest positive correlation between recognition programs and increased productivity came through programs that improved an individual’s working environment. Think about it: it’s hard to get anything done when you’re absolutely miserable or in an environment that hinders progress throughout the day. Accordingly, when the company sponsors events or programs that aim to improve one’s working conditions, increased productivity naturally follows.

It’s effective because it’s a nice little circle: when your employees want to be there, they’ll invest more of themselves in their work and because of that. The company turns back around and rewards them for it, which only motivates your employees to continue their good work to keep their positions within your so obviously appreciative company, and well, you get the idea.

Morale Must Haves (and also some things to avoid!)

In the same way that effective employee rewards and incentive programs improve productivity, nothing will kill employee motivation faster than “rewards” that don’t work or impact the working environment in a negative way. Here are a few things to keep in mind when you are designing your employee rewards program.

Clarity

Make sure the scope of the program and the criteria for success are clearly defined and uncomplicated. When the rules and conditions are easy to understand and everyone is on the same page about which things earn them what, there is little room for confusion and hurt feelings when all is said and done.

Consistency

Not only should your program be clear, but it should also not change before it has concluded. For example, Amsterdam’s survey revealed that the number one thing people wanted to be recognized for was “Performance Excellence” (by a whopping 69.5%). If you have a program in place that has historically awarded prizes for performance excellence, you can’t switch mid-stream and suddenly decide to promote “Flexibility” (much lower on the list of preferences, receiving only 22.8% of the popular vote).

Equality

And speaking of popular votes, if it becomes clear that the program you have in place is really a front for the company “popularity contest” in which only the “cool kids” ever win anything, the majority of your employees will start to feel insecure about their own merit and worth to the organization. In addition, you are creating the perfect breeding ground for suspicion and resentment. This is easily avoided by making sure your team managers know to spread around the rewards and to switch gears if the same person is consistently earning the honors.

Variety

This is not to say that a person who is clearly superlative should not be rewarded for being amazing; rather, the trick is in developing a program designed to reward the superstar in us all: we all excel at different things and are important in different ways. If you include enough factors for consideration, you increase the likelihood that different people will win each time you award the honor, and you highlight their success due to the quality that makes them unique.

The Most Enticing Rewards

Now that you have determined that you do indeed need an employee rewards program, what should you offer as incentives? Without fail, Amsterdam’s survey revealed that people still respond to the classic monetary prize: cash, gift cards and bonuses always work. The employees also indicated that they value personalized gifts and employee perks, such as a desirable parking space or paid time off.

There are also priceless rewards that don’t cost a company anything other than a moment of time. For those businesses without the means to convey lavish gifts, a good old-fashioned pat on the back still goes a long way to let those around you know that you appreciate them.

For those of you with a program already in place, what are the most effective rewards for your employees? If you are going to develop a program now, what sorts of benefits do you plan to include?

Author’s Bio: Christopher Wallace is Vice President of Sales and Marketing for Amsterdam Printing, a leading provider of custom business pens and other promotional products such as imprinted clothing, mugs and customized calendars. Christopher regularly contributes to Promo & Marketing Wall blog.

Why Automated Link Building is Bad For Your Business

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By Rob James

A few years ago, it was common practice for businesses and Search Engine Optimisation marketers to use automated link building to increase links to their sites, with the aim of boosting a website’s PageRank in Google. However, with Google clamping down on “black hat” SEO strategies in their Penguin and Panda algorithm updates, automated link building isn’t going to do your business many favours; instead, it’s better to focus on “white hat” and organic SEO to get the most out of search.

Primarily, automated link building is all about quantity, whereby you run software and join directories to multiply the number of backlinks to your page – blog comments, and filling blogs with low quality repeated content could also enable a single website to generate large numbers of links. However, while this might be an effective method for building up a page’s ranking, automated link building is less invested in getting good quality links from relevant sites, and has been increasingly punished by Google.

The main problem that Google has with automated link building is that it can effectively represent a form of spam – multiple links from low quality sites, or spamming comments boards with links, and posting content with awkwardly placed content distorts the actual relevancy of a page for users. In this context, your business may have a high search ranking, but not one that’s necessarily made up of the right kinds of associations.

Google’s Panda and Penguin algorithm updates were consequently designed to prevent PageRank, the main Google algorithm, from being manipulated. Panda has received 24 updates since February 2011, and crawls pages for low quality features and links to duplicate content – the emphasis with Panda is on duplicated and “thin” content, where the use of links isn’t contextually motivated, and closer to spam.

By comparison, Google Penguin, introduced in April 2012, comes down even harder on automated link building through directories – if you have a portfolio of links that are mostly from link farms and other low quality sites, then Penguin will ignore or rank these links as less relevant. It’s not perfect, but it means that Penguin is going to punish your ranking if you have too many links from low quality pages.

So, what kind of actions can you take to improve your SEO without automated link building? The most straightforward method is to focus on creating original content, and on getting high quality guest posts on blogs and pages that aren’t going to get singled out by Penguin – while there are ongoing questions about how effective Google can be at identifying the right pages to disregard, it’s clear that businesses will have to spend more time on creating great content.

It’s also important to optimise existing content and pages, and to ensure that your HTML and CSS on pages is clearly set up to ensure that they can be picked up by search engines; moreover, businesses can do their SEO a big favour by investing in social media content, which can be easily shared and recommended via social toolbars and buttons. The more organic links that you get from high ranking, trusted sites, the higher the chance will be that Google will increase the value of your own website.

Author’s Bio: Rob James is an online marketer and recommends DeepBlueSky web design to help you build a high quality site. In his spare time Rob can be found blogging about the many different linking techniques out there, which ones to apply, and which ones to avoid!