Such a powerful question for leaders and planners: “Would I want this outcome even if I didn’t know my role within it?” It’s a bit abstract, but think of it more concretely as “Would I design this process or organization this way if I didn’t know what my role would be?” The question surfaces issues […]
I use the word “content” easily a dozen times on an average day, but I don’t like it. It conveys an underlying belief that websites, databases, and electronic files are containers just waiting for something to come along and fill them, like stuffing in a pillow or mud in a hole.
While thought leadership works for many reasons, one simple reason is the most fundamental. Thought leadership works because people trust people.
When creating distribution plans for thought leadership content, make sure to include your own employees in the process. All too often, companies leave it to their employees to find published thought leadership on marketing channels. Some attempt to share with employees on an internal communications platform such as an intranet or Slack. These efforts seemingly treat employee engagement as an afterthought.
Thought leadership strategy forces you to ask what you can say about yourself that is true, and what you do in the world to make it true. These questions span an entire organization. Answering them and then doing something about them unmistakably requires the input of people empowered to make executive decisions and lead towards change. Including top company leaders in thought leadership strategy discussions takes the best advantage of this transformative opportunity.