Book Review: Culture Built My Brand | Content Machine Ep. #39

Culture is key to success in a business. It attracts talent, it retains talent, and that overflows to your customer’s experience. Sometimes broken culture isn’t obvious because we like to blame things that are easier to see. But as this book says, your company will only be as profitable as your culture allows it to be. Sometimes companies treat the symptoms and not the problem. One of the good things about this book, Culture Built My Brand, is that while good culture is frequently pointed to as a way to keep and retain employees, Mark Miller and Ted Vaughan, the authors, point to its value in winning more customers. After all, the reason you want to keep good employees is to keep value in your business. Turnover can hurt customer relationships and cost enormous amounts for recruitment and training. It also helps to point to the value of it to those who don’t get it. Company culture is not just a nice thing to have, it’s crucial to building a business that will last in the long term. Here are some of the insights and parts that I really enjoyed from this book. One, everything in your business should point to the culture you want to build.

From the budget to the communication tools, these things should be culture-oriented. Building a culture that wins is in the DNA of a business. One of the sections I really enjoyed in this book was about rituals. What are repeatable things that you can use to build culture? At Adelsberger Marketing, we have two weekly meetings and one quarterly meeting that we use to try and instill our culture’s core values of responsibility, team, and creativity. But annually, we have an event that reflects on our values for our team members as well. When I give our annual state of the firm talk and then talk about next year, I always review the last year by reviewing how different areas reflected the mission of our firm. Using your mission statement to review the life of your firm or your business is a great way to integrate the two things. And these rituals extend to onboarding as well. A company of our size, we do not onboard staff super frequently, but we onboard interns three times a year, which gives us a test of our systems regularly. We always start a new onboarding process with a team lunch to help the new hire get on a first-name basis with the rest of the team.

This book also recommends sending out new hire kits with swag, having staffs and greeting cards to clients, and a lot of other practical and implementable ideas. The last thing I want to highlight here is the importance of developing a company vocabulary. Talking about anything is difficult without the right vocabulary. We run into this all the time with clients when we were talking about creative things like design. Again, imagine a customer trying to explain that they don’t like a gradient without knowing the word gradient. Eventually, we will be able to figure out what they mean, but how much time is saved, and how much meaning is conveyed by using the right word at the start. Our company has many internal vocabulary words like clarity, which is based on our annual theme this year. But when one of us says clarity, we know that someone needs to pause and give more information. And these words help build a culture by building something that only insiders will know. And it’s a great way for my team to give me a hard time. It will save time and build relational trust with anybody who knows the same vocabulary. This book is one of the best I have read on culture building.

If you get it, let me know. I would love to discuss it with you. The title is “Culture Built My Brand” by Mark Miller and Ted Vaughan. Do you have any rituals in your business that help grow the culture? I’d love to hear about them. Shoot me an email, kevin@adelsburgermarketing. Com. Thank you for listening to this episode of the Content Machine Podcast. If you found it helpful, please send it to a friend. See you on the next episode.

Internship Diary #3 – Community in the Virtual Workplace

On day one of orientation at Adelsberger, you hear a lot of information. This includes all the usual things: passwords, time cards, getting added to the Slack channel, and so on and so forth. The necessary tools that allow the modern workplace to function. There is, however, one more ingredient, aimed not at function but at understanding. This understanding is not sought after for the purpose of anything strictly utilitarian or even for executing a job at all necessarily, although that may be a by-product. Every incoming intern is expected to set up, on their own initiative, a meeting with every other employee of the company simply for the sake of getting to know that person and their skillset more fully. 

Last week was meeting week for me. It was my second full week with the company after orientation, but week one was full of school and papers and the boatloads of writing that you have to do when you choose writing as the primary thing you want to study. So all of my meetings were scheduled for this second week, a bit of flexibility that made my schedule much easier. Tuesday, Wednesday, Thursday, and Friday each held slots for multiple meetings, a staggered little list of reminders filing down the afternoon slots of my Google calendar. As work goes, this was about as easy as it gets. It helps that creative people with creative jobs tend to be fun to meet with. 

When I entered my virtual Zoom meeting, Alex Russell’s face greeted me in close-up, high definition. He stared, nose almost touching his laptop, directly into the camera and so therefore directly at me. After a beat or two of me waiting to see if he was lagging or stuck somehow, he jumped back from the screen, danced for a second, and abruptly sat down. 

“So, let’s talk about Jake Scott.” 

A singer-songwriter we both like and who Alex recently got to meet at a dinner. We discovered this during the photoshoot for my company headshots and I included it as the reason for our meeting in my invite to Alex. We talked about Jake Scott for a few moments; favorite songs, his upcoming album, the things you discuss when you share music with someone. 

He sipped almost delicately, pinky finger in the air, from a tiny espresso mug. I asked about it and the conversation switched to coffee. He brewed the shot from a Nespresso. How good were Nespresso shots? Decent, not all that strong. We both were curious about upgrading our setups and learning to pull quality shots, we both were skeptical about the cost and knowledge required. Eventually, we did talk about work (don’t worry, Kevin, this was actually productive). 

Meetings, of course, are a part of any workplace. I’m not young enough or naive enough to try to spin “we have meetings!” into some kind of revolutionary statement. That said, these meetings are not about agenda items. This is about fostering community, cooperation, and curiosity. This is also about integration into a working apparatus that is by and large physically separated. Other than occasional brainstorming meetings and welcome lunches when a new hire joins the company, this workplace is not a physical work place. 

The post-Covid corporate world has forced everyone to adjust, of course, but not everyone has adjusted with the same priorities in mind. Every week some online magazine publishes a think-piece about how virtual work is destroying the productivity of the American workforce. Clearly, those writers have not met Alex Russell, who uses Zoom not only to produce but to perform, or Ricky Santos, who taught me (most of) how to create an animation from a still image over the course of a 30 minute virtual meeting. These one-on-ones unite a seemingly ragtag group of designers, videographers, photographers, writers, and random 20-something interns into a team which values overlapping knowledge and mutual learning and convenient espresso. Community can be achieved in the modern workplace which isn’t a workplace at all. You just have to value the people who form that community in the first place. 

Special Guest: Alex Russell | Content Machine Ep. #38

Kevin Adelsberger
Welcome to the Content Machine Podcast. This week, I’m joined by one of our own, Alex Russell. Alex, thanks for joining us.

Alex Russell
Thanks for bringing me on. It’s a pleasure to be here.

Kevin Adelsberger
That’s great. I’m glad that you’re excited about it. You’re going to talk about all about video interviews, which is a big part of what you do. Yeah. We lost him folks.

Alex Russell
Yeah.

Kevin Adelsberger
This week, Alex, you’re going to talk to us about how to interview someone for videos, right?

Alex Russell
That’s right.

Kevin Adelsberger
Yeah. Can you tell us about your first interview that you did on Video?

Alex Russell
Yeah. I say I have a rich history. I’m in my late 20s, but I remember my very first interview in a very embarrassing way. Yes, can I help you? Okay, go ahead. Okay, I’ll start right there.

Kevin Adelsberger
This is going to be. Okay.

Alex Russell
Sounds like he’s making fun of me. It’s okay. People can’t take me seriously, so this is my fault. You should have had someone else interview me. Now that you’re about to interview me, I’m just…

Kevin Adelsberger
I need all the tips I could get. Yeah. Tell us about your first interview.

Alex Russell
My first interview was right at the beginning of high school for me. With the accessibility of video and being able to edit, shoot video rising as I was going through high school, I, believe it or not, was part of what they called APUSH, which is Accelerated… I don’t know what it’s called. Ap History, that’s what it was. I had to do a book review about George Washington, and actually by Ron Chernow. Yeah, I didn’t read all of it because it was long. It is very long. I skimmed it, but don’t tell my history teacher. Anyway, we had an option of writing an essay or producing a video as a form of book review, a book assignment to, so that we read the book, what we learned. That was my first dip into it. A lot of cutaways, a lot of talking to myself. I was very proud of myself. I did a very, some would say, a very nuanced special effect.

Kevin Adelsberger
How did you score on the paper? How did you score on the video?

Alex Russell
The video itself, I did really well, yeah. That was-It was encouragement. -it was encouraging for me to be able to do that. But also, I think just that experience of making, because even to date, that was one of my earlier videos that I actually set down to produce. I have wrote a basic script, which most of the interviews I do today aren’t scripted, but, you know. It was the first really structured video that I did. And so it just happened to be an interview with myself, which is totally normal.

Kevin Adelsberger
That’s high school. What about college? Did you do any interviews during college?

Alex Russell
Sure, yeah. I just had some experiences in college where I was able to conduct a few interviews for classes that we did, where we would… It was an assignment at the time, but I was able to conduct interview that if you look at, which I won’t reveal the footage of the high school one because it’s really embarrassing because I’m an awake. But you have it? Yeah, I do have it.

Kevin Adelsberger
Is it at your parents’ house?

Alex Russell
No, it’s on YouTube. I’m sure somebody can find it if they work hard enough.

Kevin Adelsberger
First person to find it. I will give you a $5 Starbucks card. Leave that in the edit, Eric.

Alex Russell
That would be a lot of work for $5 at Starbucks. But you also get to view it, and some would say that’s worth more than anything. In college, a level of experience, I was able to produce this interview with… It was a local artist at the time. For the first time, I was incorporating some significant B-roll, which is just supplementary footage to help push the narrative forward, give some visual examples of what the interviewee is talking about. And so, gained experience from that all the way up to I had a multi-year long internship with a local church media team where we would conduct a lot of testimony videos that they would do within the church setting. And so, which is probably where I learned the most because I was able to, in that setting, this wasn’t like… In student settings, it’s very forgiving if you mess up. The person you’re working with, for example, was also a student, so in some ways it felt very easy-breezy. But for the first time at the church, I was dealing with stories that had a lot of meaning. Not that the interview I did with the artist didn’t, but this one had implications that more impacted people’s lives and serious and heavy. Very personal, yeah. I think that’s where I actually learned a lot about how impactful an interview can be because like I said, both of those prior interviews, although they were fun and they were great for experience, they didn’t really provide me… They didn’t really have that, and some of that was on my part being so novice in it, but it didn’t have that impact that I realized later that interviews can have.

Kevin Adelsberger
Alex, what’s like the first thing that you tell an interviewee when they come into the room?

Alex Russell
What I tell them? I usually, after they get settled, try to make sure there is as comfortable as they can be when they’re in front of the camera. But there’s this… Before I start any interview, there is an anecdote that I commonly go back to, which is, if I were to ask you, this is it, by the way. I’m not continuing what I’m saying. This is the actual, so tune in, this is it. If I were to ask you what color the sky is, and you just said blue, which is a great answer. It could be true. However, what I tell the interviewee is within the editing process, although that answer is true and the answer is good, it sounds very confusing without all the context of what I asked question-wise. So all the people watching the video are going to know is that you said the word blue, which could be anything. It could be- Color of a dog. -color of a dog. It could be the color of your favorite candy.

Kevin Adelsberger
-color of your clues.

Alex Russell
-color of your clues. Yeah. I don’t think we can bring up blues clues. But anyway, yeah, there’s so many blue objects in the world, like who knew that I was talking about this guy. This exercise of, if I ask you what cover this guy is, it’s an opportunity to teach the interviewee how, when they answer a question that’s being asked. It teaches them that adding some context or repeating the question a little bit to add context to their answer can be really helpful when conducting the edit can be really helpful when putting together the edit. It creates that context that without it, can just make it where the answer is not as usable because, like I said, without the context of knowing that I asked what color the sky is, the answer blue doesn’t make a lot of sense. Instead, maybe they could say, This guy is blue, when they answer or providing some of that context.

Kevin Adelsberger
That could make an entire interview be very different for editing purposes. It could go from a useless interview to a very useful interview.

Alex Russell
Right. Because without it, you could totally lose that answer. You totally just have no use for it. And especially when people are starting to answer a question, sometimes they say some really good stuff at the beginning. It’s just such a great sadness whenever that answer is just not- Usable later. -useable without that context. Yeah.

Kevin Adelsberger
It’s hard to hear that in the moment, too, because you might think you got this awesome answer because you heard the context and then you go watch it out of context. You’re like, Oh, I can’t do anything with this. Right.

Alex Russell
Which is great for comedy, but not great for —

Kevin Adelsberger
Not great for editing videos. What are some do and do nots of interviews?

Alex Russell
One of the do’s that I stick to pretty commonly is how I try to make sure the guest is as comfortable as possible, encouraging them, really, because you have to realize most people in their lives, sometimes even some might do it just semi-regularly, but often times this might be their first time on camera, first time doing interview. And so, naturally, you’re going to be, if you were the one being interviewed, you’re going to be pretty uncomfortable. You’re going to be under the lights, and that pressure is really going to start getting to your head. One of the things I encourage them with is, thankfully, they don’t have to look at the camera when it comes to interview. They look at me. Oftentimes, that creates a more natural conversation feel.

Kevin Adelsberger
Yeah, because they feel like they’re talking to you and not talking to a camera.

Alex Russell
Right. Which talking to the camera can be very whole black hole experience of Am I actually talking to somebody? How do I look? It can be very disorienting. It also keeps the eye contact from being directly into the lens, which when you watch a video that someone’s… When you’re watching a video where someone has been looking directly in the lens, you’ll get this effect where they’re almost talking directly toward you, which is great for some videos, but for a lot of interviews, you want to be like, I’m catching this interview from a bystander perspective. Got you. Yeah.

Kevin Adelsberger
Then do you go in with a script for interviews?

Alex Russell
In the hopes of being more of an authentic experience, the interviews themselves are not too scripted to a T. Usually, there’s outlines to add some direction. Sometimes I’ll even share that with the interviewee just to give them some comfort of where we’re going, how many questions they’re going to be, because once you start, sometimes they could be like, How long is this going to be like? I don’t want to be here for another hour. They can keep up with the direction of the interview. There’s generally a rough outline, but as far as a full script goes, it’s very bare bones because we want it to, again, that conversational aspect of the interview. We don’t want it to control the narrative at all. We don’t want to make it so that the person feels like they have to say certain thing and being willing to follow the interviewee if it’s appropriate, if it’s not too much of a tangent, because then there’s so much you can prepare for an interview. But if the interviewee surprises you, you might end up in a more unique perspective that you just even-

Kevin Adelsberger
Yeah, you wouldn’t even know I was there.

Alex Russell
Yeah, not at all. That’s something that’s always important to do, is just be ready to be loosey, goosey, creative. Don’t get too strict on it.

Kevin Adelsberger
Yeah, you can go off book. Are you saying if you see a path that’s maybe off the question you’d planned because they’ve said something, that could be a great opportunity to get another piece of insight that you hadn’t planned on.

Alex Russell
Yeah, absolutely.

Kevin Adelsberger
Is there anything we should avoid when we’re doing interviews?

Alex Russell
Yes.

Kevin Adelsberger
Great. Well, that’s been the Content Machine Podcast. Is there anything we shouldn’t do when we’re recording an interview?

Alex Russell
Absolutely, yeah. There’s numerous things. Some things that come to mind, though, is to, I mentioned earlier, definitely don’t want to manipulate someone’s answer, but don’t be afraid if someone needs help finding out what they want to say. I think there’s some fear of that layer like you’re talking with them a little bit off to the side of an interview of like you’re working through a question that you just asked them and they just seem so lost, which happens because again, there’s that pressure and you want to make them feel comfortable. And so sometimes some people need some of that direction where, of course, you want to preface it with, I don’t want to force you to say this, but see if you can figure out what direction they might be trying to go in to encourage them to be like, Okay, you can go that direction. Go down that avenue of answering the question that way, if that’s what’s true to them. I think because so much, if you’re just throwing questions at them and they’re just like, I have no idea, it’s not very helpful to just keep their own questions and then just already in an uncomfortable situation, they’re feeling like, Oh, I can’t answer these. I need a lifeline. So being that lifeline is something that you want to make sure you’re not straying away from, even as the interviewer. My other don’t is something that it’s a personal problem for me. I have the tendency to, especially when I meet a new person, even something as small as a waiter or waitress, I want to create this small talk atmosphere that makes them feel like, Okay, I can talk here. We’re having a casual conversation. But don’t ask them too many questions that are off topic, right? There’s some time at the beginning to do that as they’re walking in, you’re having small talk. But while it’s good to be creative and take, not tangents, but follow their direction as they’re talking, right? You don’t want to end up somewhere where you’re talking about something totally different, even for the sake of being a conversationalist or just being a nice and cheery person of wanting to have a conversation with them, don’t let that. There’s some professionalism there where it’s important to make sure that the interview is not becoming so casual that you miss the point of the whole interview. That’s something that you have to really reel it in sometimes, even if your natural tendency is to not —

Kevin Adelsberger
Just keep talking.

Alex Russell
Yeah, keep talking.

Kevin Adelsberger
Well, let’s say you get that really good interview. What’s the value of one of those really good interviews?

Alex Russell
The impact of a good conducted interview has the result of offering this unique perspective, whether it’s for you could be interviewing for a company, for their website, maybe it’s for a program that they’ve started. Maybe they’re just talking about what it’s like to work for this company or this nonprofit in a way that you can’t really get across personally as a bullet list of facts of like, We treat our coworkers like this. We have this percentage. Those are great for understanding purposes, but to hear it come from a person directly from them, from their experience means so much because we, as people, we relate to that. We relate to experience.

We love stickers.

Disclosure: This is a sponsored post. 
We love a good sticker. But really: 

There are a few reason we love stickers. Its a way for us to show our alignment with a product/thought/group/brand. It can be a great way to make ideas sticky or persistent. Putting the right sticker in the right place can help you remember an important thought or a motivational concept. 

So we produce lots of stickers, some of our favorites above: 
Our Theme stickers for our annual themes. 
A sticker sheet that we produced for our Pretzel Day celebration. 
Stickers from our successful campaign to help get AJ Massey elected Mayor. 
PURRFECT Cat milk joke stickers from a CO video a few years ago. 
Stickers for members of the OMSL. 

These custom stickers and more we have made for ourselves or clients have all one thing in common – they were printed by Sticker Mule. Sticker Mule is great and we use it a few times a year. We have always had a great experience with them and the hot sauce they send with it, is pretty tasty too! 

Internship Diary #2 The First Mistake isn’t the End of the World

Last Friday, the end of week two in my internship with Adelsberger Marketing, was one of the first days that you could tell that fall would eventually penetrate through the dome of heat radiating from every building in Jackson. This was cause for celebration the way that these things always are: a universal mood booster, the type of thing that sends people walking through the streets with a skip in their step like a newly transformed Ebenezer Scrooge looking for the biggest goose in the window. Photos of Pumpkin Spice Lattes and pumpkin-scented candles landed in the company Slack channel as celebration of this inkling of seasonal hope. 

I sat in my room at my desk, ambient lofi music playing in the background as it always does when I work, feeling content. Classes were over for the week and all that remained was the routine plugging away of moving around images and video clips to be posted on various social media as promotion for the Content Machine podcast. This work flow, and the atmosphere of working from the pleasant comfort of my dorm, made me especially happy not to be drudging in an office somewhere. Obviously, remote work has its perks. 

Without warning, the easy-going simplicity of my afternoon ended. I was confused about one of the tasks outlined for posting the podcast, and searched through any resource I could find for the answer. Nothing — not in my Google doc, not in my Slack messages, nowhere. It crept upon me slowly, like a horror movie villain which the audience can see but the protagonist can only sense, that Kevin was the only one with the answer. This would not have been an issue except for one hang up: Kevin had already clocked out for the day. Interrupting my boss, the founder of the company, during his time off was not a thought I relished. Nevertheless, I faced the music and texted him my question.

He responded quickly, then called me to walk me through the problem. Within five minutes, the issue was solved, but it felt like an eternity. My gratitude for remote work took on a different form; now I was just glad I didn’t have to make this mistake while looking Kevin in the eye. Phones are a godsend when taking responsibility isn’t your cup of tea. It’s so much less personal. 

I completed the task and closed my laptop. Honestly, the fix was simple and easy. Kevin didn’t sound bothered at all. Still, I apologized via text. Kevin responded: “We didn’t set you up for success.” This was not entirely true. I could have listened better, asked better questions, or taken better notes. Still, the important thing is that he was gracious and he put my mind at ease. A five minute mistake wasn’t the end of the world. The first mistake will happen. Don’t let it get to you. 

What Makes Good Work – Pt. 3 | Content Machine Ep. #37

All work brings dignity because we are made to work. But there are levels to the goodness of work, and good work makes you more human. These three categories: purpose, possibility, and prosperity form a Venn diagram or concentric circles, and that diagram will move based on what’s most important to you. And what’s important may change over time too. Work-life balance may be more important when there’s small children in your home. And you may go through a season when creativity is more important to your flourishing. And hopefully, this framework will give you some tools to evaluate where you are and what you’re searching for. For now, we have come to the last episode in the series. The last category of our three P’s of good work is prosperity. And prosperity comes with three elements: compensation, reward, and nurture. Let’s start with compensation, everybody’s favorite part about work. Compensation is the cash and benefits you receive for working at a job. While this is probably everyone’s most important factor in deciding work, I would urge you to be careful about overvaluing it in your search for good work. Some people, money is their goal. Others, enjoying work is their goal.

Others, missional work is their goal. But regardless, you must be compensated. The next thing up is reward. Reward is the non-monetary compensation for working somewhere. This could come in a few ways, one of which is perks. Maybe your boss buys coffee or the company owns a Lakehouse they let employees use. Or at one of my early jobs, I managed an event space and one of my favorite parts was getting to take home leftovers from the events. This was a perk for sure. But then the second part of the reward is maybe the job is fun, cool, or brings status. It is fun working at a marketing firm and it would be cool to work for a Major League franchise. And there’s status associated with working for Congress, and that status can even set you up for future employment based on your status and experience as part of your work. Rewards can look a few different ways, but you will not see them on a balance sheet. Finally, the last element of this category, nurture. Simply put, do you have a company and people at that company that care about you as a person? Are you in an environment where you are nurtured and treated like a person, or are you treated like a machine?

With the amount of time we spend at work, having friends at work, a boss who knows your name and treats you well, and a culture that is nurturing, are keys to having good work. Why settle for less? At Adelsberger Marketing, it is literally part of our mission to value our team. And while we’re not perfect in all of these elements, it’s my goal to make our company the best place to work in West Tennessee. Hopefully, this tool, the three P’s of good work, has been helpful to you as you think about whether you have good work or not. If you have any feedback on the three categories, I would love to hear it. Send me an email at kevin@adelsbergermarketing.com. Thank you for listening to the Content Machine Podcast and we’re going to continue to produce thought provoking podcasts to help you be a better leader and marketer. Please subscribe.

What Makes Good Work – Pt. 2 | Content Machine Ep. #36

This is the second episode in our series about the three P’s of good work. The second P is possibility. Having possibility in your work is a key to good work. One of the things I like about Frameworks, like the three P’s of good work, is that it gives you a tool to think about a subject. A framework helps you, with the insight of others, to think about a subject in a structured way, which can help illuminate that subject in a way that is a bit more divorced from personal experience. The second thing a framework does is it can give you language to discuss something. Having the words to describe something that can be difficult to describe can give you the tools you need to communicate about it and think about it. Our team has a shared vocabulary that allows us to communicate clearly about design, but we have to approach that conversation very differently when we work with a client who is not knowledgeable about design. Even if you disagree with the structure of the three P’s, hopefully it will give you some clarity to make a better decision for yourself and your work-life. This is the second episode in our series about the three P’s of good work.

The second P is possibility. Having possibility in your work is a key to good work. And within this category, there are three elements: autonomy, creativity, and advancement. Let’s start with autonomy. Good work involves lots of autonomy. Autonomy is the ability to make decisions about the work. That involves an employer trusting you with a task. Autonomy allows your brain to think and process and gives you the ability to be flexible if problems arise. Autonomy makes work less robotic and more human. Being able to make decisions about how the work gets done, maybe rotating assignments, working at your own pace, solving a problem, or working without close supervision are all forms of autonomy. It is closely related to the next element, creativity. Creativity is the freedom to create within work. This is not just about, quote-unquote, creative work. It’s about all work. The more a job, any job has the freedom to be creative, the better it will be. Obviously, this applies to work in our field, but it also happens in all types of work. For example, we had someone out to run electricity to our pool pump. There were a hundred ways that you could have gone about getting the electricity from one side of the house to the other to set up the pool pump.

The electricians at our home were able to think through it, using creativity to determine what the best path was. There is creativity available in most jobs. And while some people are more predisposed to thinking creatively, I believe anybody can be creative. Some just exercise the muscle more than others. The final element in possibility is advancement. Having the potential to advance and grow and change in your job is something that many people do not think about ahead of time when they go to work somewhere. Some workplaces hire you to do one job and never expect you or encourage you to grow and develop. This is not a sign of good work. A sign of good work would be a job that allows you to grow your skills and develop new ones and potentially give you the room to get promotions and grow responsibilities. As humans, we are ever growing and changing, and work should reflect that. Some organizations are flat and there are not many titles to go around, but that doesn’t mean they can’t allow you to grow your skills and invest in people that way. This wraps up the second of the three elements of good work, possibility, autonomy, creativity, and advancement.

If you have any feedback on these categories, I’d love to hear it. Send me an email at kevin@adelsburgermarketing. Com, and thank you for listening to the Content Machine Podcast. Be sure to subscribe so you don’t miss the last part of our series.