It’s hard to imagine that just a dozen short years ago Facebook–today’s leading social networking site-- did not exist. Today this mammoth social media platform has more than 1.59 billion active users. In other words, more than one in five of the 7.4 billion people on Earth is on Facebook.
In 1952, Milton A. Smith coined a term that to this day remains one of the best ways to describe the worst of language.
While attempting to describe the writing of an especially verbose bureaucrat, he was having trouble finding a fitting word. So he invented one: Bafflegab.
A fun word to say, its parts are baffle -which means to confuse- and gab -a way of describing chatty talk. Its official definition is “incomprehensible or pretentious verbiage” which I believe is in itself a little bafflegabby. But let’s move on.
We make sense of our world by telling and listening to stories; our lives are made up of both big and small moments that we share with the people around us.
We don’t often have the time to reflect on the moments that have shaped us, led us in a new direction, or given meaning to our lives; and we don’t often have the opportunity to give voice to these moments. When you enter into a digital storytelling workshop, you are given three days to do just that.
“Should we stop people from posting negative comments?”
When we give social media advice, this question will invariably rear its head. The wording may change, but the message is essentially the same. I get the impression that, even in 2016, fear of negative comments is one of the barriers keeping many organizations from developing a more active social media presence.
A simple and important message, it is one that some people in the North might receive over the airwaves – through their radio.
Whether there’s a polar bear in town or not, whether you’re trying to reach a northern audience or a mainstream Canadian audience, radio is a medium that offers immediacy and often has a meaningful, loyal connection with its audience. Despite that, stations across Canada are fighting to remain relevant as the media world continues to shift.
Good employers want productive employees. They also want happy employees and they care about the health and safety of the people who work for them.
As a result, many companies are integrating ergonomics into their operations. Ergonomics is the science of designing a workstation so that it fits the employee, offering a comfortable working environment that maximizes productivity and efficiency.
For most workplaces, improving ergonomics isn’t hard to do and there are clear benefits for both the employer and the employee.
Hmmm, if I only had a dollar every time that sentence was muttered to me over the past 20 years, I would be sipping chilled beer right now with my toes wiggling in the sand.
As creative types, we are often faced with the challenge of explaining exactly what it is we do. Graphic designers, or as I like to call us –communicators, can do much more than take your Word file and make it “pretty”.
In part I of this blog post I identify some pretty deeply held beliefs about needing or asking for help that challenge our disposition to ask for help. In the second part I share a few help management skills to consider working on.
I have a lot of trouble asking for, and accepting help. And, judging from the multitude of references that turn up when I Google “asking for help”, I am apparently not alone.
It’s not that I think needing help is a bad thing. In fact, I love helping others. Each time I do, I feel useful, connected, appreciated, and valuable. I know that giving and receiving help is fundamental to our sense of ourselves, to the strength of our relationships and to the quality of the world we live in.
I think we all have had someone who has positively affected us—someone who has helped guide us, coach us or find our way. Maybe this person is a teacher, someone at work or even someone you met socially.
In my professional life, I’ve had several mentors: some I’ve reached out to on my own, and some I’ve met through formalized mentorship programs. The value of a mentor is that you can develop your skills as an employee, as a manager, and as a person.