AJ Moser

"Can we chat about internal communications?" When Shareen Pathak asked me if I could chat with her about internal comms, I jumped at the opportunity. Internal communications—or, employee communications, as I prefer to call it— is the underappreciated backbone of the comms and marketing team. I'm so glad to see more attention paid to this topic and this vital role. Employee communications can't be an afterthought. It's not a "nice to have" (though it's almost always treated as such, especially in smaller organizations), and it's incredibly strategic. Shout out to my internal communicators! I see you, I know your importance, and I will keep singing your praises as long as I have breath in my lungs. Check out this Toolkits.com article for more.👇 ## Does your company have a dedicated employee comms team, or is it part of another role (aka an afterthought)?

26

1 Comment

MULTIPLE CITIES

4

1 Comment

Brands can't afford to hide from the news cycle chaos forever ... In recent weeks, we've seen a flurry of posts advising comms teams to stay quiet amidst the storm of major news events - from political events to tech crises like Crowdstrike's outage. While I agree this is a terrible time to announce your brand redesign, and even meaningful news runs the risk of being buried, there’s an important truth that can’t be ignored: It’s likely that the news cycle is “crazy” for an extended period of time. For this reason, smart brands and comms teams need to learn how to tie into cycles, not avoid them. Here’s why: -- Relevance Requires Timeliness: Your audience lives in the now. Brands that consistently avoid current events risk irrelevance. -- Building "Tie-In Muscle Memory": Like any skill, connecting your brand to current events requires practice. It's about developing agility and judgment. -- It's Not About Hijacking: It's About Adding Value How can your brand's expertise or perspective contribute meaningfully to ongoing conversations? Think Covid and all the savvy brands that found ways to show how their products and services were helping America wade through unprecedented times. -- The Risk of Perpetual Silence: In a world of constant news, always waiting for a "quiet moment" means potentially never communicating. Remember, if your brand's not part of the conversation, you're just yesterday's unread headline. #BrandRelevance #StrategicSommunications #MarketingStrategy #PR

4

Internal comms seems to have gotten a refresh. As communicating with employees becomes a critical priority for companies, many are looking for internal communications talent who have an editorial bent. -- Amazon is looking for a leader for its workplace and operations executive communications team -- Law firm Latham & Watkins is hiring a director of internal communications Goldman Sachs is looking for a VP-level role to lead internal communications -- Notion is looking for an executive to lead content and communications for its workforce and employees -- Fintech startup Ripple is looking for an internal communications manager who will “own” the editorial calendar -- Understood.org is looking for a director of internal communications who will be responsible for creating content for internal channels. -- McCann Worldgroup is looking for a manager who will run newsletters and content across communications teams Companies increasingly view employees as they do external audiences: As people to be engaged with, courted, and communicated with regularly. As a result, a growing number of organizations are developing editorial content aimed specifically at internal audiences. That means content responsibilities are increasingly becoming part of internal communicators’ job descriptions. “One of the big reasons we’re seeing more internal communications and content roles is culture wars,” said Kate Meissner, co-founder at D.C.-based Velocity Partners and a former EVP at Edelman. “People now want their workplaces to be places that institutionalize their values.” “I strongly believe it should be called employee communications,” said Becca Chambers ✨, chief communications officer at ControlUp. “Employees are less engaged and they don’t know how to reach them. That means internal communications needs to be about engagement, culture building, employer branding, and crisis and change management as well.” Will drop the full story in comments below.

173

17 Comments

People often ask me how I manage to run a successful side business while working a full-time PR career, and still find time to enjoy life… **Simple answer: It’s all about finding your passion, staying committed, and leveraging platforms like LinkedIn.** When I started doing headshots, it wasn’t about making an additional six-figure income. It began as a solution to a problem at work. Some of my executives weren’t prepared for headshot day and didn’t love their photos. We didn’t have the budget for a reshoot, and I needed a solution. At the time, I was listening to Dave Ramsey, desperate to pay off my $40,000 in remaining college debt, and asking for a sign for a side hustle. That failed project was my sign. Determined to learn everything I could about using a camera and taking headshots, I dedicated myself to mastering the technical skills. Within a few months, I was taking passable headshots for my executives, and my newly discovered side hustle helped me pay off my debt in less than a year and a half. About 6 years ago, I invested in headshot training from the best, Peter Hurley. His mentorship transformed the quality of my headshots and experience I deliver. Because of Peter, I can now charge 10X what I was charging when I first started. This dedication to always learning and improving has allowed my side hustle to evolve into a six-figure business. Despite my success, I still maintain my full-time PR career. This dual commitment allows me to work with clients who truly value my work, and I often say no to opportunities more frequently than I say yes. I’ve been told I have a gift for making even the most stressed person relax. My disarming personality can make headshots a fun experience—cheesy as it sounds, some have even dubbed me the “headshot whisperer.” When we moved to Atlanta a little over a year ago, having a large basement for an upscale studio and bar was the #1 must-have on our wish list. This home studio setup allows me to have complete control over my schedule and provide a premium experience for my clients without the need to drive to a studio. The experience has been incredible for both me and my clients, and it’s moments like these that remind me why I love what I do. Platforms like LinkedIn have been invaluable for connecting with clients and growing my business. In just the past few months, I have: - Helped dozens of professionals update their LinkedIn profiles with high-quality headshots. - Seen clients land new job opportunities and find new customers thanks to increased visibility from their updated images. - Expanded my business network and collaborated with other professionals. - Enjoyed the process and built lasting relationships along the way. So, is it worth finding your passion and committing to it, even as a side hustle? **Absolutely YES!** If you value your professional image and want more opportunities, get in touch with me today. 

54

19 Comments

This is absolutely not surprising at all. I wish I could be more optimistic but the facts are the facts. I think the issue that we have to face is that there are less barriers to entry and the support is there but the environment, culture and networks for retention and progression are still limited. Black and mixed race Black talent continues to be infantilised and under estimated which is why some even choose to start their own agencies/become independent consultants etc. Two in three black PR pros consider leaving the industry, new research commissioned by UK Black Comms Network and PRWeek UK finds https://lnkd.in/eWSeXpDR #PR #Leadership

31

3 Comments

Hot Take of the Day | A Shocker From This Year's PRWeek Salary Survey! More Comms Pros Moved from "In-house to Agency" roles than "Agency to In-House." This year's survey shows that "12% of the people who changed jobs, went from in-house to agency gigs, versus 10.9% who went the other way." That's a shocking turnabout not only from PRWeek's 2023 survey which showed twice as many people went from agency to in-house, but from what we've witnessed as recruiters at PR Talent for the last 25 years. My guess is that it comes down to two possible factors: 1) Corey duBrowa brought sexy back to the agency world. Corey's high profile move from Google's top comms role to head up BCW Global (soon to be Burson) got a lot of people re-thinking the reflexive in-house move and considering a cool agency gig. We've seen other suprising, high-profile reverse migrations throughout the year, so this very well may be a trend. Or... this could just be a statistical anomaly driven by a year where there were fewer plum in-house roles available and agencies wisely took the opportunity to recruit top talent from the client side. (Note to all talent hunters: leveraging market conditions to recruit top talent is always a smart hiring strategy.) We'll be following this hot trend to see if it holds for 2024. Stay tuned! Next Hot 🔥 Take: AI Hiring Trends in Comms for 2024

55

10 Comments

A desperate plea to Instagram: If you’re telling us Sends per Reach is a key performance driver, PLEASE add that metric to the dashboard. Sincerely, Social media managers who have to report on these things 🥲 #socialmedia #marketing #advertising

118

14 Comments

After a lot of soul searching, I recently made the decision to leave my corporate communications role to pursue independent consulting with new focus and rigor. I’ve dipped my toe in these waters before and had success but over the last several years I pulled away for various opportunities that offered more stability. Before fully making this leap, I thought long and hard about what I want my future to look like and what changed about me as a professional AND as a person to lead me here. I love the communications field. The pace at which it moves, the incredible opportunities and challenges, and the countless brilliant people who have served as both inspiration and cautionary tale over the years.  Global brands, non-profits, start-ups all searching for ways to define what makes them different in a way that drives action and business results. What changed? I realized that I had been working steadily since college, moving from one career defining opportunity to the next without a break. I was exhausted and at a certain point I lost my joy in the work. The spark of creativity began to dim over time while doubt and uncertainty crept in. I had stopped feeling empowered and challenging myself, and others, to think differently. The first month after leaving my job, I rested, I cleaned, and felt guilty for not being more productive. By month two I was plowing through that stack of books I kept telling myself I’d eventually read, taking walks, and writing. Now, into month three, the ideas are flowing at a pace such that I keep a notebook handy at all times. My consultancy business is up and running and opportunities are everywhere. I see this as a chance to redefine what success looks like. For me, success is doing high-quality work that matters, being a compassionate leader, taking time to fuel my body and mind, maintaining healthy habits, and being a better human for the people I care about. It’s having an income that allows me to pay my bills, but also to gain inspiration from travel, reading good books, learning new skills, and giving back. I’m sharing this process in a public forum in case any of you are struggling with these same big questions. A mentor once told me “Whatever you’re not changing, you’re choosing.” So, I’m choosing an entrepreneurial path that comes with risk, but also has the potential for great personal and professional reward. I’ve earned my seat at the table.  I’ve reignited my spark and I’m ready to for what comes next. Thank you for taking the time to read this and if you feel the same…let’s connect! Let’s create the success we want and deserve together!

187

60 Comments

"Let Google do the Googling for you," is almost breathtaking evil. Bad news for anyone who hopes to attract attention with expertise and reporting — which then begs the question of what will get attention. But I'm more concerned with what it means when everyone gets the same answer, and Google decides what that answer should be. The examples it gives — an international trip, a date-night dinner — don't have a single answer. In an ideal world, no two people have the same answer. So beyond SEO, what does it mean for culture, identity, humanity when Google does the Googling for you? On the plus side, a motto where you are both verb and noun really writes the antitrust case itself.

12

8 Comments

With a lot of layoffs in tech and other sectors, it's hard on both the person laid off as well as the team left behind. Regardless of whether it's layoffs or just a trusted team member moving on, losing quality people from your team is never easy. But, it occurred to me recently that those tough departures -- especially early on in my career -- provided me with new roles and holes to fill ... holes that weren't there before. 👉 One example that comes to mind -- there were furloughs (and eventual layoffs) in 2020 due to the pandemic where I worked at the time, which included the person who managed our Intranet. Now, I'm not going to sit here and suggest that it was fun to take on -- it was not. But in reflection, I learned a lot of random technical skills and because of that additional aspect to my role, I was included in meetings I wouldn't have otherwise been in -- and that gave me more intel and generally, helped me see the forest from the trees in other aspects of my position. 👉 Another example from many MANY moons ago -- the person who led our employee recognition "Shout Out" program left, so I stepped in to take over. At this point I was still pretty junior in my career, and it was during that time that I realized how much celebrating people -- and their quality work -- filled me with purpose and joy. It was a major moment for me in understanding how I'm motivated and what keeps ME going day in and day out. And it led to me eventually taking over the professional development/training efforts for our team too. My point is that while you're "mourning" those losses, also take it as an opportunity to evaluate your strengths and identify areas of growth where you might newly flex -- and/or hone -- a skillset. You might realize you have even more to contribute -- and make yourself that much more valuable and uniquely *capable* in the process. #b2b #tech #communications

12

2 Comments

My non-paid side gig is to help people who are seeking communications roles build their "candidate narrative." These could be folks that have been laid off, moving into communications from a different role, or just making a change. It's not recruiting support or writing resumes. It's helping someone best tell their story to stand out, because there are too many great people in need of roles. And for me it's good karma and building new relationships -- it's giving back to the community that has given me so much. Here are a few tips that continually rise to the top when we've built successful candidate narratives: 1) Take all the best practices in communications and apply them to yourself: Build key messages that have an agenda (what you want them to believe, know, feel, do), identify stories that bring your most important successes/lessons to life, and use media training tips to stay focused and tight. 2) Always focus on S-A-R: Every example of success should be a tight situation-action-result. Otherwise, you'll end up wandering for five minutes talking about the great initiative you led. Everyone has a great initiative, and interviewer is now checked out. Not everyone can succinctly hit the S-A-R. Doing this right helps you be sticky in recruiters'/hiring managers' minds. Data, results and transformations are sticky - if you're tight with them. 3) It's hard to read the label from inside of the jar: get a trusted friend, colleague or acquaintance to review your materials, hear what makes you unique, or do practice interviews. Sometimes what makes you special and what people will remember of you is hidden in a lot of words on paper or in conversation. And sometimes it takes someone else to unearth the right expertise or points to make. 4) Speak to cheerleaders/advocates. The one thing that seems to help the most, and what I've found I've delivered to others (if not unintentionally): confidence. Sometimes you need others to remind you of your awesomeness, or see the forest from the trees on what amazing things you've done (then, got back to #1 and #2 to get those messages, stories and results right). 5) What did you look for in candidates? How soon we forget sitting on the other side. If you have some experience, you likely conducted interviews and hired people. Who stood out as the best? Why? What did they do? Can you learn from that and apply? I'm grateful to have helped some folks - it fills my cup. Hopefully this helps some others out there.

99

23 Comments

Happy Monday! This one is for founders (most PR folks know better): Asking reporters "can you please feature our product/help us out" is the quickest way to guarantee 1) no response 2) no coverage Please do some basic homework to understand how journalism works

44

7 Comments

Hello #socialmedia folks! I am currently trying to gather my work to build a portfolio and I am struggling! What did you all use to create your portfolio? How did you decide what content to include and what not to include? Very interested to hear everyone’s thoughts.

2

2 Comments

Most people who know me will know that I have a handful of digital media bug bears. If you get me on one of those topics, I will speak all day if you let me. The brand safety ecosystem is one of those topics. Thankfully, the length of my writing was kept in check so have a read if you're interested in what I have to say! Catch up on the article via Creative Brief.. https://lnkd.in/eQJpfDGU #MediaEthics #Mediabuying #ThinkFreely

12

FRIDAY FUN ACT: If you’re in PR, your family will never know what *you actually do.* They won’t understand how hard you work to keep your sh*t together under fire. 🔥 The multiple balls in the air. The constant pressure. 😩 The never-ending slew of deliverables and to-dos. But I know what you do. I see you. 👀 I see you because I *am* you. And your work matters. It moves markets. 📈 It shapes categories. You’re making your clients the *best possible version* of themselves 😇 And that’s a pretty big deal. So let mom tell her friends that you “write articles” for work. Let dad shrug to his buddies that you’re “in some kind of marketing.” 🤷‍♂️ This job is hard to do, hard to understand and hard to explain if you aren’t “in it.” But if you know you know. This is your life. This is my life. We’re in this together. This is the way ✊ #publicrelations #pr

264

36 Comments

Last week I wrote about the *incredible number of 50+ PR/Comms pros* in my DMs looking for jobs. It’s wild. I got dozens more DMs from these talented, highly-accomplished people after my post about ageism in PR hit home (painfully so) for so many. What are they saying? These career communicators confide to me en masse that “ageism is alive and well.” That their “age is basically a non-starter on the job hunt right now.” That agencies and in-house comms teams are looking for “younger” and “hungrier” and “cheaper” talent. That they’re “victims of their own track records.” That’s rough, man. No good deed goes unpunished, eh? Today I saw somebody on Reddit, Inc. post a question asking, essentially, “where have all the 50+ folks gone?” Good question. Hard question. And I think it’s time the PR industry had a thoughtful conversation about ageism because, hey, we’re either inclusive or we’re not. But this topic is a layup in my view. Crackle PR works with a number of very senior consultants who do an excellent job for us. These seasoned pros give me and our tech clients peace of mind. Experience has a way of doing that. If you know you know ✌️ This is the way ✊

989

280 Comments

I've been on LinkedIn since 2010 (wow, it seems like a lifetime ago), primarily using it to stay in touch with former colleagues and expand my network. Beyond the occasional comment or post, I’ve treated LinkedIn like any other social media platform, rarely sharing much. Recently, I realized (or maybe it was a gentle nudge) that personal branding had passed me by. Hesitation about "cringeworthy" content kept me silent. Even with 16 years in content creation, I felt overshadowed by others who seemed more vocal. In real life, I'm quite vocal and opinionated (or maybe just a woman in corporate), but my social media presence is almost non-existent. Looking back at my older posts, I cringe, but I've grown up a little now and now feel it's the right time to start posting something of value. However, the more I think about personal branding, the more I struggle to find my place. This struggle reminds me of a passage from "The Hunger Games" where Katniss says, “At once, it's clear I cannot gush. We try me playing cocky, but I just don't have the arrogance. Apparently, I'm too 'vulnerable' for ferocity. I'm not witty. Funny. Sexy. Or mysterious. By the end of the session, I am no one at all.” Sometimes, I feel like that—like no one at all. But perhaps that's okay. Maybe we don't need to be witty, funny, sexy, or mysterious to have a voice. We each have our unique experiences and perspectives to share. It's about authenticity and connecting with others on a genuine level. So, this marks my evolution, maybe! Maybe I am too late, but so what! Unless I step outside my comfort zone, I won't be able to build an ‘online voice,’ and that might be tragic. What did you do when you started your personal branding journey? Hit me with your best advice – content calendar or post on a whim? And hey, maybe some encouragement wouldn't hurt either!

39

6 Comments

💥 The biggest *mental health hack* in my 20+ year tech PR career? Starting an agency with an iron-clad “No A**holes” policy. Here it is in full: 1. No toxic clients 👿 2. No toxic employees 👿 3. No exceptions. Tolerating the malignant outbursts and persistent drama of jerks— no matter how brilliant they may be or how big their budgets— equals consent. And friends, I *do not* consent. I can replace revenue. I can hire new people. But I can never recover from permitting anyone, internally or externally, to abuse my people. This isn’t “LinkedIn wisdom.” I built my whole damn company on it. This is the way ✊ #publicrelations

293

32 Comments