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COMMUNICATIONS CONSULTANT
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COMMUNICATIONS CONSULTANT

At least 2 years of relevant work experience in communication, social media and marketing...

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10 WAYS TO RUIN AN INTERVIEW IN 30 SECONDS
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10 WAYS TO RUIN AN INTERVIEW IN 30 SECONDS

The older I get, the more I’m convinced that  If a candidate commits these..

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THE DIFFERENCE BETWEEN MANAGERS AND LEADERS
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THE DIFFERENCE BETWEEN MANAGERS AND LEADERS

It’s time to face the music as a manager: You don’t always have all..

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DO YOU TREAT YOUR EMPLOYEES AS YOUR BEST CUSTOMERS?
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DO YOU TREAT YOUR EMPLOYEES AS YOUR BEST CUSTOMERS?

No, this is not a joke; it’s a real question. I often wonder why..

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HIRING PROCESS : HOW YOU CAN FIND THE BEST PEOPLE
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HIRING PROCESS : HOW YOU CAN FIND THE BEST PEOPLE

There are three key elements to consider during the hiring process.  Your new hire..

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  • COMMUNICATIONS CONSULTANT October 14, 2020

    At least 2 years of relevant work experience in communication, social media and marketing. Develop communications strategic plan for BMLWE and ensure that the plan is properly implemented and in alignment with the general guidelines and Standard Operating Procedures (SOPs) to be developed; Develop a manual for communications, advocacy, customer relations and community engagement services and activities. Work closely with Director General of BMLWE, key staff and external agencies to support implementation of • visibility and communication plans, social media, and assist in managing the owned communications channels; Developing/updating capacity statements and project summaries; Writing project success stories to be posted on BMLWE owned channels (e.g. website, mobile app, social media platforms, internal channels for dissemination and/or shared with the donors upon request; Liaise with WASH program team to collect and receive necessary information on emergency and post emergency projects planned and implemented in the affected areas for the best interest of the affected population; Support BMLWE current communications system and work modalities, and work with BMLWE to ensure the sustainability and continuity of communication, advocacy, and community engagement activities; Running all organization’s communication tasks, including, but not limited to, website content, social media accounts, brochures, press releases, internal bulletins, posters, etc.; Develop internal communications plan to improve employees’ engagement, as one of key stakeholders for BMLWE Build a solid social media presence, including through relevant influencers; Manage BMLWE online communities to ensure respectful and appropriate engagement.

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  • 10 WAYS TO RUIN… June 6, 2019

    The older I get, the more I’m convinced that  If a candidate commits these sins in an interview, they’re almost certainly going to be a bad hire. Ten bloopers come to mind - and none of them have to do with a resume: 10 Interview blunders you should stop doing right now: 1-NOT to bring to an interview your parents or your kids 1-You arrive late Everyone’s time is valuable. If you are consistently late, buy a watch and leave earlier.  Your competition will  be on time and they will get the job. If there is an unexpected delay, at the very least, give a call to apologize.   2-You don’t wear professional attire You don’t have the job yet. Casual may be office attire, but you aren’t part of the company yet. Dress to  impress.   3-You aren’t polite, you don’t smile and you don’t watch your voice tone. Being rude is never a requirement trust me. And don’t go into an interview in a bad mood. Smile and show them your positive attitude while using a moderate voice level. Listen -Don't talk too much -Don't be too familiar- Don't appear desperate   4-You’re slouching You need to sit up straight!” Posture matters. Posture conveys attitude. It conveys interest. And it could sink your job chances.   5-You’re chewing a gum      This lacks respect and discipline and the Employer might not consider your candidature.   6-You don’t research the company you are interviewing. Conduct research so you have at least a general sense..

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  • THE DIFFERENCE BETWEEN MANAGERS… April 16, 2019

    It’s time to face the music as a manager: You don’t always have all of the right answers. Your “it’s my way or the highway” approach to management isn’t going to encourage anyone to help you in your problem solving endeavors. Managers and leaders are often referred to synonymously, but only leaders allow their employees to solve problems with their own insight. The truth of the matter is this: Every leader may not be a manager, but every manager should be a leader. It’s easy to see that leadership and management aren’t the same thing, but a manager who lacks effective leadership traits will drive a business into the ground faster than you can count to 10. Change doesn’t happen overnight when it comes to transforming managers into leaders. It takes time and energy to improve the way you manage and utilize more leadership characteristics on a daily basis. Here are some tips to help you make the necessary improvements: 1. Managers give answers, leaders ask questions. There’s nothing certain to turn your employees against you faster than shouting orders at them. Why not spare yourself the impending resentment and simply ask your employees this: “What would you do?” or “What do you think of this idea?” Allowing people to participate in the decision-making process will not only transform what could have been an order into something more easily swallowed–it also inspires creativity, motivation, and autonomy. 2. Managers criticize mistakes, leaders call attention to mistakes indirectly. It may seem more efficient to point out your..

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  • DO YOU TREAT YOUR… April 16, 2019

    No, this is not a joke; it’s a real question. I often wonder why people I know complain about their employees’ customer service when they treat their employees poorly. They don’t seem to get that if they don’t treat their employees well their employees won’t treat their customers well. Go back to the time you had a bad boss. Think back in time when you were an employee. Think back to the time when you had a bad boss or your boss did something to you that you thought was unfair. What did you think about the way you were treated? How did you carry the way you were treated to customers you served? I bet that you were angry with your boss and wanted to get back at them. You probably didn’t treat the company’s customers very well that day. In fact, it wouldn’t surprise me if you decided to get back at your boss by not serving the company’s customers well. Do you truly value what your employees do for you? Too often we expect that employees will go out of their way for us when we don’t go out of our way for them. To have employees that really value your customers you have to build trust with them. You have to care about what’s important with your employees. You have to be reliable in how you work with them. You have to make it not all about you. The more you make it about your employees, the more trust you’ll build...

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  • HIRING PROCESS : HOW… April 16, 2019

    There are three key elements to consider during the hiring process.  Your new hire must be results oriented, have the required skills asked of him or her and be a good fit for the work environment. You might call this the “Golden Triangle” of hiring. Most of your problems with staff will come from a shortfall in one of these three areas. 1. BE RESULTS ORIENTED THROUGHOUT THE INTERVIEW PROCESS You must first be results oriented .when looking for a new person to work within your company. Start by making a list of every result that you want the new person to produce. Always focus on results rather than activities. Take 100 points and allocate them over your list of desired results, divided on the basis of value. This allocation will help you decide the most important results required. By the 80/20 rule, if you have a list of ten desired results for a hob, two of those tasks will be worth 80 points and the other eight tasks will be worth only 20 points. 2. EMPHASIZE THEIR SKILLS Once you have determined exactly what you want the person to do and the results he or she is expected to produce, the second consideration throughout the hiring process is hiring in skills. You look for someone with a proven track record in that area. You are seeking a candidate who has already successfully demonstrated the skills necessary to achieve the results you are hiring him or her to achieve for your company. FREE FINANCIAL REPORT: The Way To Wealth..

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