Creativity is a result of vulnerability
I first became aware of the effects of vulnerability watching a popular TED presentation by Professor. Brene Brown. She described”vulnerability to mean “uncertainty, risk, and emotional exposure.” She further described vulnerabilities as “the birthplace of love, belonging, joy, courage, empathy, and creativity.” In this, I discovered that the best way to build a environment of vulnerability, you must establish a culture of imagination. Isn’t creativity at the core of what SEOs do?
A culture of vulnerability allows us to try new things and learn from our mistakes, share knowledge and provide top-quality outcomes to our clients. In the fast-paced field that is digital advertising, you can’t achieve the best results using the same tactics that we used to use in the past. Also, we can’t sit and sit and wait to see what happens next at the Moz Blog or conference on marketing also. The best way to go is to try new things and make mistakes, then make mistakes, and learn from them and share the knowledge with other people. We must learn from those who have more experience than we have and pass on what we have learned to people who have less experience. That is why we need to be vulnerable.
Below is a listing of four methods you can assist in creating a one of vulnerability. No matter if you’re a leader or not have the ability to change the culture of your company.
1. Find a second set of eyes for your next project
Are you completing something exciting for your clients? Did you do many hours of research and development to create the perfect website? Perfect! Now ask someone else to review it!
It’s as easy as it may sound and it could be a huge help in making a enormous impact in encouraging a culture of imagination. It’s also incredibly difficult to accomplish.
Small or large, each project or task that we undertake is the most valuable service your team can offer. Too often teams are working in groups and work on the tasks without asking or getting constructive feedback from their peers prior to handing it over for approval by the customer. Our clients and projects receiving only the best that one person could offer instead of the best of the entire team.
We are all team members with varying levels of expertise and duties. I’m betting that one of your team members is able to contribute something to your project that you did not previously think of. The feedback you receive from them will ensure that each project you complete or project you complete is the most effective that your team can offer your customers.
Keep in mind that soliciting constructive feedback is more than asking someone to conduct a “standard QA.” Based on my experience, a “standard QA” means you’ve had someone look over your work you submitted and then gave you the thumbs-up. A person who looks over your work and give feedback is only beneficial if done properly.
Imagine you’ve finished writing and editing a page, and you’ve gathered the courage to request someone else QA your work. Instead of sending it to them and asking “hey can you review this and make sure I did everything right,” instead make sure you send clear instructions such as:
“Here is a to a page I just edited. Can you take 15 minutes to review it? Specifically, can you review the Title Tag and Description? This is something the client said is important to them and I want to make sure I get it right.”
In many instances it is not necessary for your manager to coordinate it for you. It is possible to set it up by yourself, and it doesn’t need to be a major thing. When you’re done with a project or work this week, you should work together with a coworker and request their assistance by asking for their help in assessing your work. Are you worried about taking up the majority in their schedule? Offer to share tasks. Offer to QA a portion of their work in exchange for them to are able to QA their work.
You’ll have more success and reliability if you make QA a integral component of your processes for bigger projects. A large undertaking like converting a website to https or conducting a complete SEO audit must be accompanied by a quality assurance process built into the process.
Six months ago, I was asked to deliver an one of our more than 200 points sites audits a prominent client. The presentation was already prepared comprising over 100 slides that contained technical suggestions and technical fixes. I’m generally comfortable when I present to clients, however I was apprehensive about presenting the technical details of this particular client.
I was fortunate that our team had a procedure in place to conduct an in-depth quality assurance for projects like this. The six team members were in a room, and I gave them a presentation like they were clients. That’s right I played the role of a client! It was extremely uncomfortable initially. It was a bit overwhelming knowing that the team members (who I like a great deal) are in front of me, in front of me , taking notes on every single error I make.
After an exhausting 60 minutes of present to my team, I was done and waiting for comments. I was sure that the first words that would come that came out of their mouths was the phrase “do you even know what SEO stands for?” However, it was not. Since my team had plenty of experience giving feedback similar to such in previous years, they proved to be polite and more helpful. They gave me advice for how to better convey canonicalization, helped me modify my visualization, and provided me constructive feedback that made me feel confident in communicating with the client the following week.
If teams regularly ask for and get feedback they don’t just improve their work quality However, they also build a environment where employees don’t hesitate to seek assistance. If a person is reluctant to seek assistance is a unhealthy one and could cause a decline in the spirit of the team. This can ultimately affect the overall effectiveness of the work done by your team. But, a culture where team members feel comfortable asking for assistance will increase the quality of service offered and create a a enjoyable and safe working together.
2. Organise a half-day brainstorming meeting
Designing strategies for websites, or solving problems is often the most exciting work an SEO can perform. That’s right, tackling problems is enjoyable and I’m not shy about that. While it can be fun to tackle this task on your own it is more enjoyable and infinitely efficient when a group works together.
Twice a year, my team hosts a half-day strategy brainstorming meeting. Every analyst is brought a client or issue they’re struggling with its website’s performance as well as client communication and strategy development. In the course of the meeting, each team member gets an hour or more to discuss their issue or client and ask for help from the group. The team works together to dig deep into specifics about the client to assist with questions and address problems.
To make the most of this meeting takes a amount of planning for both the manager and the team.
Here’s a a an overview of the basics of my work.
Before the Meeting
Each Analyst receives a Client/Issue Brief that they write about the problem in details. Analysts must respond to the following five questions:
- What is the primary problem you’re trying to find a solution to?
- Have you considered or attempted?
- Have you tried anything to help you?
- What other information could you offer to assist in finding a solution to this problem?
Once all briefs for clients are filled out , and about two days before the half-day strategy meeting , I will send the completed briefs with the team to allow them to get familiar with the topics and arrive at the meeting with suggestions.
Day of the Meeting
Each Analyst will be given the opportunity to discuss their concerns in a group discussion. After that the team will explore the issue to find a solution. In the time span of 60 minutes where ideas are discussed Analysts will put on their geeky hats and go into the depths of analytics or programming to resolve problems. Everyone on the team are working towards a one goal, which is to find a solution to the problem.
After the issue is resolved, the analyst who first described the problem will relay the ideas or solutions to solve the problem. It may take longer than the entire 60 minutes arrive at a solution. If it does take the full time or not, once one problem is resolved, another team member is notified of their issue and the team tackles it.
- Based what size your group depending on the size of your team, you might need to break up your team to smaller groupings. I would suggest three to five.
- It is tempting to spend more than an hour to complete the task, but in my experience, this isn’t working. The pressure of tackling the problem in a time-bound period of time can to spark imagination.
This is one of the most efficient ways in which my team practice vulnerability, allowing the flow of creativity to flow. The format is designed so that everyone is given a method to give and get feedback. My experience has shown that every analyst has a willingness to learn new things, and is open to learning how they can grow and improve within their profession as an analyst. With this team work our clients benefit from the collective wisdom of the entire team, not just a one person.
3. Get feedback from your team
This process isn’t for those who aren’t confident. If you’ve had a a difficult time requesting an individual to review your work or present a website audit in the presence of your staff, you might find this step to be the most difficult to execute.
Every once a year , I host a one-time meeting of my staff. The goal of this meeting is to create a safe space for my employees to share feedback on me to their teammates. The team does not meet with me, and then anonymously fills in a worksheet that tells me what I should do to stop doing, then stop, and then continue to do.
Why should I be subject to this?
Why would I want to miss this opportunity? Being a good SEO goes beyond being a pro at SEO. Are you wondering what?? You read it right. We don’t work in isolations. We’re an integral part in a team, communicate with clients, expect from our bosses, etc. Also our work doesn’t just involve technical audits or editing websites. It’s also about the way we communicate and interact with others who are around us.
This meeting is intended to be more focused on our traits and actions as well as our strategies and SEO skills, making sure that we’re well-rounded in our abilities and are willing to receive any kind of feedback that can help us improve our skills.
How do you run a keep/stop/start-meeting in four steps:
Step 1: Make sure that the group meet for one hour. After giving the initial directions, you’ll leave the room, so that it’s just you who instructions for the next 45 minutes.
Step 2 Step 2: The group creates the behavior they would like you to begin taking, stopping doing and then continue to do. They create this on a whiteboard or using a computer using one person as a Scribe.
Step 3. When identifying behavior, the team doesn’t have to be unanimous, however they must most of the time. In contrast, the team must not simply list them individually, and then merge them to create a lengthy list.
Step 4: Following the 45-minute period, are allowed back into the room. Over for the following 15 minutes, the team will inform you of the topics they’ve been discussing.
Here are some useful suggestions to keep in your mind:
- If you receive feedback from the team , you only have two options you can offer “thank you” or ask a clarifying inquiry.
- Feedback should be directed at you, not about the company.
- Try this several times. The team will improve in giving feedback over time.
Here’s an illustration of what my group wrote about during our very first experience conducting this kind of workout.
Let’s look at the reasons the reasons why this conference is so crucial.
- If I am not in my room, our group can speak freely and without hesitation.
- Working together as a team and reach a agreement before writing a item of their feedback will ensure that the feedback doesn’t come from a individual team member, but from the entire team.
- In allowing my team to handle the job with me out of the way, I am demonstrating that as a manager that I trust them and respect their opinions.
- When I return into the space, I pay attention and seek clarification, but I don’t fight, which sets a good example of receiving feedback from other people
- The most exciting thing? Now I have feedback to help me to be a more effective manager. Through implementing a portion suggestions, it reinforces my belief that I am grateful for my team’s feedback and will change and develop.
This isn’t only for managers. Members of the team can take on this on their own. Your manager can request to complete this task together, and if you’re brave enough you could have your team members do it for you too.
4. Organise a group gathering to discuss what you’ve learned recently
So far we’ve been focusing on the ways you can solicit feedback in order to develop a spirit of innovation. In the final section, we’ll concentrate on ways to discuss what you’ve discovered to sustain a culture of innovation.
Tell me if this is familiar: I arrive at work, check the latest industry news, look over my client’s performance, whittle into my task list and review the tests I’m running and adjust them as needed, and so on.
What do we haven’t done in our daily routines? Collaboration. One of the themes you might have seen in this article is that we must cooperate to produce the best results. What you see in the news in the industry or the results you observe in the performance of clients must be shared with the team members.
To accomplish this my team created a meeting in which we discuss our results. Every 2 weeks we meet together for about an one hour and a half to go over the answers to the four questions.
Question 1: What’s something you’ve read that’s interesting or learned about in the field?
This could be as easy as posting a blog post or deeper in the depth of a study or a test you’ve completed on behalf of a client. This is meant to show that everyone in the team participates in the way we conduct SEO and contributes expertise for the entire team.
2. 2: What are you most excited about and currently working on?
Who doesn’t enjoy giggling over a entertaining site audit or the content analysis you’ve been working for hours on? It’s the perfect time to talk about what you enjoy regarding your position.
3. What issues are you working on to resolve?
Okay, fine I’m sure. It’s the only segment in this meeting where you can talk about problems you could have to resolve. This is crucial!
4. What problem have you found the solution to?
Brag brag! brag! brag! Every analyst is given the chance to talk about the problems they overcome. Problems they have overcome. The way they beat Google and smashed down the competitors.
In the final
Creativity is the core of SEO’s work. To be able to advance in our jobs it is essential to constantly expand our thinking to ensure that we deliver top results for our customers. This requires us to accept and hand aid to other individuals. Only then can we flourish in a environment that allows us to be open and genuinely imaginative.