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What do you do if your social media presence isn't boosting your career in Staff Development?

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You might think that having a strong social media presence is essential for your career in staff development. After all, you want to showcase your expertise, network with peers and potential clients, and stay updated on the latest trends and best practices. But what if your social media efforts are not paying off? What if you are not getting the engagement, recognition, or opportunities you expected? Here are some tips on how to improve your social media strategy and boost your career in staff development.

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1 Audit your profiles

The first step is to review your current social media profiles and see how they reflect your personal and professional brand. Are they consistent, clear, and relevant? Do they highlight your skills, achievements, and value proposition? Do they match your resume and portfolio? Do they follow the guidelines and etiquette of each platform? If not, you might want to update, edit, or delete some of your posts, photos, or information. You might also want to optimize your profiles with keywords, hashtags, and links that relate to your niche and goals.

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Jamuna Rani Govindaraju

Executive Director - SICCI/Advisor - SME Centre@SICCI/ Organisational Management Expert/Breaking the glass ceiling with a sledgehammer-first female ED in 98 years!
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Take a step back & assess your social media strategy. Consider factors such as the platforms you're active on, the type of content you share, and your engagement with your audience. Could you define your career goals and how you want your social media presence to support them? Are you aiming to showcase your expertise in staff development, network with professionals in your field, or attract potential employers or clients? If so, could you align your social media strategy accordingly? Understand your target audience on social media & tailor your content to resonate with them. In the context of staff development, your audience may include HR professionals, training managers, educators, or individuals interested in professional development.

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2 Choose your platforms wisely

The next step is to decide which social media platforms are best suited for your career in staff development. You don't have to be on every platform, but you should focus on the ones that reach your target audience, showcase your strengths, and align with your objectives. For example, LinkedIn is a great platform for building your professional network, sharing your insights, and finding job opportunities. Twitter is a good platform for staying on top of industry news, joining conversations, and learning from experts. Instagram is a good platform for displaying your creativity, personality, and work culture. Facebook is a good platform for connecting with your community, joining groups, and promoting your events.

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3 Create valuable content

The third step is to create and share content that adds value to your social media followers and showcases your expertise in staff development. You can use different formats, such as articles, videos, podcasts, infographics, or slideshows, to convey your message and appeal to different preferences. You can also use different topics, such as tips, trends, case studies, stories, or opinions, to demonstrate your knowledge and perspective. The key is to provide useful, relevant, and engaging content that solves a problem, answers a question, or sparks a discussion.

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4 Engage with your network

The fourth step is to interact with your social media network and build meaningful relationships. You can do this by liking, commenting, sharing, or retweeting other people's posts, especially those who are influential or potential collaborators in your field. You can also join groups, chats, or webinars that relate to your interests and goals. You can also reach out to people you admire or want to connect with and start a conversation or ask for advice. The key is to be authentic, respectful, and supportive, and to offer value before asking for anything.

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5 Track your results

The fifth step is to measure your social media performance and see how it affects your career in staff development. You can use various tools, such as analytics, surveys, or feedback forms, to track your metrics, such as followers, likes, comments, shares, views, clicks, or leads. You can also use qualitative indicators, such as testimonials, referrals, or invitations, to assess your impact, reputation, or opportunities. The key is to analyze your data, identify your strengths and weaknesses, and adjust your strategy accordingly.

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6 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Roger Yap EdD MSc MIoL

Market Strategizer
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Why the need to use social media to search for a new career or job change? When one only needs a job at any one time. Identify a few organizations that one can relate and believe in their vision. Send cv to the human resource departments; even though they did not advertise on the mass / social media. When a vacancy does pop up: in the future; the hrd will contact us. Be patient.

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What do you do if your social media presence isn't boosting your career in Staff Development?

1

2

3

4

5

6

1 Audit your profiles

2 Choose your platforms wisely

3 Create valuable content

4 Engage with your network

5 Track your results

6 Here’s what else to consider

Staff Development

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What do you do if your social media presence isn't boosting your career in Staff Development?

1

2

3

4

5

6

1 Audit your profiles

2 Choose your platforms wisely

3 Create valuable content

4 Engage with your network

5 Track your results

6 Here’s what else to consider

Staff Development

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