Here's how you can spot and cultivate talent in your Corporate Communications team.

The corporate communications executives I work with best are the ones who pay attention to what journalists and readers are seeking, and work backwards from there to reach their organisation's goals. The best-written social media post, press release or thought leadership article won't be seen or read by anyone if it doesn't first catch the audience's eye and resonate with them.

A team member with potential in corporate communications often displays strong writing and speaking skills, listens actively, and brings creative ideas. They pay close attention to detail, think strategically, and adapt quickly to changes. They work well with others, understand their audience, and use data to improve their work. They also demonstrate professionalism, integrity, and a passion for learning and staying updated on the latest trends.

In the world of Corporate Communications, the ability to harness the power of words is key in delivering creative stories that capture the attention of the intented audience. Whilst we often deal with dry concepts, the individual's ability to create innovative content and give every story a new perspective using creative writing and communicating skills is what makes the story reach its potentials and beyond.

A senior leader once told me that in management, it is not the what questions that evoke the most elaborate answers but the why! Similarly, a talented corporate communications professional displays the ability to ask the right questions because that would be the key to getting the right answer. Such a professional displays the uncanny ability to join the dots between different topics aided by constant refueling of their creative curiosities (by reading, interacting with others, and enjoying an eclectic mix of music, pop culture and even social sciences). Ultimately, considering why their audience should bother listening to them helps them to answer the WIFM question (What's in it for me) by understanding their stakeholders.

An intrinsic characteristic of any successful communicator is having an agile mindset. The role that communicators have to play is fluid - the platforms they use to drive their messaging, the senior business leaders they support, the goals of the business, the external market challenges (both ongoing and crisis-related) are constantly evolving, constantly shifting. The ability to adapt quickly, remain flexible and demonstrate constant agility is a key indicator of future success.

Proporcionar o crescimento do colaborador parte de uma rotina bem estabelecida de FEEDBACK acompanhada por plano de a??o prático e direcionado. Recomendo sempre um momento de feedbcak que possa ser bidirecional, tanto colaborador quanto líder devem avaliar um ao outro e proporcionar momentos de crescimento para as duas partes. Alinhar objetivos pessoais aos objetivos da empresa facilita a evolu??o das pessoas, afinal, n?o trabalhamos apenas por trabalhar, mas temos propósitos a cumprir e sonhos a alcan?ar.

I think it’s more important than ever for your team to know where they fit individually and how that aligns to the bigger picture. - set the path - look at training gaps - create the vision

When you recognize individual ability, curiosity and, if you’re lucky, loyalty, be sure these contributors (and potential new leaders) know specifically how their skills and efforts can propel the purpose and mission of your organization. Work together to set mutual goals based on this shared understanding. Oftentimes, values between employers and employees align and yet there’s a huge disconnect between the ultimate goal of leadership and the tasks delegated to the teams, the reasoning behind widely disparate salaries, and expectations of individuals. True leadership is hiring people you trust mutually based on complete transparency about all of these factors. Nothing but healthy growth can come from it for you both.

Um verdadeiro líder deve fazer seu time crescer! E n?o estamos falando de números! Estamos falando de propósitos! A melhor maneira de projetar este crescimento é delegando responsabilidades e fazendo com que seus liderados tomem decis?es! Deixe que eles decidam e se a decis?o for errada, você estará lá pra corrigir, mas deixe que eles tomem a decis?o! Saber que eles tem a você para qualquer tipo de emergência, fará com que tenham tranquilidade para pensar nas melhores decis?es. é como uma crian?a aprendendo a andar. O pai ou a m?e fica ali… do lado. Pajeando, mas dizem: vai lá filho! Anda que estamos aqui! Tra?ar crescimento significa delegar responsabilidades e gerar confian?a!

Provide clear pathways for career advancement and professional development within the corporate communications team. Identify opportunities for team members to expand their skills, take on new responsibilities, or pursue specialized training or certifications. Encourage employees to set goals for their career growth within the team and support them in achieving those objectives.

You learn every day. Your team learns every day. Foster a culture where your subject matter experts are encouraged to share their knowledge. And I would say, not only that. Create forums where your team can share, let's say weekly, their talents, best practices and insights.

Foster a culture of mentorship within the corporate communications team where experienced team members can share their knowledge, skills, and insights with newer or less experienced colleagues. Pair junior employees with mentors who can provide guidance, feedback, and support as they navigate their roles and develop their careers in corporate communications.

Everyday is a school day. It always better to learn from others experience, skills and knowledge to navigate your path and reduces factors that might slow you down.

Learning is the key to improving in communication. Be it regular or corporate communication. Learning starts with willingness. The Chinese proverb that says when the student is ready, the teacher will appear is true. For corporations to improve their communications, there must be a environment where learning is made easy.

El valor de la mentoría y el coaching no puede subestimarse: - Mentoría Interna: Facilitar que los miembros del equipo aprendan de profesionales más experimentados en un entorno de apoyo. - Espacios de Confianza: Crear oportunidades para que los empleados compartan sus preocupaciones y aspiraciones con sus mentores, fomentando un crecimiento integral.

“The only thing worse than training your employees and having them leave is not training them and having them stay”- Henry Ford Investing in training for your talented team members is a non negotiable for many reasons: 1. Training programs help talented team members enhance their existing skills and acquire new ones 2. Career advancement 3. Investing in their growth shows that you value their contributions and are invested in their success, leading to higher job satisfaction and employee engagement. 4. Talented team members are more likely to stay with a company that invests in their growth and development, leading to higher employee retention and increased loyalty.

Invest in training and skill-building initiatives to help team members enhance their capabilities and stay up-to-date with industry trends and best practices in corporate communications. Offer workshops, seminars, online courses, or other learning opportunities that address relevant topics such as media relations, crisis communication, branding, or digital marketing. Encourage employees to pursue continuous learning and provide resources to support their professional development efforts.

Encouraging investment in continuous learning - for yourself and your team - is empowering on the individual level, but also helps keep the team dynamic and adaptable, with team members expanding their skillsets and bringing fresh perspectives to the table. It's so important to stay up-to-date with new technologies and best practices, and so rewarding seeing co-workers develop professionally, positioning themselves for future career success.

Invertir en la formación es crucial para el desarrollo continuo del equipo: - Acceso a Recursos: Proveer acceso a cursos, seminarios y conferencias que mantengan al equipo actualizado y motivado. - Equilibrio entre Técnica y Bienestar: Incluir formación que también promueva el crecimiento personal y el bienestar de los empleados.

Debemos invertir en la formación holística de nuestros equipos . Es decir, no solo en las verticales de su empleo sino, en la medida de lo posible, en formaciones que no tengan que ver directamente con su rol

Establish a culture of constructive feedback within the Corporate Communications team. Encourage open communication and regular feedback exchanges among team members, supervisors, and leadership. Create channels and processes for providing feedback on individual performance, project outcomes, and team dynamics. Recognize and appreciate employees who actively seek feedback and demonstrate a willingness to learn and improve. Use feedback as a tool for identifying areas of strength and areas for development, helping team members refine their skills and grow professionally.

Una cultura de retroalimentación abierta y constructiva es fundamental: - Evaluaciones 360 Grados: Obtener feedback de diversas fuentes para tener una visión completa del desempe?o y bienestar de cada miembro. - Sesiones de Retroalimentación Regular: Establecer sesiones periódicas donde se discutan fortalezas, áreas de mejora y objetivos futuros, siempre con empatía y apoyo.

Fomentar una cultura de colaboracón, de diálogo y de crecimiento es lo más importante en tiempos de cambio. Las empresas resilientes lo son, por un proceso sólido de retroalimentación. No ayuda sólo a temas de desarrollo, también a consolidar el negocio. Veamos el proceso de feedback como un proceso de construcción. Construcción de equipos con adaptabilidad, tolerancia, asertividad y empatía, que puedan hacer frente a cualquier desafío, y que sepan que, pueden confiar unos en otros. De esta forma se crearán culturas positivas, sanas e incluso atractivas para nuevos talentos y clientes.

Feedback no es dar tu opinión . Feedback debería ser construir juntos sobre una base común. Y es especialmente importante en mi opinión que el feedback incluya la puesta en valor de las aportaciones de todo el equipo

If you have an actual feedback platform my suggestion is to use it constantly for positive feedback. It works wonders, especially when it is unexpected. For negative feedback, on the other hand, I have an ‘unsolicited advice’ corner where I privately and discretely share any suggestions I have on something I noticed that I thought could have been done better.

L’entreprise occupe une part importante de nos temps d’activité, de nos vies, mais n’en constitue ??normalement?? qu’une partie. La créativité, l’innovation dans la communication d’entreprise dont chacun peut faire preuve se souche bien souvent dans les passions, les investissements extra entreprises de nos collaborateurs. C’est souvent sur la base de choses observées ou mises en pratique ailleurs, hors de l’entreprise, qu’une manière originale innovante différente de communiquer pour l’entreprise peut voir le jour. A ce titre la convivialité amenant chacun à s’exprimer librement, à se sentir autorisé à, contribue à réduire les risques d’autocensure, qui est en terme d’épanouissement la pire des censures… ??

Que ce soit dans la communication ou dans le relationnel, je crois à l’authenticité. On recrute des talents pour leurs compétences, mais aussi pour leur personnalité. Il y a une voie pour les développer dans le cadre et la culture d’entreprise sans perdre ce qui fait leur singularité. C’est d’autant plus vrai lorsque l’on recherche des profils créatifs.

Foster an environment that values creativity, innovation, and experimentation within the Corporate Communications team. Encourage team members to explore new ideas, approaches, and technologies to enhance communication strategies and achieve organizational goals. Provide opportunities for employees to pitch innovative projects or initiatives and support them in bringing their ideas to fruition. Embrace a mindset of continuous improvement and adaptability, where team members feel empowered to challenge the status quo and propose bold solutions to communication challenges. Celebrate and showcase successful innovations within the team and across the organization, inspiring others to think creatively and push boundaries in their work.

Assign challenging projects, responsibilities, and tasks to talented team members to stretch their abilities, build confidence, and showcase their potential. Offer opportunities for growth and advancement based on performance.

Being at a position where you can help cultivate and support fresh talent in any team is a position of responsibility. You must exercise this responsibility with utmost sincerity and without any bias. Spotting the right talent fit for your team/brand/company is only a chance, which once you stumble upon, you must make the most of.

Consider the importance of fostering a collaborative environment where team members can share ideas and learn from each other's experiences. Encourage cross-functional collaboration to expose individuals to different perspectives and skill sets. This collaborative approach not only enhances talent development but also cultivates a sense of camaraderie and collective ownership of success within the corporate communications team.

Money and title. Feedback, training, mentoring and development plans are of course important, but is unlikely to satisfy talent if competitive salaries and titles aren't on the the table.

As a leader, you have the power to create a safe learning environment in your department. This environment, free from the fear of failure, will be the most significant influencer in cultivating talent in your team, encouraging them to learn, grow, and change. In addition, you must lead by example, demonstrating ownership of the brand's values and archetype and embodying its core principles and identity in your actions, decisions, and communications.