So how does the team at Hennessey Digital stay ahead of all the changes that Google throws at us? As the Senior Manager of Learning & Development, I will share a couple of tips on how to incorporate new trends and train your team to stay ahead of the curve.

Understand the Market & Identify Trends to Train On

Before you dive into incorporating the latest digital marketing trends in your learning and development program, you need to identify what trends are going on in the first place. This can be dealt with in a couple of different ways.

You’ll want to identify some sources that help you keep track of the latest trends. Those sources are almost always Google, Microsoft (Bing), or other tools you use for your digital marketing strategy such as Ahrefs, Screaming Frog, STAT, etc. Many, if not all, of these tools have marketing newsletters and email alerts that you can subscribe to.

Additionally, you can utilize an alert system like Google Alerts, where you tell Google what you want to be kept in the loop about, and Google will send alerts to your email. Another great source directly from Google, albeit a bit daunting to approach, is the Google Search Central Blog.

Each of these resources are great starting points to stay informed about updates and trends related to digital marketing. But it still produces a large amount of content to weed through to find out what applies to your company. This is where our next step is crucial!

Identify Your Subject Matter Experts

It’s going to take an army to start. Google is a massive brand that is always updating its products and services, from its algorithm which impacts SEO, to Paid Search, Analytics, and even its consumer products like Chrome or VPN. Admittedly, I am not an expert on anything SEO-related, although I’ve learned a lot through my peers. At Hennessey Digital we specifically hire individuals for our digital marketing teams who are true subject matter experts (SMEs) – those who eat, sleep, and bleed their specialties. Having multiple experts, perspectives, and opinions will help you form a solid training that accounts for everything.

Ideally, within your organization, you may hear about the latest trends and updates from your subject matter experts. They may be your department team leads, managers, or directors. They could even be some of your individual contributors in non-people managing roles. Connect with these individuals when something is coming down the pipeline that you are aware of. Or better yet, set up recurring meetings with these individuals throughout the year to make sure you are on top of industry trends and changes. And when changes do occur, be sure to utilize these people to help update any existing resources or training materials you already have.

Empowering SMEs to Create Impactful Trainings

Once you’ve identified key market trends and identified the SMEs who can help decipher these trends and changes, it’s time to start creating training programs and resource materials.

Here, l, we utilize an internal Learning Management System (LMS). It is always my pleasure to have a subject matter expert raise their hand to create the pieces of training specific to their specialty within our LMS. While this task can be intimidating at first, it’s my job to show that subject matter expert how easy (and important) it is to take an idea and bring it to life in our LMS.

This is where I like to lead by example and conduct a live training “creation meeting” with our subject matter experts. During these meetings, I show them the process of creating a resource or training that provides all the details necessary for effectively educating others and adapting to a new trend or change in the digital marketing landscape.

We take it a step further by providing templates within our LMS that SMEs can select from when creating content. These templates equip creators with everything they need to make a stellar, Hennessey Digital-approved resource or training. Then, all the SME needs to do is fill in the blanks and get that information approved before we launch it live to the eyes and ears of our fellow team members.

Announce & Reiterate

Now that you’ve created an exceptional resource or training, you’re eager to make it accessible to everyone. But is there a right way to do this?

In short, yes, there’s a right way – and a wrong way. When it comes to announcing new training or processes, we strive to ensure that the message resonates, and there are various approaches you can take to achieve this. Here’s our approach:

1. Multichannel announcements: After the training is approved, we make it a point to announce it through multiple channels. We begin by sharing the news during company or departmental meetings. The choice between department-specific or company-wide announcements depends on the nature of the training. Some are tailored for specific roles or departments, while others benefit the entire company. These initial announcements, whether in department or company meetings, always come with the promise of future live training sessions. We reserve time on our calendars to host separate meetings about significant changes in our processes or in the digital industry that affect our clients or services. This separation is crucial to ensure that the training’s importance is not diluted when combined with broader department or company meetings.
2. Global announcements: Following the separate training sessions, we make a global announcement of the resource through our LMS. This means that the team has received a general announcement about the update, attended live training, and now has a resource at their disposal that relates to the update.
3. Monthly Updates: To reinforce the message and provide one last reminder about the new trend or update, I send out a monthly message via our internal messaging tool. Within our agency, it goes out on our main Slack channel. This message highlights all the new content we’ve created and added to our LMS in the previous month.

Setup An Audit Program

Now let’s admit, tackling all things digital marketing related can still be a daunting process even with subject matter experts helping you out. Sometimes, critical updates or changes slip through the cracks, including minor alterations such as user interface (UI) updates for a Google tool or the rebranding of a tool or system.

To safeguard yourself from dropping the ball and missing updates, we suggest implementing an L&D audit program. By having a recurring audit program you get buy-in from department leads and SMEs. Audits don’t take place overnight and might require significant time depending on how much content you have to review in your LMS.

I suggest giving yourself 4 weeks for the audit to give everyone ample time amidst their daily responsibilities. Here at Hennessey Digital, we attack this process over the course of a month and have our department leads go through everything related to their specific department. They are required to read through and ensure the content contained within is still relevant. This allows department leads to identify old, outdated content that either needs to be updated or potentially removed entirely. During this process, department leads and SMEs can update anything that needs immediate change. Generally, there shouldn’t be too much to update as long as you are keeping in touch with your department leads and subject matter experts throughout the year.

The L&D Audit process can also unearth gaps in your training where you might be lacking content. From there it’s back to the drawing board with identifying the subject matter experts to help you fill in that gap of content.

Rinse, repeat, and reward!

The post Incorporating the Latest Digital Marketing Trends & How to Train Your Team to Stay Ahead appeared first on Hennessey Digital.

In thinking about what makes Hennessy Digital so successful at building and maintaining a positive, strong, award-winning culture, it’s just one thing. Nope, no “Top Ten” list here, or laundry list of action items. It’s just one thing.

It’s not rocket science, it’s not expensive, and it has nothing to do with useless buzzwords like “synergy,” “world-class,” or “quiet quitting.” If you are tired of never-ending vacancies and toxic personalities, let’s dive in.

Navigating the Challenges of Human Resources

It feels like every day that passes, being a Human Resources professional is more and more challenging. And if you are a business leader that has the luck, er… responsibilities of the HR function, it’s even more difficult because you are trying to do an increasingly complex job, on top of all of your other responsibilities. Keeping up with the times, the laws and the regulations, it’s time-consuming and challenging.

Here at Hennessey Digital, we call our HR team “People Success.” In my experience, many businesses and traditional HR departments forget, or perhaps don’t realize, that the goal of HR is to help the company and its people find success. Too many times, HR staffers turn into policymakers and enforcers, and focus so much on compliance they can’t see the forest through the trees. It’s easy to do and seemingly impossible to keep up. However, compliance is important, since it reinforces essential fairness and equality when handling everything from hiring and training, to benefits and compensation.

But, People Success is different. 

When People Success stays focused on career growth, robust total rewards, ongoing leadership training, and continual improvement of the team, a magical thing happens. We see our team members stepping up, going above and beyond, and staying focused on clients’ success.

I love helping people find their way professionally. I love hiring and promotions, bringing out the best in people, growing the business, and focusing on the good. And while it’s not always so rosy, I appreciate when team members become vulnerable so we can figure out what the real issues are and solve them together.

It wasn’t always easy.

And I see now this was my path to pushing for bigger and better things. I struggled in past jobs when leadership did not support the team members and related initiatives. I struggled when they were more focused on the pennies than the people, and they acted surprised at impossible turnover and open positions that couldn’t get filled.

It is simply a recipe for failure. Don’t be that leader.

The Power of a People-Centric Approach

Put in the work upfront.

For starters, we built a strong foundation first. We got the right people on the team, set the structure, and determined business goals and our Vivid Vision. We then set clear, smart goals, stayed focused on those goals, and made decisions that work toward achieving those goals.

Getting the right people in place is key. It’s true what they say, hire good people and give them space to run. Don’t hold back when you know something is not working. Give those individuals a chance to improve, but don’t settle. Lead them, but don’t micromanage, and sometimes allow them to fail.

I should note in the People Success space, competitive pay and benefits should go without saying. They are necessary and should not be considered optional. If you do not have a competitive package, even the best environment won’t keep your key players and can’t maintain a positive culture. Basic needs must be met. This can be a large investment, but it’s an investment in your people, and people are worth it.

So what is it? What is the 1 thing?

Start with a blank piece of paper, and ask yourself this one question: What does my team want? Better yet, ask your team what they want.

Do not ask, ‘What works best for the company?’ Or, ‘How do I get to the highest level of productivity?’  And do not “lead your witness” by asking things like, “Do you think more PTO is a good idea?” Always ask these questions anonymously if you can.

We host quarterly town halls because our leadership team wants to know how we are doing. Because we’re so honest and transparent with our team, we find our team shares information with us.

I promise you will be shocked by how (mostly) very reasonable and doable their suggestions are.

Empowering Employees for Sustainable Growth

If it is that simple, why don’t more companies do this?

I’ve heard much opposition.

• What if we can’t do what is asked for by employees? Asking and not responding is worse than not asking at all. I will caution, if you ask your team, be prepared to react in some way. Think about how you can get close if what is being asked is not doable for your company. How can you find common ground, or “give a little.” Exhaust all options to make it happen. Think outside the box, and maybe even offer a trial to see how it goes. In the end, if it truly can’t be done, communicate why.
• Is this going to be expensive? It doesn’t have to be. Most employees want things in their careers that are free or very low cost, such as career pathing or flexibility to attend a concert, ballet, or soccer practice. And many want things that are simply indirect costs that can more easily be absorbed, such as mental health days or additional PTO.

Some people would make the argument that those things are not free, that they negatively affect the workforce, scheduling, etc. The opposite is true with the exception of a few industries. You’d be shocked how team members pitch in to help others out with no interruption to the business. Our leadership and People Success teams know that giving people what they need will repay itself tenfold.

• I am not sure I want to know. That’s probably the most common concern I have heard because leaders are worried about what people might say. Sometimes it’s “easier” not to know. Well, guess what? Not knowing only perpetuates the issues. Facing issues head-on is the only way to resolve them. And once the issues are resolved, we can all move on and have a better environment.
• I will only hear from the complainers. Yes, you will probably get some anonymous hateful elves. Every company has them. The best way to manage this is to take their feedback seriously and see if you can get to the root of the issue. If it is anonymous, that can be tough, but it’s worth your time to show them you care. On the flip side, companies like to listen to the “yes” women/men or the “kiss-ups.” While these opinions are also valid, these voices don’t typically represent the diversity of the company.

And then repeat.

This is not a one-time initiative. At Hennessey Digital, we don’t “set it and forget it.”

I am continually, perhaps obsessively, monitoring how people are doing. We take the temperature of our company and collect feedback in many ways, both formal and informal. The most essential is our bi-annual Employee Survey, the classic Net Promoter Score (eNPS). It’s simple with just one question and room for comments. We ask during our quarterly town halls and during our exit interviews. We even ask about engagement and their feeling of value on performance reviews. I make it known that I’m always available to receive feedback and answer any questions that the team has.

If you haven’t asked your team in the past 6 months, then it’s time. The workforce changes more rapidly than we think, especially if your company has experienced high turnover.

Our Senior Manager of Learning and Development, Greg Herrman, and I were chatting recently about the tremendous success we’ve had with engagement for online learning. Team members have not only been taking numerous courses, but also seeking out information about our training system.

The key here was simple, we decided early on that our training system is the single source of information. And then we repeated it over and over. We didn’t overcomplicate it, we repeated what worked.

Repeat what works. Change what doesn’t.

Creating a Thriving Work Environment: The One Thing That Matters

The one thing that matters is, in fact, one thing that can change and transform your company culture. It takes the desire for change and the intentionality of the leadership team to prioritize the needs, growth, and well-being of your employees.

In a world where talent acquisition and retention are crucial for organizational success, investing in a people-centric approach is more important than ever. By valuing your employees, you not only create a fulfilling work environment but also position your company for long-term growth and achievement.

So, take the first step. Embrace the power of a people-centric approach and unlock the transformative potential it holds for your company culture. Your employees and your organization will thank you for it.

The post The “One Thing” that Transforms Company Culture appeared first on Hennessey Digital.

Our virtual work environment currently spans 13 countries, including Bulgaria, Ethiopia, India, Kosovo, Ukraine, Romania, Argentina, Macedonia, the Philippines, Egypt, Mexico, Scotland, and the United States. This representation empowers us to connect with top talent around the world, and more authentically with diverse audiences by bringing fresh perspectives to our search engine optimization (SEO) and digital marketing strategies.

Because we know diverse backgrounds and experiences enrich our agency, we foster an inclusive culture that fuels innovation, creativity, and inclusion.

“We recruit top talent, ensure our culture is inclusive, and that everyone feels a sense of belonging. Retention is a natural result, and our clients benefit from a talented and experienced team. In fact, our turnover this year is a record low,” Jill Wenk, Vice President of People Success.”

In this post, we will explore the impact that diversity plays in digital marketing and hear from team members at Hennessey Digital about what it means to them in their careers, and how it fuels innovation, expands horizons, and drives our collective success.

The Power of Diversity in SEO and Digital Marketing

Expanding: Our Global Reach & The Evolving SEO Landscape

Digital marketing is constantly changing how companies and consumers connect and exchange information – and at a rapid pace. What worked a few years ago might not be applicable today. Diversity among our team members at Hennessey Digital allows us to approach SEO challenges from multiple angles, which enables us to stay ahead of competitors for our clients and on top of the latest changes in SEO.

To stay relevant, businesses must adapt strategies and consider the latest trends or changes, such as algorithm updates and the rise of AI & ChatGPT. Incorporating unique perspectives, fresh ideas, and innovative approaches is a necessity to effectively tackle the complexities of algorithm updates. Drawing from diverse knowledge and experiences globally, this approach results in improved rankings and increased organic traffic for our clients. Embracing diversity in digital marketing ensures that our strategies remain relevant to targeted audience segments, ultimately maximizing our impact and generating superior results for our clients.

“Diversity helps in the work we deliver because it brings people with different perspectives together on how to solve a problem. This type of collaboration has shown to produce some really creative solutions.” – Stanislov, Senior Data Scientist (Bulgaria)

“Digital Marketing became my career choice because there was less pre-defined work with more experiences and things to explore that this field has to offer.” – Abhishek, Senior Local SEO Specialist (India) 

“Diversity has a crucial role in digital marketing since people from different parts of the world and different cultures think differently in terms of marketing in general. For example, creating a campaign for advertising coffee in Italy and in Turkey can be very different – the types of coffee that people drink in the two countries are different (espresso in general in Italy, Turkish coffee in Turkey), how and when they might consume coffee, and also the age limit for coffee drinkers. The way to look at the market and target audiences will not be the same. So in cases like this, having culturally diverse team members can be very helpful in developing successful marketing campaigns.” – Aleksandar, Software Engineer II (Macedonia)

“Since digital marketing requires engagement from potential customers, the background of this audience is a factor in the results. It is best to be considerate of the diversity in the world for maximum results.” – Ermiyas, Software Engineer I (Ethiopia)

Hiring the Best & Brightest: Expanding the Talent Pool

We pride ourselves on shattering geographic boundaries to find the best talent no matter their location. In order to remain at the forefront of digital marketing, our agency needs to have experts who have the skills, knowledge, and passion to drive results for our clients. This global mindset is threaded throughout the company in a very natural way which allows us to learn from each other and collectively elevate our own expertise to push the boundaries of what is possible in the digital marketing space.

Breaking Geographical Barriers

Personally, it is an incredible experience to hop on a Zoom meeting and chat with team members in Bulgaria or Kosovo, or even across the country at Hennessey Studios in Los Angeles. Removing geographical constraints allows Hennessey Digital to attract experts who bring a diverse range of skills, knowledge, and experiences to the digital marketing table.

“When recruiters only look in one city, there is a limited pool of applicants. Often managers must pick the best candidates of what is available. When recruiting globally, the size of the candidate pool is unlimited, allowing us to select the best and brightest candidates from around the world. This definitely achieves a better-qualified candidate, often with more precise experience,” Wenk notes.

“For me, marketing is connected to everything: creativity, technology, and culture. I believe diversity has a key role, particularly today, where everything is connected and people from all parts of the world are getting more together than ever.” – Salvador, Content Writer (Mexico)

Connecting Through Knowledge Sharing and Fostering Innovation

Being a smaller agency means our talented team members touch multiple projects. and many are cross-trained allowing us to provide better service to our clients. This collaborative approach means we’re continuously working with and learning across departments, experiences, and backgrounds to share best practices, insights, and emerging trends. This diversity of thought allows our creative juices to flow and sparks innovative ideas that enable each department to overcome challenges with fresh strategies and solutions that achieve success for our clients.

This collaboration has resulted in innovation and new products such as HD Translate. Ideated and developed in-house, our proprietary cutting-edge website translation tool helps reach multinational audiences while boosting SEO. Leveraging AI and ChatGPT technology, HD Translate optimizes your web pages for indexing by Google in multiple languages. This boosts your visibility in search results and ensures native-level, natural-sounding content across different languages.

“I am drawn to the competitive digital marketing industry because it offers dynamic and creative jobs, a high learning curve scope, and the opportunity to work on different projects. Moreover, digital marketing has become an integral part of every company today, and I want to be a part of it.” – Mohammed, Software Engineer I (Egypt)

“I love the creative side of digital marketing, how brands choose to represent themselves, and where I personally can explore and bring new ideas to life. The diversity of digital marketing means it’s always evolving which provides the possibility to always learn something new.” – Teodora, Content Strategist (Romania)

By embracing our global workforce in all its forms, everyone’s unique perspective is valued and celebrated, ultimately leading to inclusive digital marketing strategies that have an impact. It allows us to better understand and cater to the unique needs and preferences of our clients, drives innovation, enhances SEO strategies, fuels creative campaigns, fosters our work environment, and propels our clients’ businesses to success.

Diversity is part of who we are at Hennessey Digital, and embracing global diversity is one of our strategic advantages. Are you looking to work with the best and brightest? Harness the full potential of Hennessey Digital, a global, diverse digital marketing agency where we deliver exceptional results to our clients through digital marketing excellence.

The post Embracing the Power of a Globally Diverse Workforce appeared first on Hennessey Digital.

An area where this has become more important in recent decades not only for firms but for clients when choosing a law firm, is diversity and inclusion, including representation for the LGBTQ+ community.

In celebration of Pride Month, here’s a look at good things happening across the legal community from firms to initiatives that show their colors all year long.

LGBTQ-friendly law firms are on the rise

The number of inclusive law firms is growing both as employers and firms who support and include the LGBTQ+ audience in their client base and marketing. According to a survey by the National Association for Law Placement (NALP), the number of lawyers who identified as LGBTQ+ has doubled in the past decade, up to nearly 4%. There are also a growing number of law firms such as McDivitt Law Firm and Frank Azar & Associates who serve LGBTQ+ clients in their communities, sponsor local events, get involved in Pride parades and celebrations, or promote inclusivity with content about their services on their website.

One of the ways through imagery and content the NALP brings attention to Pride month and celebrates diversity online

Resources for Law Firms

Local and national organizations in the legal industry are driving conversations and awareness with resources for lawyers that are easily accessible online. The American Bar Association does a great job of providing information and news about topics impacting the LGBTQ+ community, and ways lawyers can foster diversity or make Pride month intersectional for their firm. CLEs from the ABA or providers such as Law Practice CLE and others are available for lawyers to continue their education and expand their knowledge through CLE courses that address diversity and how to serve different populations in their community.

Demonstrating inclusivity across the industry

Positive momentum isn’t only happening inside law firms, it’s happening across the legal industry with LGBTQ+ friendly companies. As a leading law firm digital marketing agency, Hennessey Digital promotes inclusion and belonging from within, including our team member-led Diversity & Inclusion Resource Group. Our Resource Group is a safe place where team members can discuss and share knowledge and experience, and educate others as it relates to any and all elements of diversity, including LGBTQ+. Landing at an airport near you is also brand and marketing consultant Luke W Russell who travels the country sharing their passion for helping people by coaching law firms on building relationships with the LGBTQ+ community. 

Pride month is a wonderful time to celebrate progress, individuals, the equality people fight for, and the journey in our history to overcome challenges. Inclusion is year-round, and the legal industry is leading the way as an example of how service-driven businesses can put pride into practice.

The post Pride in Practice: A Spotlight on Law Firms and LGBTQ+ Initiatives appeared first on Hennessey Digital.

Why We Love RAK Week

One of our guiding principles is to Make It Fun; Don’t Be A Jerk. And what is more fun than celebrating each other through an entire week of kindness? Our People Success Coordinator Ilona Townsend says, “RAK Week is a time where we can show kindness to others, whether they be on our team, within our company, or in our community.” Team members around the world at Hennessey Digital are encouraged to share pictures throughout the week in our Gratitude channel on Slack capturing suggested and impromptu random acts of kindness, and for every action captured, Hennessey Digital donates $5 to a charity voted on by team members.

How We Give Back

This year, our team completed over 200 random acts of kindness, and we donated more than $1,000 to Doctors Without Borders, a humanitarian initiative providing life-saving medical aid globally to people in crisis.

(Donating blood for RAK Week 2023)

What Our Team Thought

“There is no such thing as too much kindness. In honor of Random Acts of Kindness day, I’m proud to see our team go way out of their way to intentionally spread generosity, positive energy, and kindness. During RAK week, everyone wins and feels special; there are not many other employer-sponsored activities I see where every single person is positively impacted. When we talk about an award-winning culture, this is a great example of something we do differently that our competitors.” Jill

“I love RAK week because it showcases our company’s kindness and willingness to help. Being grateful always boosts my mood and RAK week made me appreciate all the great things in my personal life and professional life even more. And it was great knowing that our donations went to a good cause!” Cassie

“Endorsed 13 people so far on LinkedIn! RAK’n up that cash money for charity! $$$$” Michele

“RAK week is one of my favorite Hennessey traditions we have. In a way, it connects us more because we get to share things from our personal life like photos of loved ones, favorite local eateries, and donating/volunteering time.” Charlie

“My current volunteering is coaching the girl’s basketball team at church. I’ve got to admit – it’s fun, not work!” Rob

“I realize how easy it is to help the community and charity. I always use online reviews to determine if an establishment is one I want to visit, but I’ve never written one myself! Even by writing a short review for a business, you’re helping them grow. Donating to charity doesn’t have to be a large sum – all of these small acts of kindness were just $5. Little by little it grew, so even the change in the bottom of your bag can help someone in need. This was such a rewarding experience and I’ll definitely try to perform an act of kindness every day moving forward.” Ilona

(Volunteering at church auction)

RAK Week Daily Activities That Fuel Our Workplace Culture

Team members have five days to support random acts of kindness, each day with a different theme. The themes this year were:

Monday: Kindness to your coworkers

We pride ourselves on recognizing team members internally, so we decided to take it up a notch and spread that kindness externally on LinkedIn by endorsing and recommending colleagues.

(Virtual meet-up with Finance, Sales, Executive, and Marketing)

Tuesday: Kindness to those you love

Tuesday happened to be Valentine’s day, so it was the perfect way to celebrate by sharing photos of loved ones and sending e-cards.

Wednesday: Kindness to your team

Wednesday was all about fun team-building activities over Zoom. It can be an adjustment when you’re not face-to-face every day, so teams were encouraged to get together virtually to hang out or even play games like Pictionary.

(Content team playing skribbl.io)

(Creative team meet up)

Thursday: Kindness to small businesses

Small businesses make the world thrive. And honestly, it wasn’t that long ago that we were small too. Team members were encouraged to write reviews for or shop at local businesses.

(Supporting a local florist)

(Supporting a local coffee shop)

Friday: Kindness to the community

To round out the week, team members were encouraged to take one of their days to volunteer or give back in another way like donating clothes, blood, or another act of service.

(Donating clothes)

Random Acts Of Kindness In A Remote Work Field

We’re a 100% remote company and always will be. Our CEO Jason Hennessey founded our agency this way from the start to bring together the best and brightest across the globe. Bringing together more than 100 team members across 13 countries can sometimes be a challenge, but our People Success team finds ways to celebrate team members internally and empower us to pay it forward and celebrate our communities.

How do you celebrate your community or the people around you through random acts of kindness? Tweet us at @HennesseyDgtl and tell us all about it!

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My career evolution

As I looked over the past 25 years of my career, I observed that there were four main types of work I was doing, and their proportions had evolved over the years: learning, doing, managing, and leading.

Learning

In my very first full-time job after college, especially in the early going, I was learning far more than anything else. I was lucky to join a company with an amazing training program – a six-week “boot camp” starting on Day One! – and that set the tone for the early part of my career. To the company’s credit, it took learning very seriously, and I can’t even imagine how much money they spent to train us all for six straight weeks before we ever sat down at a desk.

Once I had completed the boot camp and started working, my learning was far from complete. I estimate that I was still learning about three times as much as I was actually producing (“doing”). Some of the learning was explicit, like more training on a software system or a business process, while other types looked more like an apprenticeship.

If you’re in your early 20s, you will probably not feel this way in the moment, but there will probably be a time when you look back on your early career and judge it not based on how much money you made, but on what you learned, what kind of growth opportunities you got, and the habits that you picked up for the rest of your career. What you learn at that point in your career can set you up for success over the next few decades, often in ways you can’t see until you’re far down the road.

To be clear, this is not an argument for taking on an unpaid internship or letting anyone take advantage of you in the name of “learning,” but keep the long game in mind. You probably have at least 40 years of work still ahead of you, so try to be as deliberate as you can about learning new things!

Doing

As I started to get the hang of things and needed less direction on typical tasks, I started doing the work more. By my late 20s, I estimate that I was doing the work about 50% of the time, and most of the rest of my time was still spent on learning.

Once your career is up and running, the learning becomes more and more “on the job,” in the flow of your team’s normal activities. Once I had demonstrated basic proficiency in certain areas – such as building an analysis model or making a presentation to management – my managers started to include me in more things.

If there was a big meeting happening, in my early 20s, I probably wasn’t even in the room. By my mid- or late 20s, my managers were more likely to say, “Scott, you should sit in on this meeting.” Even if I was a mere fly on the wall, I was learning thanks to the exposure.

Back to the doing: At this stage of your career journey, you’re producing a lot. You’ve become the master of a small domain, and people start to turn to you to get that thing done. Often your reputation grows, and more people seek you out to do that thing, and then one day someone will ask you to start teaching others how to do it.

Managing

I was in my late 20s when I was first asked to start training others. I didn’t become anyone’s direct manager right away, but I started to teach others what I knew and look for ways to help the company outside of my own team.

Once I did get my first direct report, I quickly learned that their success and failure largely depended on me, and it was my responsibility to make sure that they succeeded. At this point, I realized that being the expert on something wasn’t nearly as valuable to the company as making sure my small team could do what needed to be done.

A lot of fantastic individual contributors struggle with making this jump – they’re good at something, so then they’re put in charge of that thing and start leading people, and they hire or inherit people who may not yet be as good at that thing. When faced with this challenge, a lot of young managers will fall back on “I’ll just do it myself,” but that stunts growth for everyone involved.

This tends to be the hardest jump for anyone in their career because they have to unlearn so many habits and replace them with new ones. Is the team confused? Time to figure out a new process and new means of communicating. Is one worker falling behind? Get with that person and understand if they’re lacking the skills or commitment to succeed. Diving in and doing it yourself should be a last resort. Avoid over-functioning, as our CFO Michele Patrick says.

This tough transition is one reason why most companies deal with some amount of the Peter Principle – stars get promoted, but at some point, they’re being asked to do something very different from what made them stars. We think about this a lot at Hennessey Digital when we talk to our team members about their possible career paths – making the jump to the next level will always require team members to learn new things!

Leading

Today, I spend more time leading than managing people directly.

So what is the difference between managing and leading? Managing a team is focused on a lot of the “what” of the work – measuring progress toward goals, communicating with stakeholders across the company, fixing inefficiencies, and finding new ways to get things done.

Leadership defines a lot of the “why” and “how” for the team – Why do we do the work we do? How are we going to grow? Why is our culture important? How do we interact with each other, our clients, and our partners?

Managers most often directly influence their own teams, while leaders usually influence and motivate people across the organization. And this isn’t a strict “either/or” thing – lots of managers demonstrate leadership by bringing out the best in their people, and by inspiring others to take action even if those people don’t report to the manager. And every leader in a company spends some time managing their people’s work.

What has the change from managing to leading looked like for me? Whereas 10 years ago I would often say, “Here, do it this way,” I now come into conversations with Hennessey Digital team members armed with questions and prepared to do a lot of listening. The ideal outcome is when I can help my people arrive at the best way to tackle a challenge or opportunity, mostly on their own.

Don’t ever stop learning

Note that, in the above chart, “Learning” hasn’t gone down to zero. Even the CEO of a Fortune 500 company needs to keep learning and growing because they’re constantly faced with new challenges and opportunities. Career evolution never stops!

A couple of years ago, Jason Hennessey and I started working with an executive coach, Cameron Herold. The best thing about a good executive coach is that it’s rare to encounter a challenge that the coach hasn’t also gone through. Our coach has tackled big challenges, made mistakes, avoided other ones, and has basically “seen it all and done it all.”

Talking through a challenge with Cameron usually helps us see that it’s not as daunting as we thought. He also sometimes talks us down when we fall in love with one of our ideas too much. A great coach helps smooth out the highs and lows of running a business.

Jason and I also belong to Vistage, a peer group for people running businesses in all kinds of industries. Jason belongs to one Vistage group and I belong to another, and we frequently come back from our monthly meetings with great ideas on how to overcome a challenge or pursue a new opportunity.

Where to go from here?

When I close my eyes and try to imagine what my own “Learning – Doing – Managing – Leading” chart will look like in another 10 years, I think the evolution of a career will look fairly similar to how it looks now. For my part, I’m committed to always improving as a leader and finding ways to grow the people on the Hennessey Digital team. I’ve worked for some great companies with terrific cultures and caring leaders, and I love paying it forward!

The post The Evolution of a Career, From an Individual Contributor to a Leader appeared first on Hennessey Digital.

Working from “inside the closet”—or, as a non-openly trans or queer person—can be suffocating, but coming out at work is terrifying. We all rely on our jobs to keep ourselves alive, and for some folks, there’s a significant chance that coming out can jeopardize one’s employment status.

After sharing how lawyers can support the LGBTQ+ community in June for Pride Month, I wanted to share my own experience of how staying closeted had its own set of professional consequences. My hope is that sharing my story will encourage understanding and empathy for the trans and non-binary people who will be coming out at work today. At the end of this post, I’ve included resources for employers and colleagues of trans people to learn more.

My professional life as a non-binary person

I don’t remember when exactly I realized I was non-binary, I only remember bargaining with myself for years, trying to be literally anything else. About six years ago, I remember telling my partner, “I think I would identify as non-binary if I didn’t think it was dumb.” He responded with a blank stare, which is about all the dignity a statement like that deserves.

Acceptance of my trans identity was the biggest hurdle for me personally. But when I finally accepted myself as non-binary, the most question to myself became: “What does this mean for my career?”

Trans folks have a lot to consider before coming out at work, and over half aren’t comfortable coming out at work at all. Some people have positive experiences, with lots of support from their colleagues. Others aren’t so fortunate, and face discrimination or harassment for their trans identity.

There’s an entire spectrum in-between, too, and despite the diversity in our experiences, one strong common thread is feeling fear and discomfort about coming out at work. You can’t predict how people are going to react, and sometimes those reactions aren’t always positive.

Every new interaction as an openly trans person is another roll of the dice. We are well aware of the way society views our deviance from gender norms, and the vast majority of us have experienced some form of intimidation or harassment. The lucky few who haven’t know that it could happen at any time, and this cycle of discrimination and fear is reflected in a disturbingly high unemployment rate among trans people. 

When I realized I had to come out

I asked my closest friends and loved ones to start calling me Jasper, but stayed closeted to my family and at work. Being aware of the social perception of non-binary people, I planned on keeping it that way. I didn’t want to lose professional credibility, or be one of the 90% of trans individuals who experience harassment and mistreatment at their jobs.

I thought I could just be Jasper at home, and go by my deadname [redacted], or the name I was assigned at birth pre-transition, at work. After all, everyone has a “work persona.” I figured mine could just have a different name and gender from my real self.

There was no way I could ever find a good job during the pandemic where I could be Jasper and still be respected as a professional, especially in Oklahoma, where I currently live. But the popularization of remote work during the pandemic opened up new possibilities for me and many others.

The day before I was supposed to start a new job I was on the fence about, I got an offer at Hennessey Digital which seemed to have an open-minded culture, and the people I interviewed with seemed really cool. In all my professional life, I’d never felt more relieved.

Because I got along well with my new colleagues, I considered disclosing my non-binary identity early on. Still, the fear of rejection gripped me. I knew I probably wouldn’t lose my job, or be verbally harassed by my manager. But I was still fearful that openly identifying as non-binary might affect others’ perceptions of my competence and professionalism, so I remained in the closest my first 10 months at Hennessey Digital.

My experience coming out at work

Eventually, though, the weight of carrying a split identity wore me down. My stomach turned every time I heard my former name, [redacted]. I had been taking hormone replacement therapy (HRT) for several months, and I was nervous that someone might call attention to my deepening voice, which was beginning to crack.

This fissure between my work persona and my true self had grown wider with each passing week, and I noticed myself becoming more irritable and disconnected. Eventually, I realized that staying closeted was hurting me, my creative work, and my ability to form real interpersonal relationships with the people I was beginning to trust.

The closet was hurting more than it was helping, so I had to come out.

After many pep talks and “today’s the day”s arriving and passing, I finally mustered up the courage to come out at work. I started with the two people who interviewed me, Creative Director Jason Covert (“JC”) and Director of Communications Liz Feezor.

With their support, I decided how I wanted to share the name change to the rest of the company. Logistically, that’s all there was to it: changing my name in every tool and system we use, and letting the company know there had been a change.

I coordinated with Senior Director of People Success Jill Wenk on the announcement, and on September 8th, 2021, she sent out this Slack message to the entire company:

After some warm congratulations and hunting down all the instances of my deadname to change them, I got to settle in as Jasper. JC has gone out of his way to learn a lot about non-binary people, recommending documentaries like My Name is Pauli Murray to me.

Liz has given opportunities like this to share my voice on the Hennessey Digital blog, and Jill helped me start an employee resource group (ERG) so others can see that it’s okay to come out at work when they’re ready. Helping others through serving as an example has helped me grow and establish my voice at work, too.

People value my work as a designer here, and I’m proud to put my new name to it. The enthusiastic support and curiosity from others at work has meant a lot to me, and I cannot overstate how lucky I feel to have this kind of support when many other non-binary, trans, and queer professionals don’t.

What changed since coming out

Since coming out at work, I’ve felt better getting to know my teammates and have been able to focus the energy I was wasting maintaining my false identity back into my creative work. I think it’s made me a better employee, a bolder artist, and a more honest person. I’ve spent my whole life missing out, afraid to let people know me. I still carry a lot of fear and pain, but I’m slowly coming out of my shell.

It breaks my heart knowing that not every trans person gets to have a positive experience like the one I’ve had at Hennessey Digital. When I see the statistics on unemployment and workplace harassment, I see so much wasted talent. I see all my trans friends who struggle finding gainful employment. I see passionate and skilled people I love being left behind.

When I think about the 50% of trans people that aren’t comfortable being out at work, I’m reminded of how hard being closeted at work was for me. Trying to pretend you’re someone you’re not is exhausting, and people can tell when you’re not engaging with them in a genuine way.

Things employers should know about coming out at work

When an employee comes out at work, sometimes it can seem like it’s coming out of nowhere, and there can be pressure to handle it well. Official policies and guidelines are great, but your understanding and support as an HR/People Success professional can mean a lot more than words in a handbook.

Understanding builds empathy, which builds trust, and trust is vital for healthy working relationships and true psychological safety at work. With this in mind, here are some things for consider when someone you work with comes out:

• For a trans person, coming out at work is a leap of faith. Ultimately the person coming out can’t predict your reaction. They are trusting you with information they know that you can use to hurt them. Please don’t brush aside someone’s fear of coming out, even if you think it’s obvious that your workplace wouldn’t discriminate against them.
• Most trans people don’t necessarily expect folks to know much about what it means to be transgender. They don’t expect you to become an expert, but learning the basics will probably mean a lot to them. Mis-steps and misunderstandings are inevitable, so if you can show that your heart is in the right place, that matters a lot more than saying the “correct” words.
• Every trans person’s experience is different, and we each have very different views on gender, just like everyone else does. What feels respectful to one trans person may be offensive to another. This is why listening to understand the individual is so important.
• Remote work represents an incredible opportunity for transgender people. Being openly trans in certain geographic areas makes finding gainful employment especially difficult, regardless of skill or experience. Being able to work from anywhere means that talent can now be found and nurtured into success.
• When someone comes out at work, celebrate for them. Because it means they can finally reach their full potential, personally and professionally.

Transgender employees deserve to have their true identities seen, their talents appreciated, their perspectives valued, and to simply feel safe at work. With all the misinformation, prejudice, and violence towards the trans community, it can be hard to stay optimistic about the future.

Although I feel like I’ve found a rare pocket of safety at Hennessey Digital, it’s still going to take awhile for me to settle in and feel 100% comfortable. But it’s getting better every day.

More resources for employers

If you’re curious to learn more, please check out these great resources for and about coming out at work.

Personal stories of coming out at work

https://www.youtube.com/watch?v=Cf8oEvguC-4

https://www.youtube.com/watch?v=C-Fs3L5fTww

https://www.youtube.com/watch?v=1GvRV-dcaCc

About Transgender People

https://transequality.org/about-transgender

Understanding Non-Binary People

https://transequality.org/issues/resources/understanding-non-binary-people-how-to-be-respectful-and-supportive

Employment Resources

https://transgenderlawcenter.org/resources/employment

Being Transgender At Work

https://www.mckinsey.com/featured-insights/diversity-and-inclusion/being-transgender-at-work

The post Coming Out at Work: Things Employers Should Know appeared first on Hennessey Digital.

Here at Hennessey Digital, a fully-remote digital marketing agency, we take great pride in continuous improvement in our work and in ourselves. But how can we do that in a 100% remote work world?

The team, the moment, and the space are all here; now the magic of crafting a traditional digital or “tradigital” community that stands the test of time begins…

Value Authenticity

Authenticity in leadership is mission-critical. As we further integrate our digital work and home lives, showing up as our full, true selves lends itself to trust and as a result, commitment, connection, and productivity. Work is not only a place where we meet deadlines, it’s how we spend most of our life.

Inevitably, our connection with our teammates feeds into conversations outside of work hours and enters our thoughts during the most random times. When we can foster our full being and support authenticity without fear of stereotypes is where empowerment thrives.

Encourage showing up in all the ways without fear. A teammate may worry, “If I’m too upbeat, I may be seen as unrealistic, versus as a discerning strategist.” In this example, we must remember that two things can be true at once.

Employ Quality Listening

Quality listening starts by “walking the halls” in this remote work world. “Boots on the ground”-type individuals often make the best leaders, but virtual work has turned traditional leadership on its head.

Endless perspectives, connections, and building of bonding beliefs can be found anywhere. Speak directly with as many team members as you can, including your direct reports, superiors, and team members outside your direct sphere.

Actively acknowledging bids for attention builds strong teams. Everyone wants to be seen and heard. Take the time to proactively strengthen your perception awareness and book time to meet with team members across your organization.

Taking the time to listen and acknowledge your team member’s bids for attention lends itself to situational leadership.

What’s most inspiring and illuminating for one team member may have the opposite effect on another. This is why quality listening through acknowledging bids for attention is essential, particularly for a global remote company.

Me with Jason Hennessey and Jill Wenk at our December 2021 leaders’ retreat at Hennessey Studios

Maintain Curiosity

Curiosity is the cure. As Rumi said, “Sell your cleverness and buy bewilderment.” There are no bad ideas in brainstorming. In this stage, the importance of saying yes vs. no is to keep ideas percolating.

The word “no” shuts down the creative process in the brain and the best idea may not even be “on the board” yet. Cultivating this sense of wonder also makes work feel like play again. Good brainstorming sessions should truly be feel-good sessions; the time for weighing decisions comes later during a strategic stage.

Encouraging ongoing learning is also critical to maintaining a culture of innovation and curiosity, which is why we invest in and follow trends in learning and development at Hennessey Digital. We proudly invest in continuing education for our team, as the Finance team thrived together at a continuing education conference this past summer.

Avoid Over-Functioning

“Over-functioning” refers to consistently executing rather than consistently coaching. Avoid over-functioning as a leader because this enables under-functioning in your team.

As a leader, your goal is to engage your team so that they can elevate their own skills. Asking questions before giving answers or directives is a proven way to create long term skill growth.

Asking “What do you think is important here?”, “What do you think is possible here?” and “How would you approach this task?” are a few intentional frameworks to inspire critical and strategic thinking on even the smallest of decisions.

Coach Your Team Through Mistakes

Coaching people through their mistakes is powerful. Accountability can feel like an attack when a team member may not be equipped to own their own role and appropriately pivot.

This is why it is important as a leader to cultivate honesty and without fear of owning their mistakes. This way, at least there will be a takeaway in creating a solution for future-proofing.

Learning through the sensory pain of a mistake already stings. As they say, “a minute of pain lasts longer than an hour of glory.” During a hard day, remember to encourage the concept that it’s just a tough error, not a terrible performance, so you can grow through the mistake together.

Propose Timelines

Leaving project timelines open-ended could amplify needless worry and divert productivity on other important tasks. And similar to how water takes the shape of any container it’s in, Parkinson’s Law stipulates that work expands to fill the time available for its completion.

It’s tick-tock (not TikTok) on timelines for teams. When delegating to team members, always propose specific time parameters on projects, especially new or ad hoc projects. In support of this, research has shown providing tighter timelines, with perfectionist slack, increases throughput.

A simple statement such as “spend about two hours or less on this and let’s review it next Tuesday” gives information on the level of priority on the project and how detailed the deliverable should be.

Mitigate Unforced Errors

Prove yourself wrong before putting a stake in the ground. We do this to mitigate any unforced errors on our part, not to say an idea shouldn’t be implemented.

It’s important to always ask yourself, “What are we missing? and “What if we’re wrong?” so the team can adjust and iterate on an idea. This is the strategic stage that follows the brainstorming stage, and it’s an important long game skill to encourage in your team.

If you further entrench yourself in your own opinions by trying to only prove yourself right, this often leads to short-sighted outcomes. Janet Yellen, the first woman treasury secretary, goes by this as well, steadfast in her belief that the ability to build consensus around these two questions is critical.

Lay Your Cards on the Table

Allow people in to improve on your own growth goals as a leader. Be transparent in what you as a leader are improving on within yourself and your work.

Vulnerability and awareness of our own areas of improvement build towards the concept of a “we” rather than “you vs me.” It highlights that we are equally invested in improvement and it’s not a top down one way directive.

As the African proverb says, “If you want to go fast, go alone. If you want to go far, go together.” It could be said that creating a functioning global remote team isn’t sustainable, but we’ve been proving that wrong at Hennessey Digital since 2015.

Take these core traditional leadership skills and consistently foster them in your team to craft a strong culture in a virtual work environment that stands the test of time.

(And the cover image for this post is of me, CFO Michele Patrick, Senior Director of People Success Jill Wenk, and Senior Director of Marketing Cindy Kerber Spellman. Because we’ve intentionally cultivated “tradigital” leadership consistently, we love getting together in person whenever we can, like we did in St. Louis for dinner!)

The post “Tradigital” Leadership: Why Collaboration and Inspiration Matter More in a Remote Work World appeared first on Hennessey Digital.

Recently in this space, we shared our tips for working remotely. Taking it a step further, we asked the Hennessey Digital team in Slack:

What are some “remote work quirks” or examples of things that could only happen in a virtual work environment?

A few key themes popped up in our team members’ responses.

Your relationships get stronger

“Having the ability to take a pause between calls and go into the other room to have lunch with my daughter!” – Crystal McCane

“So many great benefits, but my favorite part about working from home has always been seeing my kids off to school and being here when they return home!” – Rob Coleman

“There are so many great benefits working from home. Getting to connect and interact with people from all parts of the world. Having a healthy work life balance allows me to be more productive and happy at work.” – Charlie Arboleda

“For me, the benefit of work-from-home culture is joining a company that is 8,000 miles away from my desk.” – Abhishek Bittu

You get creative with technology

“Creating unique emojis in Slack!” – Natasha Guy

“Turning the expression on someone’s face when their screen freezes into a Slack reaction emoji.” – Cindy Kerber Spellman

“Hearing about all the private channels I am not included on whenever we meet in person.” – Blin Kazazi

Looks like the web development team is busted.

And you know your team truly is global when, on the same day, Blin Kazazi posted “working from Albania this week” and Arthur Radulescu posted “working from Egypt this week,” both with pictures to prove it.

Not bad, guys!

Your coworkers might look different

“Pets contributing to work meetings by, say, knocking things off of the dining room table the minute you get onto Zoom.” – Celia Daniels

“When your dog starts barking in the middle of a meeting or when a roommate, family member, or loved one doesn’t realize you’re in a meeting and starts asking questions or walks into the camera view.” – Anthony Fournier

“Cats on camera, cats on the keyboard… CATS!” – Scott Shrum

“Pet coworkers!” – Ilona Townsend 

“My latest remote work issue is having to check under my chair before getting up. We have so many blankets and cat beds, but this little one likes to stay close no matter the risk.” – Mary Martinez

“I’d be shocked if this would happen in a non-remote work environment: having to push my cat’s butt out of the way before a call. I’m gone for two minutes and find him like this.” – Teodora Radu

“When your dog only makes an appearance by bursting open your office door out of excitement when he hears the voice of the same co-worker on Zoom (Liz Feezor) or to bark at a different co-worker (Scott Shrum). The same two, all the time.” – Cindy Kerber Spellman 

Your space is fully customized

Natasha Guy likes making her work space her space…

“We get CUSTOM work spaces we get to design ourselves and we don’t have to tolerate annoying coworker habits (I’ve had to sit next to hummers, loud typers, fiddlers that jiggle the connected desks, a poor allergy plagued coworker whose nose ALWAYS ran lol). Being able to fidget/hum/etc. without bothering others and existing without being bothered by others is pretty great.”

And Greg Herrmann loves the no-wait nature of working from home versus commuting to an office.

“I used to always have to wait for things like the fridge or the sink when trying to get my lunch or clean things up at work. Being at home by myself there is absolutely no wait for lunch time or when I need to clean up. Heck, even the bathroom is always available!”

Oscar Stan puts his feet up at work, literally.

“Feet up on the ottoman, table, or just your plain old footstool, with or without flip-flops or socks while doing some work. Oh, and the occasional trudge, sprint, or race to the fridge to grab a drink or an apple if you’re health-conscious. ”

Ash Baker customizes her calendar to maximize her time.

“Getting to do chores on my lunch break so my after-work time is for relaxation only.”

And Kristine Hyman sums up a work-from-home philosophy observed by many, myself included:

“Business on the top, loungewear on the bottom. #pjsforlife”

Expect the unexpected when you work remotely

One of the most surprising things about meeting coworkers in person for the first time? People’s heights.

Jasper Prince explains their experience working with a virtual team and what it’s like meeting for the first time in real life.

“Meeting folks in person for the first time and seeing how tall or short they are! Plus, people’s faces just look a little different in person. It feels like having a bunch of internet friends you finally meet at a convention. There’s so much energy, lots of hugs and excitement. It almost feels like a dream when you get back home and start interacting online again!”

And Gerri Turner warns us to expect the occasional at-home mishap.

“When you accidentally lock yourself out of your office/house during lunch and can’t get back to your computer so it looks like you’re having a leisurely looooooong lunch while you’re sweating and trying to find a way to break in!”

Sometimes technology works against us, as Angela Gennovario reminded us. Lest we forget the audio sync issues that plagued our holiday greetings…

Happy Holidays From Hennessey Digital – hennesseydigital

But tech can also bring us together in fun and unexpected ways, as Amy Heigel remembers.

“In my time here I’ve been on a handful of zoom meetings with different people and Jason Hennessey randomly pops up in their background and says hi!”

Do you work for a remote company? What would you add to our list of remote work quirks? Fill out the form below and tell us what we missed.

The post What Are Things That Could Only Happen in a Remote Work Environment? appeared first on Hennessey Digital.

Start by learning Pride history

Pride Day is the anniversary of the Stonewall Riots, often cited as the beginning of the gay liberation movement. It’s a celebration of the progress we’ve made, and a sobering reminder of the sacrifices made to get to the relative safety we enjoy today. There’s a lot to celebrate and be proud of!

Same-sex marriage was a huge win, and we are seeing more positive representation in media than ever before. The fact that I can be out at work and write this article is something to celebrate. As evidenced by the hundreds of rainbow logos you’ve seen this month, the winds have changed, and appealing to the LGBTQ+ community is a smart business move.

Things have been getting better, but increased awareness has come with backlash, especially for trans people. Anti-trans attitudes and violence are on the rise, and with new legislation that targets trans folks, hateful people are feeling emboldened to enact violence against us, especially against trans women of color.

Trans folks now have to not only battle ignorance, but rampant disinformation. In industries that don’t specialize in helping LGBTQ+ people, navigating the complexities of genuine ignorance versus obstinance is difficult, especially since many hateful people are well-practiced in hiding their bigotry by feigning ignorance.

My experience when I needed a lawyer

I recently found myself in need of legal help. Sometimes I find myself freezing up in fear when searching for professional services like medical specialists, realtors, accountants, and of course, lawyers. I’ve experienced people’s tones changing dramatically when they discover I’m trans, and received poorer service from that point on.

Navigating the current climate of simultaneous support and backlash is especially difficult while seeking services that require a more personal relationship with a professional. Anyone who requires access to my legal documents will have access to my assigned sex and my deadname. I need professionals who will acknowledge and respect the fact that these documents won’t match how I want to be addressed, and I also need to be able to trust that the professional I’m dealing with is aware of, or willing to make themself aware of, the potential challenges that come with being trans.

In the end, I did find someone willing and able to help me, but it took me months to work up the courage to even seek out the services I need. The fear that has crept into my mind from years of being exposed to anti-LGBTQ+ rhetoric reaches its claws into the deepest parts of my mind, and follows me everywhere I go. It’s a fear that keeps me from traveling where I want, and seeking services that I need.

My experience is unfortunately common in the LGBTQ+ community. It’s something all of my trans friends are feeling right now. With that said, businesses that make me feel safe and welcome doing business with them will quickly earn my loyalty and my dollars.

How lawyers can support LGBTQ+ clients

If you’re a lawyer, what can you do to make potential clients in the LGBTQ+ community feel safer?

Your website is a powerful way to signal real support for the LGBTQ+ community. Here are three things lawyers can do to make trans potential clients like me feel safer filling out that lead form and becoming a new client.

1. Have pages on your site that explicitly mention the LGBTQ+ community. These pages should speak with authority on the specific issues and hardships that different members of the community deal with. Name changes, adoption, divorce, custody battles, criminal defense, and immigration (just to name a few) all have unique obstacles for LGBTQ+ people. A lawyer who demonstrates knowledge, compassion, and experience dealing with those obstacles will always be my first choice.
2. Have openly LGBTQ+ people on staff; the higher up the better. You can’t always tell who’s LGBTQ+, but sometimes you can. For example, if I see an employee bio that refers to someone with “they” and “them,” I know that someone at that office is comfortable enough to be nonbinary every day they go to work (and coming out at work is hard enough). If they can be out every day, then being out as nonbinary as a client shouldn’t be difficult.
3. Join your local LGBTQ+/Lavender Bar Association. When I first searched for an LGBTQ+ affirming lawyer, I found the LGBTQ+ Bar. They are a national association of legal professionals and activists. They have local affiliates across the country. However, there are 23 states, including my own, that have no affiliates. I would love to see this change. Where LGBTQ+ people are less accepted, it’s even more imperative that services like this exist. If you are in one of those 23 states with no affiliates consider starting one.
   
4. Represent other types of diversity in their staff and leadership. If one and two aren’t present, this is the next best thing. Even if I don’t see any openly LGBTQ+ people on staff, or any content that refers explicitly to LGBTQ+ issues, other types of diversity represented in the company are a good sign that the law firm is on board with DEI (Diversity, Equity and Inclusion). People in minority groups, in my experience, are more likely to understand social and legal obstacles and do the research required to tackle them.

What to consider moving forward

Implementing these suggestions for law firms on how to support the LGBTQ+ community isn’t easy. It requires lawyers to be educated on LGBTQ+ issues, to hire LGBTQ+ lawyers, and to take diversity, equity, and inclusion in the workplace seriously.

Many companies want to have their cake and eat it too by painting their logo with rainbows during June while continuing to financially support anti-LGBTQ+ policy. They want to have a fun Pride party while continuing to perpetuate the violence and discrimination directed towards us. Because of this, I cannot trust a business just because it celebrates or even sponsors Pride Month.

The bottom line is that LGBTQ+ people deserve legal representation that understands and respects them. They deserve to do business with professionals who understand the legal and social obstacles they face just by being who they are. It takes more than empty platitudes and Instagram posts to show your support and ability to help the LGBTQ+ community.

As we move forward in the ever-changing world we live in, LGBTQ+ people will continue to need legal representation. I hope there will be lawyers everywhere to fill that need.

The post How Can Lawyers Support the LGBTQ+ Community? appeared first on Hennessey Digital.