Debbie Laskey's Blog

Welcome to Debbie Laskey's insights and commentary about BRANDING, MARKETING, LEADERSHIP, SOCIAL MEDIA, EMPLOYEE ENGAGEMENT, and CUSTOMER EXPERIENCES. Debbie has worked in high-tech, the Consumer Marketing Department at Disneyland Paris in France, nonprofits, and insurance. Expertise includes strategic planning, brand development, marketing plans and audits, competitive positioning, websites, communications, public relations, employee engagement, customer experiences, and social media marketing.

Showing posts with label corporate culture. Show all posts

Thursday, April 16, 2026

Who did you recognize with a HIGH FIVE today?

High Fives are seen regularly in both professional and amateur sports, but do you share them in the workplace? Since today is National High Five Day, celebrated annually on the third Thursday in April, it's appropriate to ask, "Who did you recognize with a High Five today?

According to Punchbowl, "While the first National High Five Day can be traced back to a group of University of Virginia students in 2002, no one knows who invented the High Five itself."

According to Maki Performance Training, "The High Five is a key part of North American sports culture and beyond. The High Five is often seen and used as a gesture of greeting, elation, celebration, or congratulation in our society. However, once you look at it more closely, the High Five has a deeper meaning and a wider effect.

Have you ever noticed what happens in a basketball game after a player makes a free throw? Regardless of whether they make the shot or miss it, the players around the teammate who's made the shot, give him/her a fist bump or High Five. Why is that?

A study was conducted on professional basketball players (NBA) which recorded the number of times they touched one another in a game (fist bump, high five, or a pat on the backside). In 50 minutes of play, they saw a total of a minute-and-a-half of touches made between teammates. Now, given the fact that each touch was maybe a hundredth of a second, you can see that this adds up to a lot of touches overall. What researchers found was astonishing. They looked at the teams with the largest number of touches and saw that these teams actually placed higher overall in the standings. Not only that, but teams with the largest number of touches also had better stats on passing. In other words, their team-interaction had improved their performance."

So, for those of us outside of the professional basketball arena, why should we give each other High Fives? Here are five important reasons why:

(1) It's a great way to communicate and display positive feedback.

(2) Similar to a handshake, the action of slapping your hand on someone else's signifies a physical connection.

(3) Athletes who High Five others are known to perform better.

(4) A High Five is an instantaneous way of telling a person that they are important.

(5) As illustrated by the NBA study, tactile communication increases cooperation.

Friday, February 20, 2026

Be a Better Leader – Especially on National Leadership Day!

Since today is an important day on the business calendar, we’re going to take a short break from my Olympics Leadership Series to celebrate National Leadership Day. My Olympics series will resume tomorrow.

According to National Day website, "The aim of National Leadership Day is to instill the values of leadership in each one of us. A good leader not only leads but inspires those around him/her/they to be the best versions of themselves. Anyone can be a leader — you just have to show up and encourage others to do the same...We know that an organization is only as good as its leaders, which means that having empathetic and just leaders at the top, who lead by example, creates an environment in which everyone is inspired to be their best."

What better way to recognize this important day than by inviting a leadership expert back to my blog? Eric Jacobson and I met through our work with MicroMentor back in 2009, and since then, Eric has appeared on my blog nearly a dozen times in Q&A’s and with inspiring quotes. He also appeared in my first National Leadership Day post in February 2023. Eric has more than a quarter-century of experience successfully leading employees and teams through periods of revenue growth, new product development, and re-engineering. He is an experienced mentor and coach and holds an MBA Degree from Keller Graduate School. His passion is helping individuals to become effective leaders at work, within organizations, and wherever they are called upon to lead and inspire.

QUESTION: Deb Boelkes, author of "The WOW Factor Workplace, How to Create a Best Place to Work Culture," wrote, "It's amazing what can happen when you have the right boss." Today, on National Leadership Day, please share some traits from the best boss you had during your career.

ERIC JACOBSON: Fortunately, I worked for good bosses throughout my career.

The best boss I worked for did the following:

Listened to me.

Backed me up.

Trusted me and respected me.

Gave me feedback to help me improve and grow.

Didn’t micromanage me.

Was even-tempered.

Allowed me to be promoted and then become his peer without displaying jealousy.

Provided me with training and learning experiences.

Didn’t penalize me for making mistakes if I could explain my rationale for taking the action I took and then learning from the experience.

As you can see, I was indeed fortunate to have such a supportive boss.

QUESTION: I'd like to share an important post from the University of Pennsylvania's Wharton School proposing that all leaders need to be surrounded by a "challenge network." What are your thoughts?

[Link to article: https://knowledge.wharton.upenn.edu/article/why-you-need-a-challenge-network/]

ERIC JACOBSON: This is a great article, and I agree with what Adam Grant writes in his book, Think Again.

I particularly value this:

Skeptics can point out blind spots, question assumptions, and help us to overcome our weaknesses.

And he writes, “We learn more from people who challenge our thought process than those who affirm our conclusions. Strong leaders engage in their critics and make themselves stronger. Weak leaders silence their critics and make themselves weaker.”

The Wharton School’s article and Grant’s book remind me of my blog post about the 2025 book, Blindspotting: How To See What’s Holding You Back As A Leader, where author Martin Dubin writes, “It turns out that we're often not great judges of ourselves, even when we think we are. Sometimes we're simply unaware of a behavior or trait that's causing problems. Bottom line: until we uncover these blindspots, we can't move forward.”

As you read the book, you’ll learn about six types of blindspots and you’ll learn the practical guidance you need to identify and manage those blindspots.

[Check out my blog post about this book:

https://ericjacobsononmanagement.blogspot.com/2025/07/how-to-see-whats-holding-you-back-as.html]

QUESTION: Many people become leaders by default, i.e., they don't actually climb the corporate ladder in positions of authority. As a result, they're often set up for failure. What action items would you recommend for new leaders to work on or accomplish in their first 100 days to lead to success?

ERIC JACOBSON: Foremost, I recommend new leaders listen to their employees and teams and keenly observe before making rash decisions or bold changes. Find out what employees and teams are doing right before assuming things are being done incorrectly.

In addition, I recommend new leaders read the book, The New Leader's 100-Day Action Plan by George Brant, Jayme A. Check, and Jorge Pedraza. They outline the seven major onboarding land mines that individuals are likely to come across as a new leader. Fortunately, they also discuss the specific points in the first 100 days where you are most likely to encounter the land mines. Also, their recommendations for new leaders are to do the following:

By Day 30, share with your team:

Mission: Why here, why exist, what business are we in?

Vision: Future picture - what we want to become, where we are going.

Values: Beliefs and moral principles that guide attitudes, decisions, and actions.

Objectives: Broadly defined, qualitative performance requirements.

Goals: The quantitative measures of the objectives that define success.

Strategies: Broad choices around how the team will achieve its objectives.

Plans: The most important projects and initiatives that will bring each strategy to fruition.

By Day 60:

Over-invest in early wins to build team confidence.

Thursday, September 18, 2025

Inspiration for Global Company Culture Month - And Day!

Truer words were never spoken that corporate culture is important. That may be one reason why the entire month of September is dedicated to creating better workplace cultures - as well as on September 18.

According to NationalToday.com, "Global Company Culture Month happens every year during the month of September. The entire month is dedicated to creating a global dialogue about how we can make the world of work better through culture building. Thriving company culture is not something that happens overnight. This month of awareness was created to help companies celebrate great company cultures and explore how to improve broken company cultures...Employees are more engaged in companies with positive workplace cultures, where they feel supported and empowered to do their best work. It is important to focus on improving employee engagement, satisfaction, and happiness to achieve this. This will lead to increased productivity and improved results from all employees."

And, did you know, created by the Global Company Culture Association in 2019 and observed every year on September 18th, GLOBAL COMPANY CULTURE DAY is a day for companies and leaders to focus on ensuring that their corporate culture functions in a way that, above all, maximizes the happiness of employees?

According to Tercon Partners, "Culture is a company's personality. Culture defines the environment in which people work – the values, beliefs, behaviors, and underlying assumptions that drive every aspect of the organization's activities. Culture exists in all organizations, whether it is created through careful design or evolves organically."

I recently gained some inspiration from Justin Wright and wanted to share his commentary:

"Leaders are like Wi-Fi.

Good ones connect and empower you.

Bad ones leave you frustrated and unproductive.

Think about the best leader you ever had.

You felt seen. Supported. Unstoppable.

Now think about the worst.

The anxiety. The micromanaging.

The slow erosion of your confidence.

The difference is night and day.

Great leaders:

Have your back when things go wrong.

Push you to grow, not to break.

Listen more than they talk.

Celebrate your wins.

They're the ones who:

Help you see your potential.

Make you believe in yourself.

Create a team that feels like home.

Understand and manage their own emotions.

Toxic leaders? They do the opposite:

They take credit for your work.

They micromanage every little thing.

They play favorites and create drama.

They blame you when things go south.

Working for them feels like:

Losing your passion for what you do.

Feeling emotionally drained.

Never being good enough.

Walking on eggshells.

So, leaders, remember:

Your TEAM'S SUCCESS is YOUR LEGACY."

Friday, March 7, 2025

Celebrate Employee Appreciation Day with Gregg Vanourek

Since today is Employee Appreciation Day, I'd like to welcome Gregg Vanourek back to my blog. I recently read a post that Gregg wrote nearly two years ago entitled, "The Four Types of People in Any Organization (Beware the Fourth)," and it's especially fitting that we re-visit that post today.

First, a little background about Employee Appreciation Day and then a brief bio about Gregg. Observed annually on the first Friday in March, Employee Appreciation Day was started in 1995 by Dr. Bob Nelson, initially to celebrate the publication of his book, "1001 Ways to Reward Employees." Together with his publishing company, he made sure that the holiday appeared prominently on workplace calendars. This was a successful strategy because the book sold over two million copies and was translated into over 25 languages. So, as your organization considers how to best appreciate, recognize, and value your employees, read on for some amazing insights.

Gregg Vanourek is a writer, teacher, and TEDx speaker on personal development and leadership. He is also co-author of three books, including LIFE Entrepreneurs: Ordinary People Creating Extraordinary Lives (a manifesto for integrating life and work with purpose, passion, and contribution) and Triple Crown Leadership: Building Excellent, Ethical, and Enduring Organizations (a winner of the International Book Award). He teaches at the Stockholm Business School; served as a senior executive at a tech startup, now a market leader with $1 billion in sales; and has given talks/workshops in eight countries.

Now, what are the four types of people in any organization? Well, according to Gregg and his important post, they are as follows:

(1) LEADERS: According to Gregg, "We may disagree about what good leadership entails, but there's little doubt that we need leaders."

(2) FOLLOWERS: According to Gregg, "All organizations also need followers. How effective would leaders be without good followers? Followers are often neglected in discussions about organizational effectiveness, but that's a big mistake. Followers make a big difference in many ways: getting the work done, upholding the organization's values, supporting leaders in times of difficulty, contributing to the culture, and more."

(3) OBJECTORS: According to Gregg, "Objectors express disagreement or opposition. They challenge leaders when they go astray. Sometimes it comes in the form of tough questions. Other times in the form of outright objections. Though often overlooked, objectors play a critical role in accountability, culture, ethics, and more."

(4) MUTTERERS: According to Gregg, "Mutterers are the ones who sit quietly in the meeting, nodding their heads and going along, and then mutter complaints, insults, and frustrations under their breath after the meeting. The other dynamic often missed here is that people want to be around people who take initiative, not complainers."

In his post, Gregg used a soccer scenario as an example of these types of people. He wrote, "But was it the job of the coach to be the best in all areas all the time? Ideally, we'd have a coach who's brilliant at everything: scouting, recruiting, positioning, practice and drill design, match strategy, mid-game competitive adjustments, halftime chats, post-game reviews, player psychology, group dynamics, goalkeeper training, crisis management, humor, fun, and more. (Even TED LASSO doesn't rise to that mantle.)"

However, Gregg shared in a previous appearance on my blog, "The TED LASSO series is brilliant on many fronts, including the way it showed the human aspects of leadership and the complex dynamics of being part of a team and community. For leaders (and others), it has powerful lessons about heart, humanity, dignity, love, hope, belief in people, and the transformation of pain and hardship."

So, today, on Employee Appreciation Day, how can your organization help steer employees toward being leaders, followers, and productive objectors and help steer them away from being unproductive mutterers?

I asked Gregg to provide an update to include here today:

"Muttering can be toxic in an organization. It puts our attention on what's wrong instead of what's right or what we can do. It wastes time. It makes us passive and makes bad situations worse. Perhaps, worse of all, it's contagious. Leaders are wise to nip muttering in the bud."

My gratitude to Gregg for inspiring today's post, sharing an update to his post, and for being a valued member of my blog community!

Friday, January 31, 2025

Marketing News of the Week: Names, Brand Changes, Pandas, and More

During the last week (okay, the last couple of weeks), there were news stories that reflected advertising, brand identity, brand equity, co-branding, communications, corporate culture, personal branding, product packaging, and more.

FLAVORS FOR 2025

McCormick and Company announced its 2025 flavor forecast: tropical-inspired flavors. Food Business News predicts that beverage-inspired flavors such as strawberry margarita, pina colada, and mojito will be added to desserts during 2025.

PRESIDENTIAL INAUGURATION

Donald Trump's second inauguration took place on January 20th. (On a side note, check out my January 20th post featuring MY choices for TIME's Person of the Year.) Always a solemn day to recognize and celebrate the importance of our American democracy and the value we place on freedom of speech, freedom of religion, and equality, this year's event had dark and disturbing undertones.

SPANISH WHITE HOUSE WEBSITE

According to PBS, "Within hours of President Donald Trump's inauguration, the new administration took down the Spanish-language version of the official White House website. The site (https://www.whitehouse.gov/es/) now gives users an "Error 404/Page Not Found" message. A button was later added to read "Go To Home Page." Hispanic advocacy groups and others expressed confusion at the abrupt change and frustration at what some called the administration's lack of efforts to maintain communication with the Latino community, which helped propel him to the presidency. The Spanish profile of the White House' X (formerly Twitter) account, @LaCasaBlanca, and the government page on reproductive freedom were also disbanded."

"According to 2023 Census Bureau estimates, about 43.4 million Americans — 13.7 percent of the U.S. population age 5 and older — speak Spanish at home. The U.S. has no official language. Monica Rivera, a brand and communications strategist in New York City of Puerto Rican and Cuban descent, said the shutdown sends a clear signal. She said, "There are 43 million Latinos who speak Spanish as their first language and removing access to information directly from the White House draws a distinct line as to who they are serving and more dangerously, signals to the administration's MAGA base that we as Latinos are 'other' and a less significant part of this country."

LUNAR NEW YEAR

The Lunar New Year began on January 29th and welcomes the Year of the Snake. Many brands added a snake or the color red (because the Chinese believe red brings good luck, prosperity, and wards off evil) into their logo, mascot, promotions, or communications. If your brand missed the opportunity, check out my blog post from January 29th for some useful tips for next year.

GULF OF AMERICA & MOUNT MCKINLEY

In one of President Trump's numerous executive orders signed upon taking office on January 20th, he introduced two new names: the Gulf of America and Mount McKinley. Google said it will change the name of the Gulf of Mexico to "Gulf of America" and change Denali to "Mount McKinley." According to CNBC, "Google added that the name Gulf of Mexico will remain displayed for users in Mexico, but users in other countries will see both names. The mountain was named Mount McKinley until 2015, when President Barack Obama's administration changed it to Denali as a symbolic gesture to Alaska Natives."

HOLOCAUST REMEMBRANCE DAY

On January 27th, world leaders and Holocaust survivors gathered at the former site of the Auschwitz-Birkenau death camp in Poland to commemorate the 80th anniversary of its liberation by Soviet troops at the end of World War II. Leaders from around the world were present including Britain's King Charles III and French President Emmanuel Macron. The site (like many other concentration camps) now operates as a memorial site whose goal is to inform visitors about the atrocities that happened there.

CHEETOS OTHER HAND

According to Marketing Dive, "Cheetos is extending its Other Hand marketing campaign with a custom font timed to National Handwriting Day (January 23). Other Hand centers on people who only use their dominant hand to eat Cheetos, leading to mishaps. The Other Hand Font is deliberately wonky looking, allegedly created by designers relying on their non-dominant hand while indulging in a bag of the puffed cheese snacks. The Other Hand Font is available through Cheetos.com and a Google Chrome browser plug-in that switches out the typeface of other websites. The Frito-Lay snack brand is encouraging consumers to post their own Other Hand Font creations on social media for the chance to win a limited-edition bag inspired by the chicken scratch design."

NORAH O'DONNELL SIGNED OFF

According to Adweek, "After five years anchoring the CBS Evening News, Norah O'Donnell opened the Eye Network newscast for one last time on Thursday, January 23rd. She said, "This has been an honor of a lifetime to anchor this legacy broadcast. From the bottom of my heart, thank you for trusting us and welcoming hard news with heart." She is not leaving CBS News, but instead shifting into a broader role as the network's senior correspondent focusing on long-form reporting and interviews."

The broadcast's next era will be ushered in by John Dickerson and Maurice DuBois, who will co-anchor the Evening News out of Studio 47 within CBS News' Manhattan headquarters. The duo will joined by Margaret Brennan from Washington, D.C., and Lonnie Quinn, the chief weathercaster.

COSTCO FOOD COURT CHANGES

According to ABC7, "Costco shoppers will soon see a difference in drink choices at its food court. Costco's CEO announced Thursday that the company is bringing back Coca-Cola products. The big-box wholesaler said Coke will replace its archival Pepsi. For decades, Coke was a centerpiece at Costco food courts, but the company switched to Pepsi in 2013. Coke fountain drinks are expected to make a comeback at your local store beginning this summer."

STARBUCKS CHANGES

Beginning January 27th, according to ABC7, "Starbucks is bringing back condiment bars after they were taken away during the height of the COVID-19 pandemic, and baristas will return to hand-writing customers' names on their cups using Sharpies. Both changes are part of Starbucks' plans to reboot the coffee house vibe that's diminished in recent years. The return of milk and sugar stations are a small step for Starbucks, but it represents something much bigger for the world's largest coffee chain. It's an acknowledgment that Starbucks went too far in overloading its baristas with endless ways to prepare drinks. The return of personalizing cups is also a CEO Brian Niccol directive, who previously said the chain had to "track down" 200,000 Sharpies to make it happen."

KIA RECALLS

According to NBCNewYork, "Automaker Kia America is recalling more than 80,000 vehicles due to floor wiring beneath the front passenger seat that can become damaged and prevent airbags and seat belts from deploying properly. Damaged wiring can also cause an unintended side curtain air bag deployment, according to documents filed with the National Highway Traffic Safety Administration. To remedy the situation, dealers will inspect, replace, and reroute the floor wiring assembly, as necessary, for free. In addition, dealers will install wiring covers. Owners will be notified by letters mailed in March."

ITALIAN MUSEUMS AND DOGS

According to ArtNews, "Italian museums have started offering free dog-sitting services in a bid to boost visitor numbers. The scheme, initiated by the Bauadvisor dog services company, launched on January 26th in Rome at four major cultural sites. Forty dog owners reportedly used the service on its opening day. A 2024 report published by the Eurispes research company found that a third of Italian families have pets, and that almost 50 percent of those pets are dogs. Dino Gasperini, director of Bauadvisor, told the Times of London, "This project means owners can enjoy culture without being separated from their pets for long, and dogs will suffer less stress than they would if left at home." Gasperini claimed that half of dog owners forego visiting museums because they don’t want to leave their pets at home.

The service, which can be booked online, will tour 15 tourist hotspots across Italy for one day each month until April 2026. Dog owners will be able to leave their pets with trained minders at the entrances of selected museums. The dogs will then be walked and fed while their owners roam free inside each institution.

WELCOME TO DC'S PANDAS

Giant pandas have returned to Washington D.C. - and went on public view on January 24th! As part of the National Zoo's 52-year-old conservation partnership with the China Wildlife Conservation Association, the zoo is now home to two new bears, Bao Li and Qing Bao. In a ceremonial opening of the Asia Trail exhibit, the Zoo was declared as the "District of Panda."

According to the Smithsonian's website, "Panda fans nationwide can support NZCBI’s giant panda conservation program by purchasing limited-edition bags of giant panda-themed M&M'S on MMS.com and on-site at the Zoo, at Smithsonian museum stores and at the Smithsonian Store at Ronald Reagan Washington National Airport. For every limited-edition panda pack sold on MMS.com, Mars will donate $5 to NZCBI's giant panda conservation program. Through purchase of these limited-edition M&M'S, fans can directly contribute to the NZCBI's research and habitat protection efforts for one of the world's most beloved and iconic animals. The $14.99 10 oz. sharing-size bags include candies featuring a panda figure and a pawprint, showcasing the giant panda's pseudo-thumb used to grasp bamboo. The packaging features a fun fact about giant pandas and a QR code that connects fans to NZCBI's website, where they can learn more about this species."

Numerous hotels, restaurants, and even the Washington, DC public library are getting in the panda spirit!

Washington, DC Public Library: "Get ready to greet them with the library! Check out panda-themed books, stream documentaries about the species, create a panda paper mache mask with the help of Creativebug and more."

Some hotels, according to the Washingtonian:

Churchill Hotel: The "Panda-monium Getaway" package at the Churchill Hotel near Embassy Row includes a welcome cocktail for two, take-home panda-themed bucket hats plus a reusable bag, and $10 of your reservation fee will be donated to the Smithsonian Giant Panda Conservation Program. Rooms start at $208 a night.

Conrad Washington DC: The Conrad Hotel's two-night panda package includes a stay in a suite; transportation to and from the National Zoo; a private, in-suite visit from the hotel's panda mascot, Potomac the Panda; a gourmet picnic basket with lunch for four to take to the zoo; a "sponsor circle" zoo membership; luxury keepsakes for parents including a Gucci panda charm and a black-and-white silk twill scarf from Prada; and plush pandas and panda-themed treats for the kids. Packages start at $5,500.

Lyle Hotel: In addition to overnight accommodations at the Dupont Circle Hotel, the "Panda-monium at Lyle" package includes Panda-inspired cocktails at the bar, a black-and-white cookie treat in the room, a late checkout, and an Uber credit for getting to the zoo. Rates begin at $231 a night.

Melrose Georgetown Hotel: The panda package at this hotel includes welcome cocktails for two, take-home panda-themed bucket hats plus a reusable bag, and $10 of your reservation fee will be donated to the Smithsonian Giant Panda Conservation Program. Rates start at $262 a night.

Omni Shoreham Hotel: Just six blocks from the zoo, the Omni Shoreham always offers a zoo package, and the return of the pandas makes it as timely as ever. The package includes a $25 daily breakfast credit, one zoo-themed welcome gift per child, and hotel valet parking for one car. Rates start at $254 a night.

Watergate Hotel: The "Welcome Home, Pandas" package at the Watergate Hotel includes panda-themed treats, a panda-printed pajama set from Bellabubear for the kids, and a stuffed toy panda, plus transportation to and from the Zoo. Rates start at $504 a night.

Restaurants too, according to Axios DC:

Baked by Yael, a Kosher and nut-free bakery by the zoo, has tripled its revenue on big bear occasions. To fuel the craze, it bakes panda pops and cookies and sells merch.

The panda-themed pop-up takes over Duke's Counter, across from the zoo. Owner Daniel Kramer says they're "going all-in," from a green habitat-chic decor to panda-rita cocktails and photo-ready backdrops for the TikTok crowd. Expect bamboo everything, from edible garnishes to sustainable straws.

OREO'S LATEST PARTNERSHIP

According to PRNewsWire, "The OREO brand is starting off the new year with a twist. That is, the Limited Edition Post Malone OREO Cookies. In a sweet new collab, the OREO brand is teaming up with nine-time RIAA diamond-certified, GRAMMY Award-nominated phenomenon Post Malone to drop a cookie that celebrates the "twists" in all of us. The OREO cookies star a first-of-its-kind swirled creme combining salted caramel and shortbread flavor creme, sandwiched between an OREO chocolate cookie and a signature golden cookie for a delicious duet of flavors in every bite."

CHAMPAGNE SALES SINK

According to CNN, "Champagne sales have lost their pop as people around the world aren't in the mood to say "cheers." The total number of Champagne shipments from France sank nearly 10 percent last year to 271 million bottles, marking the second consecutive year of declines as inflation-weary consumers cut back and a generally glum mood permeates across the globe. That's according to new report from Comité Champagne, a trade association representing more than 16,000 winegrowers and 320 Champagne houses, which painted a dour picture of the industry that aligns with sales of other alcoholic beverages. Sales in France of the home-grown beverage also dipped 7 percent, to 118 million bottles, because the domestic market is still suffering from the prevailing gloomy political and economic context."

INSTAGRAM SNAFU

Following the Presidential Inauguration, some Instagram users were mysteriously unable to UNFOLLOW Trump and Vance. Users had previously followed the POTUS and VP accounts because they wanted to read/see posts by President Joe Biden and Vice President Kamala Harris, but for political reasons, chose to unfollow the new leaders. For unknown reasons, some users clicked unfollow, but the requests were denied.

LANGUAGE SNAFU

According to Fortune, "Mark Zuckerberg lamented the rise of "culturally neutered" companies that have sought to distance themselves from "masculine energy," adding that it's good if a culture "celebrates the aggression a bit more."

Zuckerberg was quoted as saying, "Masculine energy I think is good, and obviously society has plenty of that, but I think that corporate culture was really trying to get away from it. It's like you want feminine energy, you want masculine energy. I think that that's all good. But I do think the corporate culture sort of had swung toward being this somewhat more neutered thing. If you're a woman going into a company, it probably feels like it's too masculine. It's — there is't enough of the energy that you may naturally have. You want women to be able to succeed and have companies that can unlock all the value from having great people no matter what their background or gender."

Zuckerberg added that he grew up with three sisters and has three daughters, and wants women to succeed in corporations. Hard to believe!

SPIRIT AIRLINES UPDATES ITS DRESS CODE

According to Travel+Leisure, "In January, the airline announced it revised its passenger policies to enforce a stricter dress code, prohibiting certain items of clothing and forcing passengers with specific types of body art to cover up. In its updated "Contract of Carriage," the airline states that passengers will not be allowed to board if they are "barefoot" or are "inadequately clothed," which it defines as in "see-through clothing; not adequately covered; exposed breasts, buttocks, or other private parts," or "whose clothing or article, including body art, is lewd, obscene, or offensive in nature or has an offensive odor unless caused by a qualified disability." The airline decided on the change following several incidents with passengers.

DATA PRIVACY DAY

According to NationalToday.com, "As the line between our offline and online lives continues to blur, Data Privacy Day on January 28 is the little nudge we need at the beginning of each new year to make safeguarding our personal information a priority. Although we live in an increasingly digital world, most of us give little thought to data privacy until after our personal data has been compromised. Our increased reliance on digital technologies to manage every facet of life necessitates the need to rethink what we share about ourselves, when and where we share it, and who we are sharing it with. Data Privacy Day is part of the global online safety, security, and privacy campaign called "STOP. THINK. CONNECT." - an initiative of the National Cyber Security Alliance (NCSA).

The unpleasant truth is that most people who have access to our personal data do not need it. These digital strangers with legitimate access to our personal data are the very people we should be preventing from accessing our personal information because they do not need it. Data Privacy Day is an important wake-up call for anyone who is on the grid, meaning, they use any type of digital device for any reason, and thinks having spam software and firewalls are keeping their data safe. Data Privacy Day reminds us to treat personal information like money. It has value and we need to protect it as if our lives depended on it - because sometimes they do."

SUPER BOWL 59

The biggest football game of the year takes place in just 9 days - on February 9th! Which brand's ads are you looking forward to watching?

What other recent marketing buzz caught your attention? Since there's always something happening that impacts marketing, read #DebbieLaskeysBlog for the scoop!

Image Credits: M&M's (Smithsonian's National Zoo Giant Panda), Cheetos/PepsiCo Foods US, and the White House.

Here's the link to the Giant Panda Cam:

https://nationalzoo.si.edu/webcams/panda-cam

Here's the link to purchase some panda MM's:

https://www.mms.com/en-us/gifts/smithsonian-zoo-panda-10oz/ct2346-p.html

Monday, January 27, 2025

"Top 10" New Year's Resolutions for Leaders for 2025

Last January, after I read an inspiring post by the esteemed leadership expert Eric Jacobson entitled, "70 New Year's Resolutions for Leaders," I chose ten from those 70 and featured them in a post.

Since Eric's list included 70 resolutions, and New Year's resolutions are on many people's minds this month, I thought I would revisit Eric's post and choose my "Top 10" for 2025.

With much gratitude to Eric for his comprehensive list and inspiration for this post, here are my "Top 10" New Year's Resolutions for Leaders for 2025:

[1] View every problem as an opportunity to grow.

[2] Praise when compliments are earned.

[3] Assess your company's strengths and weaknesses at all times.

[4] Listen carefully and don't multi-task while listening.

[5] Teach something new to your team.

[6] Explain how a change will impact employees' feelings before, during, and after a change is implemented.

[7] Give feedback promptly and make it individualized and specific.

[8] Promote excellent customer service both internally and externally.

[9] Be willing to change your decisions.

[10] End every meeting with a follow-up To-do list.

And because I've been a passionate reader my entire life, I will repeat (and always include) this annual resolution: "Read leadership books to continue your leadership journey." Don't forget to read works of fiction because they ALSO contain important leadership lessons.

Lastly, here's one of Eric's favorite quotes from a previous appearance on my blog:

Friday, December 27, 2024

Leadership Lessons from #PostElectionSeries Featuring Rebecca Herold

As I announced in my commentary about the 2024 Presidential election, during November and December, I have featured a timely #PostElectionSeries with a number of inspiring women authors, leaders, and influencers. To read the previous Q&A's in the series, search #PostElectionSeries on this blog.

Today, to conclude the series, I've invited Rebecca Herold to provide commentary about the election, leadership, gender bias, misinformation, and more. But first, a brief introduction.

Based in Des Moines, Iowa, and with over 30 years of IT, security, and privacy experience, Rebecca Herold is the founder of The Privacy Professor Consultancy (2004) and of Privacy & Security Brainiacs SaaS services (2021). She has authored 22 published books so far, and co-authored NIST catalogs NISTIR 7628, NISTIR 8259, SP 800-213, NISTIR 8425 and TN 2066. She has served as an expert witness for cases covering HIPAA, criminals using IoT devices, social engineering, stolen personal data of retirement housing residents, and tracking app users with Meta Pixels. Rebecca hosts Data Security & Privacy with the Privacy Professor, and since early 2018, she has hosted the Voice America podcast/radio show, Data Security & Privacy with the Privacy Professor.

QUESTION: In Lyn Chamberlin's article entitled, "When Brand Betrays Us," she wrote, "Branding is supposed to be about truth, or at least a piece of it. At its best, branding is storytelling, the kind that resonates, inspires, and speaks to who we are. But what happens when a brand warps into something sinister, built on lies, misinformation, and manipulation? What happens when a brand betrays not only our trust but our institutions?...Branding can empower, but it can also deceive. Trump's brand isn't just a lesson in how to build an indelible image. It's a cautionary tale — a reminder that without honesty and accountability, brand can become a weapon that betrays us all."

What are your thoughts?

(Read the full article here:

https://lynchamberlin.substack.com/p/when-brand-betrays-us)

REBECCA HEROLD: I completely agree about honesty being absolutely necessary for branding. Particularly in my business that helps organizations create effective information and data security and privacy compliance programs. Every action that relates to security and privacy must be defensible with supported verifiable facts and evidence. Also in my work as an expert witness supporting legal cases where judgments usually depend upon such verifiable facts and evidence. I believe for my business fields this is still true. Other businesses that have not been honest, even if it was because of an error or some other type of situation, have often had their brand value and reputation significantly damaged. Often beyond repair.

Just look at CrowdStrike. It built up a reputation of dependability and cybersecurity excellence over the years. And then on July 14, 2024, it caused a huge, global outage that had widespread repercussions across various industries across the world. It was basically caused by a sloppy software update for a sensor configuration update for Windows systems. It has caused over $5.5 billion in losses, and has spawned huge numbers of legal claims, significant customer losses and reputational damage. Many class-action lawsuits are also going through the courts. CrowdStrike’s value was quickly cut in half. Their customers felt betrayed; they depended upon CrowdStrike to provide dependable security, and yet, their vulnerabilities in their software update process resulted in a huge security incident that caused business stoppages all over the world.

They are now trying to demonstrate accountability, and regain trust, dependability, and build back their customer base.

While there are certainly similarities, business organizations are generally different from celebrities-turned-politicians who have been in the public spotlight their entire lives, and have even managed to gain fans despite demonstrable dishonesty.

QUESTION: In Katie Rogers article in THE NEW YORK TIMES, she wrote, "The United States has been led by men for all of its 248 years, and that will continue for at least four more. On Wednesday, Vice President Kamala Harris became the latest woman to fail to break the gender barrier to the presidency, and the second to be defeated by Donald Trump...The United States lags behind several other nations — Britain, Germany, Israel, India, Canada, and, this year, Mexico — which have chosen women as leaders. Men do still run the world, numerically. Only about a third of the countries in the United Nations have ever had a woman head of the government. Just 13 of the body’s 193 member countries are currently led by women, according to the Pew Research Center."

(Read the full article here:

https://www.nytimes.com/2024/11/06/us/politics/harris-woman-president.html)

In Dana Theus' post-election article entitled "Women, Power, and Fear," she wrote, "Three times in twelve years, an old white man, now a convicted felon, has run for the highest office in the land. When he ran against another, more qualified old white guy, he lost. Both times he ran against vibrant, more qualified women, he won. Looking at the pattern, I don't think it's defensible to blame the female candidates or their campaigns. I truly worry that the majority of our nation — women and men alike — simply do not trust women enough to give us power."

(Read the full article here:

https://inpowerwomen.substack.com/p/women-power-and-fear)

What were your thoughts about the election results?

REBECCA HEROLD: When I was in 6th grade, in a rural school where my 20-students class was the largest in all the school's K-12 grades, and we shared a large classroom with the 13-students' 5th grade class, I was nominated and ran for the 5th/6th grade student body president against a fellow male 6th grader. We “campaigned” for four weeks, with the teachers asking us each to make speeches to the students throughout that time. I didn’t only lose; I was obliterated, 31 votes for the winner, and 2 votes for me…one my own vote, and the other vote from a male 5th grader, who I didn’t even know hardly at all, who told me I was smarter and nicer than the newly elected president. Even the persons who nominated me voted against me. And my own close female friends voted against me. Everyone I asked as to why they didn't vote for me basically answered, "David is a boy. Girls aren't presidents." That has stuck with me my whole life.

Throughout my 35+ years career, there have been multiple times when I was told by potential clients on more than a few occasions, who asked me to submit a proposal but gave the project to another business, that I didn’t get the contract by saying something generally similar to, "We're just more comfortable working with a business led or owned by a man."

So quite frankly, even with 34 criminal convictions and one count of being accountable (guilty) of sexual assault, I was not surprised that the person with the Y chromosome won; he has been in the public eye for his full adulthood, and perpetuating a wide variety of false statements throughout that time that his long-time followers have always seemed to believe or accept without fail. However, I was greatly disappointed for a variety of reasons.

That statement from decades ago is inexplicably still the view of over fifty percent of voters of all genders: "Girls aren't presidents." I will not be surprised if a woman has not been elected president in my lifetime. However, I will die disappointed in addition to being very sad in not having been able to see that result. I hope I'm wrong.

QUESTION: Katherine Spinney wrote an article entitled, "Silence Is Not the Answer," during a national crisis, however, her words deserve attention now. She wrote, "Silence is not the answer. If fact, it is one of the most damaging plans of action you can take. Despite hopes for the contrary, silence during this time will not shield you or protect you and it will not go unnoticed. Your staff are watching, waiting, begging for you to speak up. This moment in time is going to determine not just how others view you as a leader, but how they view you as a human being. Your words and actions during this time will not just impact your legacy as a leader — they will define it...What is true for all of us is that we must speak up."

How should leaders address the Presidential election results?

(Read the full article here:

https://katherinespinney.com/silence-is-not-the-answer/)

REBECCA HEROLD: Every kind of leader needs to be and stay aware of the initiatives being pursued by the incoming government and how it will impact their organization, employees, customers, clients, consumers, patients, etc. The election is over, and now, instead of dwelling on the same messages that were being made before the election, attention needs to shift to the current reality.

Even if certain government programs are eliminated, an organization’s leaders can still choose to create equity in how all individuals are treated, and the opportunities that are made available to them. Related policies and procedures may need to be tweaked, to remove such references to the programs and to change the related terminologies, but the concepts can still be practiced.

After all, in the United States, it is not illegal to treat everyone with equal respect and consideration. But, if a business, especially small to mid-sized businesses, has clients who have extreme views, they likely will not be able to lose such a client if it means also losing their business. Such situations need to be considered, and addressed tactfully. This will be recognized by employees, especially if they realize that they could lose their livelihoods. The key is for leaders to make strategic decisions and take subsequent actions in accordance with their values and beliefs in ways that will not require compromises in those views and supporting actions. Could this be challenging? Of course. However, anything worthwhile must be addressed through thoughtful planning and consideration. It will likely not be easy, and could take more time than you’d like. But then, most things worthwhile are not accomplished by taking knee-jerk actions or making off-the-cuff statements.

QUESTION: In Barbara McQuade's article in TIME Magazine, she wrote, "The real danger when a leader traffics in half-truths and conflicting claims is that people don’t know what to believe." Instead of looking at leaders' actions, let's swap the perspective. How can employees keep their leaders honest?

(Read the full article here:

https://time.com/7173492/second-trump-term-misinformation-essay/)

REBECCA HEROLD: Employees should never be discouraged from asking questions. Good leaders encourage their employees to ask their leaders questions, applicable to work activities, whatever those questions may be about. This includes their beliefs regarding what may be hot-button topics that are related to how the business is run, impacts business decisions, etc.

Business leaders should be straight-forward and honest in their answers. If for some reason they cannot provide an answer, such as, for legal reasons, to protect privacy of associated individuals, etc., they need to clearly explain the reason why they cannot provide an answer. Ideally, they could consider providing some related information that could address some of the related topic. Some employees may think this is avoiding the question, but if leaders have taken time to consider the question and then how to best explain the response, this can usually be accomplished. Some employees may still not be satisfied, but rarely in such cases will everyone be satisfied with complex and difficult topic discussions.

Wednesday, December 4, 2024

Leadership Lessons from #PostElectionSeries Featuring Michelle Redfern

As I announced in my commentary about the 2024 Presidential election, during November and December, I will feature a timely #PostElectionSeries with a number of inspiring women authors, leaders, and influencers.

Today, to continue the series, I've invited Michelle Redfern to provide commentary about the election, leadership, gender bias, misinformation, and more. But first, a brief introduction.

Michelle Redfern is a globally recognized gender equality, diversity, and inclusion strategist based in Australia (and therefore, shares a unique perspective about the recent American Presidential election). She advises organizations in the business and sporting sectors on DEI strategy development and implementation and works directly with women leaders to advance their careers. She has been recognized as one of Australia’s Top 100 Women of Influence and has won awards for her contributions to women's advancement. She is passionate about what sets her soul on fire, closing the global leadership gender gap, and enabling women to have a career that soars!

That bio may describe Michelle, but in her own words, here are the three things she does: "I fix workplace systems that prevent women and organizations from reaching their full potential. I help women navigate the systems in their workplace to reach their full potential - I am like a human compass to guide women towards success. I advocate for the rights of women and girls, particularly in the sporting sector."

What are your thoughts?

(Read the full article here:

https://lynchamberlin.substack.com/p/when-brand-betrays-us)

MICHELLE REDFERN: Trump has garnered the support of over half of the voters in the USA. This indicates to me that, despite my beliefs regarding his lack of ethics, trustworthiness, and ability to unite people, the majority feel that he resonates with them, inspires them, and speaks to their needs. The more important question is how his opponents can create a stronger brand and narrative for the future.

(Read the full article here:

https://www.nytimes.com/2024/11/06/us/politics/harris-woman-president.html)

(Read the full article here:

https://inpowerwomen.substack.com/p/women-power-and-fear)

What were your thoughts about the election results?

MICHELLE REDFERN: I am devastated, angry and despondent at the election of yet another OWD (old white dude) to the highest office in the land. As a lifelong feminist and now as someone whose mission it is to close the leadership gender gap, this is a body blow.

I am angry with white women for voting for this man, and it tells me that the USA's individualistic capitalist society has been validated once again. In other words, I am OK and will vote for someone who will solve my problems and, if I am ok, stuff the rest of society, particularly those less fortunate and privileged than me. For older white women, the issues around women's rights and bodily autonomy didn't affect them, so they voted on issues that affected them, like the cost of living and bought into Trump's rhetoric. This individualistic mindset is worrying for America. Where is the social justice and fair go mentality?

The fact is that women in power are still an anomaly and not the norm. Powerful women are terrifying for those who have enjoyed the status quo for a long time. I think society is lucky that we women are seeking power, not revenge.

Wednesday, November 27, 2024

Leadership Lessons from #PostElectionSeries Featuring Susan Friesen

Today, to continue the series, I've invited Susan Friesen to provide commentary about the election, leadership, gender bias, misinformation, and more. But first, a brief introduction.

Susan Friesen is a visionary brand strategist, entrepreneur, and founder of British Columbia's premiere boutique web development and digital marketing agency, eVision Media. With over 20 years of experience in the industry, she's an expert in helping businesses to establish their online presence and create a strong brand identity. Her passion for empowering female entrepreneurs to succeed in the digital world has earned her a reputation as a leading authority in the marketing industry. As a Canadian, Susan shares a unique perspective about the recent American Presidential election.

What are your thoughts?

(Read the full article here:

https://lynchamberlin.substack.com/p/when-brand-betrays-us)

SUSAN FRIESEN: As a Canadian, I find myself astonished by how Donald Trump has continually leveraged his brand positioning to amass such significant power. Dare I say, it's almost genius how he has managed to manipulate half of the U.S. population into believing his falsehoods. Watching this unfold, I've been gripped by a growing sense of incredulous fear as a dangerously misinformed movement seemed to take shape before my eyes. It was — and remains — deeply unsettling to see how this was even possible.

This is a stark example of brand positioning being wielded for harmful purposes, exploiting the deepest human fears and amplifying them to such an extent that even some of the most rational people I know are convinced Trump is the one to save America from impending doom. Ultimately, branding is merely a tool — a double-edged sword that can be used for good or as a weapon, as Lyn aptly points out. This sobering reality should serve as a wake-up call for us all to recognize how easily we can be influenced, for better or worse.

(Read the full article here:

https://www.nytimes.com/2024/11/06/us/politics/harris-woman-president.html)

(Read the full article here:

https://inpowerwomen.substack.com/p/women-power-and-fear)

What were your thoughts about the election results?

SUSAN FRIESEN: From a Canadian standpoint, I feel our nation still has a long way to go for gender parity; however, if feels as if the U.S. is even further behind. I remember when Hillary Clinton was running for President and many of us felt she was not just the perfect candidate for the job, given her expertise and experience, but the polls also promised she would be the next president. But as we know, that wasn't the case, and it was devastating to watch the results come in on election day.

For this year's election, we knew it would be a closer race, but what I found the most disappointing was how many women were not only supporting Trump, but also vehemently hated Harris. And what I heard the most from these women were almost direct rhetoric quotes from the Trump campaign. I watched in disbelief how brain-washed they were who absolutely refused to see the facts and adamantly believed the lies, name calling, and bullish attacks that came from the MAGA Republicans.

If Trump has created a long-lasting movement that uses brand positioning for evil, manipulative ways, then democracy is definitely in peril, even for Canada where there are many fans of Trump's approach to undermining the government.

How should leaders address the Presidential election results?

(Read the full article here:

https://katherinespinney.com/silence-is-not-the-answer/)

SUSAN FRIESEN: For many years, I have taken a neutral stance on contentious issues, fearing that I might "offend" someone who disagrees with my opinion. It's often advised to avoid discussing polarizing topics, like politics, on social media to prevent alienating potential clients. However, after witnessing the flood of hateful rhetoric on my social media feed during the recent U.S. election, I believe it's time to take a stand and lead with conviction — especially when it comes to women's rights.

This moment in history is pivotal for women's rights, and staying silent out of fear is no longer acceptable. This is an opportunity to use brand positioning for a purpose greater than simply increasing profits. It's about leveraging it for the greater good, creating a movement that attracts like-minded individuals to your brand and fosters positive change on all fronts. Leaders have a responsibility to speak their truth about the election results and should not hold back out of fear. Now is the time to stand up and lead with courage.

Thursday, April 16, 2026

So, for those of us outside of the professional basketball arena, why should we give each other High Fives? Here are five important reasons why:

SHARE THIS: You have to create a culture where everybody has an opportunity to be recognized. ~John Mackey #NationalHighFiveDay #LeadershipTip #DebbieLaskeysBlog

Friday, February 20, 2026

SHARE THIS: New leaders should listen to their employees and teams and keenly observe before making rash decisions or bold changes. ~@EricJacobsonKC #NationalLeadershipDay #DebbieLaskeysBlog

Thursday, September 18, 2025

SHARE THIS: Your team's success is your legacy. ~Justin Wright #GlobalCompanyCultureDay #EmployeeExperience #DebbieLaskeysBlog

Friday, March 7, 2025

SHARE THIS: People want to be around people who take initiative, not complainers. ~@gvanourek #EmployeeAppreciationDay #DebbieLaskeysBlog

SHARE THIS: Complaining does not work as a strategy...Any time we spend whining is unlikely to help us achieve our goals. ~Randy Pausch via @gvanourek #EmployeeAppreciationDay #DebbieLaskeysBlog

Friday, January 31, 2025

FLAVORS FOR 2025

PRESIDENTIAL INAUGURATION

SPANISH WHITE HOUSE WEBSITE

LUNAR NEW YEAR

GULF OF AMERICA & MOUNT MCKINLEY

HOLOCAUST REMEMBRANCE DAY

CHEETOS OTHER HAND

NORAH O'DONNELL SIGNED OFF

COSTCO FOOD COURT CHANGES

STARBUCKS CHANGES

KIA RECALLS

ITALIAN MUSEUMS AND DOGS

WELCOME TO DC'S PANDAS

OREO'S LATEST PARTNERSHIP

CHAMPAGNE SALES SINK

INSTAGRAM SNAFU

LANGUAGE SNAFU

SPIRIT AIRLINES UPDATES ITS DRESS CODE

DATA PRIVACY DAY

SUPER BOWL 59

Monday, January 27, 2025

SHARE THIS: Leaders are measured by the caliber of leaders they develop, not the caliber of their own leadership. ~John C. Maxell via @EricJacobsonKC #DebbieLaskeysBlog

Friday, December 27, 2024

SHARE THIS: Employees should never be discouraged from asking questions. Good leaders encourage their employees to ask their leaders questions, applicable to work activities, whatever those questions may be about. ~Rebecca Herold #PostElectionSeries #DebbieLaskeysBlog

Wednesday, December 4, 2024

SHARE THIS: Powerful women are terrifying for those who have enjoyed the status quo for a long time. ~Michelle Redfern #PostElectionSeries #DebbieLaskeysBlog

Wednesday, November 27, 2024

SHARE THIS: This moment in history is pivotal for women's rights, and staying silent out of fear is no longer acceptable. ~@eVisionMedia #PostElectionSeries #DebbieLaskeysBlog

SHARE THIS: Staying silent is no longer an option — not for women, not for leaders, and certainly not for those of us who value integrity and want to leave a meaningful impact. ~@eVisionMedia #PostElectionSeries #DebbieLaskeysBlog