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Rise of Women

Picture this scenario: a leading multinational company needs to select somebody with the right skills to establish their first overseas division and they have two equally strong candidates. Alice just got married and, in their best intentions but without consulting her, leadership decides that she would not like to go on assignment as she is likely to be starting a family. The opportunity is therefore offered to George. 

What do Alice and George think twelve months later? 

Alice and her husband wanted to get the wedding out of the way so that she could pursue her dream of going on an international assignment. She was shocked about not even being consulted. But it all worked out for her in the end: she is now working overseas for one of their competitors and is very happy in her role.

For George, the company’s decision really came at the worst time. His wife and he were about to tell their families about their first baby. But he still said “yes” to the opportunity and eventually convinced her wife to try that out. However, it was very tough on her and she ended up being sick through the whole pregnancy. When the baby was born, she had no support network. This situation also impacted his performance which was much lower than back home. For this reason, the company decided to bring him back. 

I bet it’s not the first time you are faced with this scenario. Wrong assumptions and stereotypes are in fact one of the reasons for which women continue to be highly under-represented within the expat population

However, there are a few positive sides that make the rise of women in Global Mobility look somewhat brighter than some time ago. Take policy and awareness for example. In 2011, only 12% of CEOs saw poor retention of female talent as a key business challenge, and only 11% were planning policy changes to attract and retain more female workers (PwC’s Annual Global CEO Survey). Yet, just a few years later, 64% of CEOs worldwide confirm that they finally have a diversity strategy and 13% of them are planning to adopt one over the next 12 months (PwC, 2016a).

What’s to Celebrate?

When we look at data, it’s important to break it down. If it’s true that the percentage of expat women swings between  just 14%  and 25% (Mercer, 2017; PwC, 2016a; PwC, 2016b), we cannot bypass the significant differences between regions and industry sectors. For example, while expat women in the energy and high tech sectors are only 8-11%, the percentage for the life science sector is 23%. Companies in the service and retail sectors also generally tend to have a higher percentage of women expats. 

Other research (Communicaid, 2017) provides an even more optimistic picture, showing us how the proportion of expat women grew slowly but steadily from 1980s onwards.          

And always on the bright side, among those employees who have already had an international experience, 47% of the female and 53% of the male respondents confirmed they had completed more than one international assignment. In addition, based on their most recent international experience, 84% of women said that they would repeat a similar experience, and 93% state that they would recommend an international assignment to a colleague (PwC, 2016a). 

Last but not least, 73% of women working in Financial Services believe that they have equal opportunities than men to undertake international assignments at their current workplace (PwC, 2016b). This percentage is encouraging in comparison with the 50% of women taking part in the previous year’s millennial survey who believe that promotion is biased towards men (PwC, 2015).

Even with something to celebrate, we shall keep in mind that these variations don’t change the overall conclusions: we are still decades away from seeing this percentage rising to 50%. Predictions show that, in the best case scenario, this will be reached only around 2050 (Mercer, 2017) 

How can you benefit from having a more expat women ? 

1 – You will Facilitate Better Assignment Selection with a Broader Talent Pool 

One of the main mobility cost drivers is related to the limited choice of candidates ready for assignments. By inviting more women to the club, you create more options for your company and indirectly to control costs better. The more good candidates you have, the better will your selection be and the higher the chances that you don’t have to sell an incredibly overpriced assignment package.

2 – You will Record a Higher Assignment Success Rate

The When Women Thrive report highlights that women are perceived to have unique skills that are particularly relevant for expatriation, including flexibility and adaptability (39% vs. 20% who say men have those strengths); inclusive team management (43% vs. 20%); and emotional intelligence (24% vs. 5%.). In short, women tend to build cultural bridges better than men and work in a more sustainable manner.

3 – You will not only Attract, but also Retain Talent

Female demand for international mobility has never been higher than now, with 71% of female millennials wanting to work outside their home country during their careers. Also, 64% of all women interviewed said that international opportunities were critical in attracting them as well as keeping them with an employer (PwC, 2016).

If you want to be successful in attracting and retaining female employees, you need to have a talent brand with international experience as a core element of your employee talent proposition. 

Are you not yet convinced that more expat women provide a huge added value to your company?  In our previous post, we give other proofs of how a more diverse expat population makes you a more profitable and valuable company. 

Seven Obstacles to the Rise of Women in Global Mobility

1 – Strategy

Like the majority of international organizations, you too might be currently challenged with a lack of alignment between Diversity & Inclusion and Global Mobility. This is a crucial issue that you should be working to solve as soon as possible. When goals and data are discussed with Senior Management, Global Mobility Managers need to have a seat at the table. 

2 – Policy

Many Global Mobility policies have originally been developed for male assignees with children and a “trailing” spouse. It’s 2020 and this needs to change. Make sure your policy addresses the issues of expat women and new types of families – single parents for example (the vast majority of them being female), or same-sex couples.

3 – Nomination Process

As we mentioned in our previous post as well, too many times there is still a lack of transparency over who is assigned and why. Companies often don’t have a clear view of those employees who would be willing to be internationally mobile. And like in Alice’s and George’s stories, unconscious bias still plays a considerable (yet invisible) role in the selection of the right candidates. Because of the prevalence of stereotypes that associate women with family, female employees are usually not  even asked even if they would be willing to consider. 

I’ve been there personally as well. 

And if you want to take a small journey into the world of the unconsciously biased HR world, have a look at this insightful article on gender decoding. 

4 –  Non-Diverse Host Locations 

This is probably not such a big issue (apart from a few very critical war zones and dangerous locations). The issue, instead, is the assumption that expat women won’t be accepted because of the fixed gender roles men and women have in the host location. As a matter of fact, expat women in India have automatically a higher status than local women. And in some Muslim cultures, as long as you wear a ring implying that you are married, you can be seen as highly respectable and you will be treated accordingly. 

5 – Representation

While Global Mobility Managers are often female, women don’t benefit from the same representation rate at the upper levels. This means that Senior Leaders and Executives in Global Mobility are mainly men. As a consequence, there is an issue of lack of awareness at Senior Management level, and this is especially true in traditionally conservative countries.

6 – Lack of Visible Assignment Opportunities for Women

65% of female employees (PwC, 2016a) are still unhappy with the little transparency of their companies over the availability of opportunities for overseas assignments. 

It’s time that you make opportunities readily accessible to all, including underrepresented talent groups!

7  –  Lack of Human Touch 

The lack of Human Touch and/or previous bad Expat Experiences might stop women from actively seeking opportunities for international exposure.

In fact, teams are often too busy focusing on the many operational aspects of the mobility program and fail to design a human-centric Global Mobility program for their expat population. 

If you haven’t started yet, do it now. Talk openly about diversity in your policies and encourage internal discussion on this topic. Communicate about role models and success stories.

Six Potential Solutions  for a More Inclusive and Diverse Global Mobility Program 

1- Set Clear Diversity and Inclusion Goals  for Global Mobility

Global Mobility and Diversity and Inclusion teams need to set realistic yet challenging goals for increasing the number of female assignees AND female department heads in Global Mobility. According to KPMG (2018), only 41% of the organizations surveyed had clear D&I objectives in place. Without specific targets nothing will change! 

2 –  Allow for More Flexibility by Having Different Assignment Types 

New types of assignments and flexibility are making things easier for women and employees with family responsibilities to go on assignment. As I reiterate in The Global Mobility Workbook, Global Mobility should not systematically be synonymous with traditional Long-Term Assignment. In fact, even if those remain the most preferred assignment type by both genders, women favour 6-to-12 months’ assignments more than men (37% vs 29%). The same can be said for assignments shorter than three months (10% vs 5%) as well as frequent business travels (36% vs 32%) (PwC, 2016a).

3 – Identify and Understand What the Real Barriers are 

Do you actually know what the real barriers to inclusive mobility are for your workforce and organizations? If you’ve never measured in which way your current policies hinder women’s mobility, it’s time you act NOW.  Stop simply assuming the barriers to gender inclusiveness and understand better where the actual issues lay. That’s why I recommend intercultural training for all Global Mobility Managers.

4 – Give More Visibility to Female Role Models

While 68% of men feel that there are enough male role models of successful expats in their organization, only 48% of women feel the same about female role models (PwC, 2016b). This impacts negatively the wider female talent pool of companies and their Global Mobility programs.  If you want to help fill the gap, take active measures to drive awareness of the positive experiences of successful expat women within your organizations. 

At page 24 of this PwC report you can read a short and inspiring testimonial of a Tax Partner and Expat Woman role model. 

5 – Use More Gender-inclusive Language 

Too often Global Mobility policies still refer to their globally mobile workforce with masculine pronouns. At the same time, they would make you assume that Expat or “trailing” Spouses should be female. Well, it’s 2020 and this is not anymore the case. If you want to make your program more inclusive, start from how you address your talent. The UN has recently published new very helpful guidelines that can definitely be useful for your policies too.

6 – Foster a Supportive and Inclusive Culture

It is absolutely critical for your company to move away from the restrictive gender stigmas of the past if you wish to unlock your full global workforce potential. Your ultimate challenge is to create a culture where all your employees are on board with diversity and recognize how valuable this is.

Our message is clear: Global Mobility strategies that do not fully include women will simply not deliver to their full potential.

How we can Help you

If it all makes sense to you but you don’t know where to start from, this is why we’re here. Here are four ideas on how we can help you.

  1. We deconstruct your expat nomination process and review your existing policies for inclusiveness.
  2. We improve the language you use in communication to make them gender-inclusive and we also help you sprinkle them with “Human Touch”.
  3. We conduct an analysis of your Expat Experience and identify unveiled barriers for female expats and their spouses.
  4. We facilitate transition workshops with expat women in the host country, and prepare female candidates for potential expat assignments through our exclusive 1:1 Executive coaching program RockMe!

PS: I want to tell you two more things.

Are you looking for a board member mandate in Switzerland? Have a look at VRMandat and Stitungsratsmandat and check how they can support you.

Look up the above links also if you’re trying to expand your board of directors.

Resources

Read the insights of the 4th edition of the Advance and HSG Gender Intelligence Report.

https://stiftungsratsmandat.com/de/

https://www.vrmandat.com/en/

https://dorothydalton.com/2016/03/11/gender-de-coding-and-job-adverts/

https://www.bbc.com/worklife/article/20160929-where-are-all-the-expat-women 

http://www.internationalhradviser.com/storage/downloads/Gender%20Bias%20in%20Global%20Mobility%20Developing%20Female%20Leaders%20PwC.pdf 

https://www.shrm.org/resourcesandtools/hr-topics/global-hr/pages/women-expatriate-workforce.aspx 

References 

KPMG. (2018). Inclusion and Diversity in Global Mobility. KPMG. https://assets.kpmg//content/dam/kpmg/xx/pdf/2018/06/global-mobility-inclusion-and-diversity-how-gms-can-help-move-the-needle.pdf

Meier, O. (2019). The path to diversity. Mercer. https://mobilityexchange.mercer.com/insights/article/the-path-to-diversity-women-on-assignment

PwC. (2015). Female millennials in financial services: Strategies for a new era of talent. PwC. https://www.pwc.com/gx/en/financial-services/publications/assets/pwc-female-millennial-report-v2.pdf

PwC. (2016a). Modern Mobility: Moving women with purpose. PwC. 

https://www.pwc.com/gr/en/publications/assets/modern-mobility-moving-women-with-purpose.pdf

PwC. (2016b). Women of the world: Aligning gender diversity and international mobility in financial services. Pwc.

https://www.pwc.com/gx/en/industries/financial-services/assets/women-of-the-world.pdf 

This is a good example of Women in Global Mobility
Riikka Virtanen Schwitter speaking during the EY “Future of Mobility” event (February 2020)

Is there anything I could help you with?

Here’s the thing with social media. Everyone keeps telling you that you must be on social media to develop your brand, but what nobody is telling you when you are a newbie is how much work it actually takes to develop a personal brand on social media. I’m not talking about being featured on posts that your employer (and their big marketing team and budget) developed to attract more clients. I’m talking about you and me as human beings. We thought about your struggle and came up with the Social Media newbie series to help you understand LinkedIn, Instagram, Facebook, Twitter and Youtube, but we got stuck in the detail ourselves and I realized from the questions you are asking that you might still wonder: What for? Is it worth my time and money? So, I thought that today we should take a step back and revisit why it is worth having a digital media presence and share with you again my top seven killer tips for job seekers and solopreneurs (and those of you who share my vision of becoming digital global nomads).

If you are not on LinkedIn you must either be a trust fund baby or you live in Germany. I have encountered job seekers and freelancers, who still believe that they can thrive in today’s world without a digital presence. In short, they refuse social and professional networking as they feel they will be stalked or annoyed by others. I started with online networking on XING in 2004. Before that “networking” for me meant person-to-person. I would regularly have lunch with different internal and external colleagues to find out about what is going on in their line of work. In the early Millenium, the lunch date roster was your “dance card” and showed how popular you were.

It was almost embarrassing to lunch alone and if you were booked for several weeks this meant you had made it. It was part of the culture of that organization, but networking helped me to understand background stories, to build trust, and get support on a variety of topics. Remember that in Germany, Switzerland and other “Coconut” cultures we tend to be very task-focussed and have to invest in building relationships actively.

If I look back, I also pulled my team members, trainers, providers, and friends of my network. The network expanded to external contacts and it got harder to maintain when I left Frankfurt for Zurich, but I started to build a new network, which helped me to build and maintain a start-up in a rather difficult economic environment. If I was looking for a full-time role now, I would certainly try and source it through my network. If I am looking to hire an intern, designer, or specialist I am going to rely on my network. We are teaching the idea of leveraging your network to find a job in Switzerland rather than only applying online in our HireMeExpress program.

I know that you might be afraid to put yourself out there and have people laughing at you or trolling you or giving you negative feedback and comments. How do you even deal with that when you are already fragile and full of self-doubt on a daily basis?

Would it help you if I told you that I still go through the same fear and anxiety? Would it help you if I said: Yes, there are weird people on the Internet and many of them just want your money…but what if 10% of those following you, reading you, hearing you need to hear exactly what you have to say? What if there is one person out there who, like me lost half of their family in a tragic accident and thought they would never, ever recover from that? What if one woman that you speak to just lost her child or her husband and needs to hear that it will be okay and that you are there for her? What if there is one person listening to you who is about to commit suicide because they are so desperate and you tell them that they are loved and they hear that and they reconsider.

What if what you have to say is important for one person only?

Don’t you think it’s worth is?

Don’t you think it is worth half an hour of your time?

I’ve updated the seven killer tips for developing a digital media presence for you and I am here for you in case you want to talk to me. You are loved, you are safe, and you are among friends here. I’m sorry, if I have not available enough for you in the past.

1) Focus on the Platform where your Followers hang out.

In all likelihood, you will meet most of your followers on LinkedIn if you are in a professional field like banking, accounting or human resources. If you are a creative writer, you might want to focus on Twitter because this is where readers will gather their information. On the other hand, if you provide makeup tips on short videos you should focus on Youtube. As a photographer, you want to be on Instagram. Try not to overwhelm yourself by joining all platforms as one. In case, you don’t know where to go try Facebook first. Despite my love-hate relationship with Facebook, it’s still the platform that rules them all.

2) Develop your own blog so you have a digital home base

In times of social media, it is hard to understand why you need to have your digital home. Imagine it this way: When you are on Twitter it is like you are attending a huge networking event where you exchange information with colleagues and potential clients. If you want them to look at information (“content”) that you produce you have to invite them to your “home”. And when you host a party at your place you have to give people directions on how to find you and a good reason to party with you. When you go to a party you don’t expect to be asked to buy something or pay for your beer, right? So, when you start out you would probably provide some of your content for free until you have a followership. Then you can move to a membership model. A membership model guru is Stu McLaren.

3) Selling Online will take longer than face-to-face

The Internet is full of offers and scams. Before anyone wants to give you their email ID and bank details you will need to have their trust. You can develop trust by being a helpful source of information and by solving people’s problems. You can also build trust by being personable and by avoiding any sales touch in your content and copywriting. You can provide helpful advice and invite people to join your party, but you need to remember that building trust online is step-by-step process that takes mastery. You can follow Amy Porterfield and Ash Ambirge for further advice.

4) Constant Self-promotion is a Turnoff.

Instead of promoting yourself, you should promote other people’s work. If you help others you will not come across as a big-headed egomaniac, but someone who cares about people. There is a point where you can also show your own work, but it needs to be in the context of solving a problem for your followers. For example, they might need a checklist or a how-to-guide that you can provide when you often hear them ask you the same questions. I read that there is an 80/20-rule where 80% of the posts should be valuable content, 20% you should promote your brand. So, in the case of your personal brand you should talk about your work, what you have achieved and other stuff related to your greatness for max. 20% of your posts.

5) Vet and Check the Information you Share or Like

A retweet does not always mean that you endorse the opinion of the tweeter, but at least you can verify that the information is genuine, up-to-date and that links are actually working. If you are like me, you probably don’t read everything you would like to read, but you know where to find the trusted sources and where to be skeptical. Check out our previous post on Digital Media Literacy and good online research practices if you need more help. 

6) Encourage Others to Have a Voice

I know many people who suffer from “imposter syndrome” and who are modest. It helps once in a while when you tell others that their work is helpful and that you are actually reading their updates or their input. Instead of expecting others to support you, you can do a lot more to support others. Be a giver on social media. Learn why this is important by reading and following Adam M. Grant.

7) Check in with Your Purpose Batteries

A Digital Presence is great. If people deal with you in real life or on a call, they should be positively surprised by your genuine interest in them. One of the reasons for lack of trust nowadays is that everyone is putting their own interest in front. Many people have a hard time accepting support because they are not used to genuine help. They are used to being cheated and pulled over the table and you want to stand out. Are you not happy with your digital presence because you haven’t identified your purpose yet? 

If you need my support, please schedule a meeting with me.

Kind regards

Angie Weinberger


Offline and Online Presence is the Way Forward

These days, if you’re not on LinkedIn or any equivalent jobs platform, you’re either sitting on a large inheritance or seriously out of touch with the industry. For freelancers in particular and job seekers in general, having a digital presence is now perhaps as essential as being qualified to work, to begin with.

A network of peers and industry members is something that was essential in the offline era, does it not make sense that professional networking would be more important in the digital age? I remember starting online networking in 2004, a move that was particularly helpful for me – as I moved cities and countries, I was able to remain in constant touch with my established network, able to leverage it for various purposes as the need arose. For us nomads a network that travels everywhere with us is priceless.

Looking back at that time and analyzing the power that was afforded to me by my digital professional network, I got to thinking about how this could be used to empower job seekers everywhere. That is how HireMeExpress was set up: allowing professionals to hack the Swiss Job Market with strong business connections, both offline and online.

Pinpoint the platform where you will find Hiring Managers and Clients for your industry

LinkedIn may be the ‘de facto’ professional networking platform for the masses, but certain industries are known to frequent alternative digital platforms. The publishing and writing industry, for instance, can be found on Twitter and Goodreads. Photographers and videographers have made their home on Vimeo, YouTube, and Instagram. The bottom line: Inhabit the right digital spaces so you can make the right connections.

Understand that a digital presence takes longer to pay dividends.

The internet era is the era of scams and fake profiles. It takes longer to build trust with a stranger than it would through only real-world meets. You can speed the process along by building your digital home, ideally a blog or a Youtube channel that acts as a thorough resume for visitors. Once you’ve interacted with someone online, directing them to your blog would allow them to access not only your professional biography but a way to contact you.

Remember to use tools to set up a sign-up form so you can start building your list of followers.

Support and develop the community.

Self-promotion is a big turn-off, you should instead focus on promoting other people’s work. A great way to be a positive influence in your network is to endorse other people’s work (on LinkedIn or otherwise). It is especially helpful for people who are modest or doubt their own achievements (a condition known as “imposter syndrome”). By fostering a communal and supportive network, you can create goodwill among colleagues and with peers in general. It is essential to create the right image online.

Be genuine when you meet people IRL (In Real Life).


 

A general assumption about digital presences is that they are heavily curated, that is, they contain cherry-picked information that may not be representative of the entire picture. By showing that you’re as nice, if not nicer, in real life will be a pleasant and welcome surprise to all who meet you. Be genuine in providing help, be genuine in general and good things will happen to you.

You will eventually generate an income
We developed our #HireMeExpress program so that we can help expats and digital nomads with a minority background in the new country to generate an income.

The HireMeExpress program gives you immediate access to a trusted circle of like-minded professionals. We can help you expand your networks faster! In any group, shared experiences are the key to building relationships and trust, while also providing growth opportunities through feedback from the group and the coach. The group gives you accountability and paces your efforts at the same time. Sometimes, especially when you would like to give up, the group carries you to the next step.

I hope the tips above can help you identify and maximize your digital presence.

Welcome back dear and Happy New Year to you! May you be blessed with health, love, and happiness, always-

Last week, while I was staying with my family in Germany I told them that I was eager to get back into productivity mode and I also wished that I would have creative ideas and insights again. If you are like me you probably also worked all through the holidays even though you might have taken a few days off here and there. Or you might have taken a real-time off because your company closed for two weeks but then you had so many personal projects to catch up on that time just flew by. Maybe you wanted to update your resume or even enhance your LinkedIn profile but the days just flew by and now it’s already time to get ready for bed and go back to work tomorrow.

I have a strong sense that I will experience another transition in 2022, and to be honest it’s not surprising because this year I will be in my business for 10 years and also turn 50 in April. I’m also expecting that this pandemic will move into better times after this final big wave hits us for the next few weeks. And I have already lined up great projects to tackle, and have been procrastinating on less urgent ones last year as well.

I’m very confident that 2022 will be a game-changing year for you and me and I have decided how I want to show up (even in which colors). Have you decided that too?

As you become your own boss you want to be fresh, energetic, focused, and emotionally stable. You want to create and find the atmosphere for creativity whether you are in your office or in a dodgy hotel room. You want to be up for networking with prospects and clients even if you are drained and tired. 

You want to get up in the morning with a big smile and fulfill your purpose whether you are in a pandemic or whether you are in a snowstorm. And this requires energy. So I picked “energy” to be my word of the year 2022 and I have already seen and heard this word so much more since I made my choice.

 

6 January (Epiphany) marks the last day of the holiday season in Germany and Switzerland. In some parts of Europe, it is the most important day of the holiday season. For us, it means that the next day we really need to throw out the Christmas tree and all the decorations. It’s a nice ritual and the cleaning up exercise means that I can get back into full steam. As often rituals help me with transitions and change I thought I’d share mine to get back into my creative energy for 2022.

 

1 – Decoration Boxing

Allow yourself one last look at your Christmas cards and decorations. Then box all of them into the Christmas box where you keep them until after Thanksgiving or the first advent weekend.

 

2 – Calendar Planning

Get an annual calendar for your wall and mark all the important dates such as holidays, vacation or downtime, birthdays, launch dates, workshop days, lectures, and other important events that you already committed to. Plan one long weekend every month for either self-care, your partnership, or a strategic offsite.

 

3 – Routine Prepping

Prepare everything that you usually need to have ready to get into your weekly routines such as lunches, dinners, grocery shopping, and other regular Sunday activities to start into a good week ahead.

 

4 – Workspace Enhancing

Clean your workspace at home and consider at least one enhancement such as upgrading your software, buying colorful pens, post-it notes, or a new journal. 

 

5 – Purpose Reminiscing

Remember why you are where you are today in your professional life and as an entrepreneur, digital nomad or expat connect with your mission statement. Read it out to yourself. Does it still fit?

 

I wish you all a wonderful start in the New Year and let’s hope for the best.

 

Angie

 

PS: If you haven’t received a Global People Club Sandwich from us yet this year please make sure that you subscribe as we will continue to deliver these blog posts to your inbox.

 

https://globalpeopletransitions.com/become-a-reader-of-the-global-people-club-sandwich/

Virtual Lounge

Which Channels To Use in Order to be a More Effective

As the world changes and goes through the transition it is important to move with it on every level, as each passing moment brings new and improved methods/practices to sustain oneself. Similarly, becoming a Global Digital Nomad requires a person to be more social, adaptive, and flexible to accommodate the learning curve. Traveling to work in various and sometimes remote locations may make you a Digital Nomad, but how to make a successful career out of it is another story. Much like any other field, it requires prior knowledge to understand the core meaning of being a digital expert. So stick around as we delve into the digital world and the key platforms you’ll want to establish yourself on, all while working as a nomad!

YouTube

Top of the digital food chain when it comes to video-based content, a vital form of media in the modern world. Although reading content and gaining knowledge from articles and such is a key component, video content adds a whole new flair to the debate. It is easier to demonstrate a topic as a coach and it is much easier to understand with the help of visual aids on the user’s end. As we’re inclined to gain knowledge in the most efficient way possible, YouTube offers a host of content creators and trainers ready to break down topics for your understanding.

YouTube receives millions of views on a daily basis and gaining small traction with your content eventually leads to a mass following. The platform allows for the users to interact with the content by Liking, Commenting, Sharing, and even disliking (Something which other platforms lack). YouTube allows monetization for channels when they reach a certain subscriber count and watch-time, making it a perfect source of passive income.

Dishing out the right content for your audience may seem daunting, especially from a business standpoint. But it is important to understand the audience is built and studied, therefore presenting the key components of Digital Marketing will always attract the people willing to gain knowledge and enhance their skill set. Style of content is completely up to you and how you wish to present yourself, people may come for the learning aspect but may stay because of your training style.

If nothing else, watching a few videos on how to establish a new channel from YouTube itself may just do the trick! That’s the versatility it offers, we are all familiar with using Google to search our queries away yet YouTube tutorials allow for a more practical learning experience.

MailChimp 

Definitely a mode of media and content sharing that flows under the radar, but it is still so important that it makes the top of this list. Email communication remains one of the most direct ways for companies, brands, and professionals to communicate with their customers. There are no social platform restrictions (such as the word count on Twitter, the necessity of visuals on Instagram, and so on), so you can really experiment with your branding and hone it exactly to what works for you as a professional, or for the clients that you are representing.

Whether you’re running a retail brand or providing training or coaching services, having a planned newsletter not only gives your audience regular updates and reminders but also adds a layer of professionalism to your operations. Haphazard, untimely communication can sour the audience to your communications very quickly.

Newsletters involve sending members or subscribers news updates regarding the brand, events, and giveaways. They’re versatile and can be used to share a variety of different materials, for example, sending a link to new content on your website or an update to your services.

Newsletters in theory may seem daunting and a tedious process, however with the use of online tools such as MailChimp, it is actually a breeze! MailChimp is an automation platform as well as an email marketing service. Exactly the tool you should have under your belt! Using the platform is fairly simple as well, you can assign email recipients into groups and categories if you wish to supply niche content separately. 

Thanks to the latest applications available for creating and sending newsletters, you can even analyze insight into how your email marketing is performing. This insight provides a clear understanding of what type of content is clicked more often – including the frequency of clicks and views emails are yielding. 

Zoom

A relative unknown before 2020, Zoom blew up beyond their wildest imaginations at the start of the pandemic and resulting global quarantines last year. Zoom is a video conferencing software available on almost all major operating systems and capable of handling 100 users on one video call or even 1000 with the paid add-on. The benefits are plenty with the software and the user count is still growing as it is a free and simple to use service compared to the competitors who often had restrictions and limits – people being stuck inside their houses and working and socializing digitally through Zoom helped!

It’s not hyperbole to say that Zoom has in great part changed how we work remotely, with teaching, workshops, and training moving almost entirely to that platform. While large corporations and universities paid for the premium features to host large classrooms, Zoom’s free features are enough for you to establish video conferencing, meet clients online, or even conduct your services through the platform.

Zoom integrates smoothly with online calendars such as Google Calendar which is a great reminder of meetings and makes collaboration easy with the team. Please note that Zoom is my personal favorite but that doesn’t mean that we don’t have more options. If it doesn’t suit you, you can try Google Meet which is a tad bit less complicated than Zoom. Just remember to not pay hefty amounts on any video call subscription before checking a trial version first, especially when we’ve such amazing free options available.

Clubhouse 

Remote Working requires you to stay connected to the world and your social network, yet maintaining the connectivity can be a hassle more times than not. Clubhouse is a new platform on the conferencing and connectivity scene but its simplicity is what makes it stand out! With the emphasis put on having quality options rather than quantity, the audio-based platform provides blazing speeds compared to the market! By keeping their focus on audio-based communication, the value of words outweigh the visuals.

Clubhouse provides a platform to manage work without being bombarded with a host of customization and saturated features that go unnoticed. It’s a complete tool, packed with the essentials so a solid one-stop shop with great performance. It’s still in beta- version and invite-based only so I would suggest you get in now before they start charging for membership.

Clubhouse provides you access to team and classic company management, the integrated API option allows for a seamless connection when needed. The company iterates on its blazing-fast performance, which is a result of removing the bulky options and optimizing the necessities. The audio calling and conferencing takes place without lag which is a common theme with most platforms, and acts as the perfect tool for not only business discussion but workshops as well as creative sessions!

Users are able to join into the main workshop and later subside into smaller group conversations or teams to work seamlessly. You’re able to visit the participants’ profiles and learn more about them, which makes the smaller group division even more practical, this exclusive feeling is similar to that of a real Clubhouse which acts as the main appeal!

The platform is built with traveling and ease of access in mind with its easy-to-use features and fast loading speeds even on the go! Creating, joining, and hosting sessions are a few easy clicks away, and Clubhouse offers a secure server with only invited members given access to the audio chat! A key addition to any Nomad’s arsenal. You can join a room based on your interests and simply listen to amazing conversations happening around the globe. If you ever decide to talk on a topic of expertise (or anything random), make sure that you get co-hosts on board so that you don’t have to carry the entire session alone. Remember it’s a conversation-based tool so try to build an audience by providing meaningful audio content in the panel discussion sort of format. If any audience member wants to join, they get an option to raise their hand and you can let them in for questions or exercises.

As a Digital Nomad adapting to new platforms and their changes is key to staying relevant, so implementing these techniques with a combination of tactical strategies and straight-up hard work might just land you on that beach in the Bahamas – once the COVID-19 pandemic is finally contained.

Nabeha
Social Media Guru Nabeha Larif

About the Author

Nabeha Latif is a Digital Media Consultant since the last eight years all while being a prominent influencer! Her vast experience in the digital hemisphere has cemented her as the go to Digital Guru. A major in Digital Marketing, She pushed herself onto the scene with a host of varying micro and macro projects, she is also actively involved in providing business development services related with marketing. A few key names which have grown onto new heights with Nabeha’s expertise include the likes of UNICEF Pakistan, Cesvi, Ali baba Inc, Nescafe Basement, NBC, EuroVillage. 

Nabeha has worked with Global People Transitions and Angie Weinberger from the early days and is an estimated member of our team.