Crisis Communications and Social Media

Alright, we are back to discuss another topic, which seems to have gotten a lot of recent activity, crisis communication. This week, we explore how you can implement emerging media into your crisis strategy, and how social media can redeem a bad situation. Crisis communications in the public relations world can have many different interpretations depending on the reference, but here’s the fundamental definition: attempting to control damage to a brand or company’s reputation by third party sources such as media outlets. It’s the reverse of traditional public relations, where you’re trying to attract the attention and approval of third parties, earning media through your good works, your brand, your insights. Crisis communications turns that on its head by dealing with negative earned media.

Now, we all know that every organization is vulnerable to crises, and the days of ignoring them are over. Nowadays, stakeholders will not be understanding or forgiving because they’ve watched what happened with so many others such as Domino’s Pizza’s most recent mishap, which we discussed this week in class. 

If a company doesn’t prepare for a crises, it will incur more damage. When I think about existing crisis management-related plans, what I often find is a failure to address the many communications issues related to crisis/disaster immediately. 

The Dominos crisis of 2009, where two employees posted vulgar videos to YouTube that featured them adulterating and defiling food products. In “Fight Viral with Viral,” authors Cory Young and Arthlene Flowers of Ithaca College highlight Dominos’ social strategy. One particular note was that the company had a social media strategy in place, but they hadn’t planned to implement it until a week after the crisis began! In the world of social media, a week is a lifetime. Waiting that long to respond to concerns and negativity of your fans could be detrimental to the recovery efforts of the organization. In a crisis communications situation, something has gone wrong and the brand is on fire. There’s the something the company  did or something they’re responsible for – the fuel. There’s the wave of public opinion – the heat, the energy. There’s the company’s speed of reaction to it – the catalyst. As with real fires, if you deny the fire any one of these sources, you break the chain reaction that causes fire and it burns itself out. 

Waiting too long to begin a strategy sends the message that the company either doesn’t  know about a problem, or that they are choosing to ignore it, or hoping that it will go away. While neither of these may be the case, it is important to remember that perception is everything. Your first tweet or post can be as simple as a quick rebuttal to acknowledge the issue and let the audience know that an official statement will soon be released. A simple message like this to followers demonstrates that the company realizes a potential crisis is emerging, and that they are working to gather all information possible before issuing a statement.

As a communications professional it is imperative to execute the established crisis plan. Once the company has a plan in place, add social media to the equation, and don’t forget to apply it because the life of the brand depends on it. Often, organizations leave their social plan for last, and do not make it a primary strategy. Organizations must remember that, while a traditional strategy for crisis communications is still crucial, your audience is on social media! Typically, a consumer may look to a company’s Facebook page or Twitter feed for news of a crisis before they go to a website to view a press release. Having the foresight to reach out to your social followers shows them that you actually know that a problem exists. In the above case study, it was noted that Domino’s was responding to tweets asking whether the company even knew about the videos, what they were doing about it, and why they hadn’t released an official statement.

Admitting that a crisis exists personify the company. Publics, for the most part, know that organizations have flaws, and are simply hoping that they recognize a problem and work to fix it. Being proactive in the company’s crisis strategy will put it on top of the situation, and will position it in the best possible light once the issue is resolved.

In conclusion, implementation of social strategies into your crisis plans is imperative. When a crisis emerges, position yourself ahead of the situation by acknowledging that a problem exists on your social platforms right away. This will give you time to investigate the situation and craft an official response, without ignoring your publics that show concern. Taking ownership of the plan shows leadership! When negativity does arise, remember that responding in a professional manner is always the best route. Do not ever delete or hide a post that voices concern or negativity, as this is only more detrimental. Do not wait to implement a social plan! Make it one of your first points of communication about the situation as it unfolds, and use it for its intended purpose of sending real-time updates to keep your audience informed. Using these strategies will assist your traditional efforts effectively, ensuring that you are remaining as transparent as possible.

I hope that you all enjoyed this post! As always, comment below and tell me what you think! Feel free to share on your social media platforms. Peace & blessings to you… Myra. 

The Evolution of Advertising: It’s All About The Click!

Alright millennials! I’m back again with another interesting topic that was discussed in my Leadership and Media Strategies course! I hope that this blog post gives you all great insight to the evolution of advertising and how it can effect your business and/or organization!

Conversion is the ultimate goal in advertising. Not just getting people to buy a product, but speeding them on their buying journey by convincing them to sign up for a mailing list, check-in at a restaurant, or go to a webinar. Don’t believe me? A large majority of all leads come through web based advertisements; making it one of the best tools for lead generation.

ADVERTISING: To describe or draw attention to (a product, service, or event) in a public medium in order to promote sales or attendance. According to Google’s Biz Chief: 50 Percent of Ads Will Go Online in the Next Five Years. This means that a vast majority of traditional advertisement mediums will convert to digital advertising; however, it is controversial whether or not digital advertising will happen at the cost of traditional media. 

With digital media, it’s all about the click…creating an urgency and tools for converting immediately.

If it’s not immediately obvious why digital media is more actionable than traditional media, just think about it for a minute.

Traditional media — print, broadcast (and cable), radio, public relations …

How are you supposed to respond when you see their message?

I mean, you’re driving down the road and see a billboard for a product or hear a radio commercial.

Do you stop your car to immediately call the number to order?

Do you whip out your smartphone to go online and order?

Of course you don’t. Even if the commercial message manages to cut through the clutter (other billboards, scenery, traffic, radio programming) and manages to reach your consciousness, you’re not about to interrupt your drive to order.

And, even though many people, especially millennials, watch TV with their laptop burning their legs because they’re too distracted to notice or their mobile device is in their hands, they’re using the 2 devices in parallel, not in tandem. 

Digital media, by its very nature, is actionable. See a product ad on Facebook, click to go directly to the page to buy the product. In fact, if advertisers don’t use digital media correctly, their quality score increases their digital advertising costs and buries the ad on the back pages in SERPs (ranking on search engine results).

Surprisingly, social media can be an action-less form of digital advertising, unless it is used the correct way. I have this argument with potential clients all of the time. Social media isn’t really advertising unless your ultimate goal is to drive traffic to your website, but that’s a discussion best saved for later…

Does digital advertising really work for brand advertisers? 

Yes! Ask Google, Facebook, or Twitter, of course, and they’ll reliably bust out research explaining that their ads work just fine, even if consumers don’t always click on them. An entire ecosystem of analytics companies, including big names like ComScore and Nielsen, has evolved to tell clients which online advertisements give them the biggest bang for their bucks. Online advertising can also be very friendly on the small-micro business budgets, and it is immediately measurable. 

Digital advertising can drive sales & return on investment (ROI)! Brands can experience a return for every dollar spent in online advertising that has been precisely delivered using purchase-based information. Digital advertising is also effective across the entire customer journey. With traditional media, brands were constrained in their ability to influence prospects across the entire journey and to do so in a granular, discrete manner. Not so with digital media. Digital advertising can drive the word-of-mouth scale through the roof! A majority of consumers believe recommendations from friends and family (“word of mouth”) over all forms of advertising, and there is little doubt that digital advertising turbo-charges this effective persuasion channel. It has also been proven that recommendations have more impact on a consumer’s purchase decision than both brand and price. 

To conclude, in the old days, consumers might have gone around humming jingles, thus sharing brands with others, but today, social and digital media generate the leads that drive advertising. 

What are you thoughts on how advertising has changed over time and the new direction that it is heading? How do you think it will effect you as a consumer and producer? Please share your thoughts in the corny section below and with all of your friends on your social media outlets! Thanks again guys, and I’ll be back next week with a new post! 

Peace & blessings to you all… | Myra.

Management vs. Leadership… There is a difference!

What’s up guys and gals?! It’s Myra, and I’m back with a new topic! Management versus leadership, which a lot of people think to be simultaneous. This week, one of our assigned readings was “Management Is (Still) Not Leadership,” which briefly contrasted a managerial role and a leadership role. Be sure to check it out if you get a chance! Now, lets dig into this topic…

Understanding the differences:

Leadership and management must go hand in hand. They are not the same thing. But they are necessarily linked, and complementary. Any effort to separate the two is likely to cause more problems than it solves. Basically, the main difference between leaders and managers is that leaders have people follow them while managers have people who work for them. The manager’s job is to plan, organize and coordinate. The leader’s job is to inspire and motivate. Perhaps there was a time when the calling of the manager and that of the leader could not be separated. But in the new economy, where value comes increasingly from the knowledge of people, everyone looks to their managers, not just to assign them a task, but to define for them a purpose. And managers must organize workers, not just to maximize efficiency, but to nurture skills, develop talent and inspire results.

Is a good manager automatically a good leader? 

A successful business owner needs to be both a strong leader and manager to get their team on board to follow them towards their vision of success. Leadership is about getting people to understand and believe in your vision and to work with you to achieve your goals while managing is more about administering and making sure the day-to-day things are happening as they should.

Characteristics of a strong leader:

• Honesty & Integrity: are crucial to get your people to believe you and buy in to the journey you are taking them on
• Vision: know where you are, where you want to go and enroll your team in charting a path for the future
• Inspiration: inspire your team to be all they can by making sure they understand their role in the bigger picture
• Ability to Challenge: do not be afraid to challenge the status quo, do things differently and have the courage to think outside the box
• Communication Skills: keep your team informed of the journey, where you are, where you are heading and share any roadblocks you may encounter along the way

Traits shared by strong managers:

• Being Able to Execute a Vision: take a strategic vision and break it down into a roadmap to be followed by the team
• Ability to Direct: day-to-day work efforts, review resources needed and anticipate needs along the way
• Process Management: establish work rules, processes, standards and operating procedures
• People Focused: look after your people, their needs, listen to them and involve them

In order for a manager to effectively engage their staff while encouraging and motivating them, one must enroll them in the vision and align their perceptions and behaviors. Get them excited about where the company is taking them while making sure they know what’s in it for them. With smaller organizations, the challenge lies in making sure one is both leading the team as well as managing day-to-day operations. Those who are able to do both, will create a competitive advantage.

Which is more important?

Any organization or business needs people who are good at both leadership and management if they are going to succeed. With good management and poor leadership they will be able to execute everything very well, but will be doing so without a consistent direction and overall strategy. With good leadership and poor management a company will have the goals and inspiration to succeed, but no one to execute the plan on how to get there.

Emphasis needs to be placed equally on both areas if an organization wants to thrive.

Can someone do both?

Good leaders and good managers are not often the same person, the few people who excel at both tend to be overwhelmingly successful in achieving their goals. Management and leadership skills are in some ways very opposite from one another, short vs. long-term, big picture vs. detail oriented, etc. It can be very difficult for one to split their time between the two and excel at both. Often organizations that succeed have a mix of individuals, some who excel at leadership and some who excel at management.

While it’s good for anyone to clearly understand which they excel at more, being aware of the other’s characteristics is important. Understanding the differences between leadership and management can ensure that one sees where he/she can improve and what else they should be thinking about, and not assuming to be simply excellent at both. Ultimately this can make anyone both a better leader and a better manager.

Are you both a leader and a manager; what would your staff /team say if you were to ask them?

I would love to hear your responses! Be sure to comment below and share this link with all of your social friends!

Until next week… Peace & blessings to you all, Myra.

Communication and Organizational Climate

Hey guys! This week we will be continuing from our previous post Want To Become A Better Leader? Listen Up! I hope that you all were able to apply some of the tips that I listed to becoming a better leader in the workplace. The assigned reading from this week will continue from Dr. John Kline, and it is an article entitled “Communication and Leadership.” Kline believes that the first step in improving communication is to provide a good working organizational culture. By realizing and acknowledging working climates, which Kline describes as one of the most compelling factors influencing communication, it allows the leader leisure in knowing how to deal with subordinates. There are three basic working climates which are labeled (1) dehumanized climate, (2) overhumanized climate, and (3) situational climate.

Dehumanizing climate is the worst climate to have with in a business because it makes the employees upset and unwilling to be present at work. Employees have little enthusiasm, will not do their best as a team player, and will not want to be at work. This can completely destroy morale in the workplace, which will most likely lead to its own down fall.

On the other end of the continuum, there is the overhumanized climate.  Here, organizational objectives are second to human relations.  Groups and teams are formed for participative decision-making whenever possible and self-directed motivation is encouraged. Conflict and tension are managed and prevented.  Management in this climate is likely to emphasize individual over organizational needs. While this all seems pleasant, the organization may suffer. The warm social atmosphere may actually be covering up unresolved interpersonal conflict and periodic decisions by management not made in groups may be unpopular.

Between the dehumanized and overhumanized climates you have the situational climate.  Here, organizational and individual needs are compatible.  Whether the situation calls for a crackdown to increase productivity or a structure to enhance staff development, either can be done.  In this climate, because staff feels respected, they may develop a greater sense of self-worth and respect for others.  This, in turn, may increase intrinsic motivation and a greater sense of responsibility.  As a result, personal and organizational objectives become similar.

As a corporate leader, you model the communication style that everyone in your organization will follow.  Therefore, open, effective communication throughout your organization depends on the working climate that you set.

Leaders in strategic communications can use feedback, listening and reducing communication misunderstanding to improve communications in their organizations. Below are ways to do so.

Verbal and Nonverbal Communication

Verbal communication is the most obvious form of communication. However, research has shown people pay much less attention to the words that are said and much more attention to the actions and nonverbal cues that accompany those words. Nonverbal cues include facial expressions, use of hand motions, body posture and eye movements. Leaders should strive to always match their nonverbal cues to their words; when they do so, they are more believable and trustworthy.

Adapting Styles

A good leader adapts his communication style depending on his audience. When speaking to employees, he may need to have a much more directive style than when he is delivering a presentation to the community or speaking to customers. Leaders should identify the audience and their characteristics and interests, then adjust their communication style based on what the audience needs and what will encourage them to react to meet the goals of the communication. Throughout the course of a day, the leader may have to switch between an authoritative style with employees and an inspiring style with stockholders.

Listening

As mentioned last week, an important aspect of communication is the ability to listen. Active listening should always be a goal, with the leader focusing on both the verbal and nonverbal language of the speaker. Active listening involves concentrating only on the speaker and ignoring outside interruptions, including the listener’s own wandering thoughts or possible responses. Active listeners also refrain from interrupting, give the speaker time to finish, show they are listening by doing things like nodding or smiling, and reflect or paraphrase back to verify their understanding.

Setting an Example

Leaders and business managers should realize employees will look to them as a model of how they should behave under certain circumstances. Employees tend to emulate how they see leaders acting and communicating. If employees see a leader using an active listening style and empathetic tone with customers, they are more likely to do the same. When leaders are open to the ideas of others and praise often, employees will tend to follow suit. When speaking, leaders should consider whether they would want their employees to speak in the same way to the same audience. If not, the leader should adjust his communication style.

Considerations

Effective communication skills do not come naturally for most people. Many people, including business leaders and managers, need to practice repeatedly in order to improve their skills. In addition to practicing, leaders should consider classes or training that will help them communicate effectively. With the tool known as 360-degree evaluation, every person in the organization is evaluated by one or more superiors, colleagues and employees. Leaders can participate in 360-degree evaluations both to serve as an example for employees and to identify whether their communication skills need improvement.

Want To Become A Better Leader? Listen Up!

Hey guys! Glad to be able to connect with you all again! This week in class we discussed the importance of listening. There are quite a few good books on listening, but I recommend John Kline’s Listening Effectively. This book was a part of our assigned reading for the week. In brief, you should listen with the goal of understanding the other person’s position. That approach is in contrast to the very natural and tempting tactic of listening to advance your own position. What if we used listening to advance the communicative relationship with our team and become a better leader simultaneously? If you think of listening as a cooperative activity instead of a competition, you can improve your relationships and get the information you need to make good decisions. This week, I decided to put together some tips on building our listening skills in hopes to become a better leader and listener. Before we dive in and apply all of the things listed below, be sure to understand the that the first step to listening effectively is to recognize certain fallacies and false notions affiliated with listening. From there, you as an effective listener can begin to understand the complex process of listening…

Six effective forms of listening that will help you become a better leader:

1.     Show That You Care

When you care about your team, they tend to work harder and aim to exceed all expectations.   We as employees want to be led by those who genuinely care about who we are and what we represent to the overall team and organization.  Don’t just view your team as tools and resources for your own success – but as people and valuable assets who bring unique capabilities and aptitudes not necessarily limited to their job functions.

Many leaders have told me that their employee relationships end at work.  Those relationships are short-lived.  Employees want leaders who care about their general well-being and who can be depended upon during times of professional and personal hardships.

2.     Engage Yourself

Beyond caring, engage yourself in matters important to your team.  When they share their opinions, ask questions and encourage them to elaborate and expand upon their perspectives. When you engage yourself more actively, hold yourself accountable and follow-up with your team, they will know that you are listening, paying attention and attempting to understand what matters most to them.

I once had a boss who told me that I had a unique way of expressing myself in meetings.  Instead of trying to mold me into being someone I wasn’t, he embraced my style and learned to use it to help stimulate team meetings. Many times he asked me to lead meetings when he was pulled away by the executive team.  He made me feel that he was listening because he valued and applied what he interpreted about my style into action. To this day, I am extremely grateful for having such a compassionate leader as a boss – as he gave me the extra incentive to be my authentic self.

3.     Be Empathetic

The workplace is fueled with the stress and pressure of each day. Because every employee manages stress and pressure differently, it is important that we are empathetic to how these distractors impact our performance.

Express your concern and show your team that you feel their frustrations.  If you are an old-school leader, don’t be afraid to express sentiment or feel that it will weaken your stature or authority as a leader.

Empathy is a powerful display of listening. I realize that many leaders avoid emotional interactions, but the best leaders know how to empathize and make themselves approachable to those who need attention. Remember, great leaders know how to balance the head and the heart.

4.     Don’t Judge Others

Leaders that judge others are not listening. Too many times leaders make harsh criticisms about those with a different style or approach.  Instead of judging someone, they could be learning from them (like my boss did early on in my career).

When leaders judge, they expose their immaturity and inability to embrace differences. These leaders may enjoy a long track record of success in one company, but often find it difficult to make the successful transition into a new company.

Leaders must not grow complacent.  The 21^st century leader must embrace new ideas and ideals.  They must be more active listeners, constantly learning and adapting to change.

5.     Be Expansively Mindful

Great leaders are extremely mindful of their surroundings.  They know how to actively listen beyond the obvious via both verbal and non-verbal communication. They acknowledge others via body language, facial expressions and nods. These types of leaders possess a tremendous degree of executive presence and are tuned in to the dynamics that are taking place around them, at all times.

Leaders that are mindful are not just hearing conversations; they are listening to them and engaging in the dialogue. They don’t fake it, they are taking note of what is being said and how people are saying it and are making continuous eye-contact and gestures.

As a leader, everyone is watching your every move and action. If you appear disconnected, you are perceived as disinterested and not listening. Never stop being expansively mindful.

6.     Don’t Interrupt

How many times has your leader rudely interrupted your train of thought? It’s fair to say this is a common occurrence. Compassionate leaders listen and don’t interrupt the flow of the dialogue. They embrace two-way communication and are aware that with every interruption comes disengagement. They earn respect from their peers by being a patient listener.

As stated in this week’s reading, Listen Effectively, most of us spend seven out of every ten minutes we are awake doing some kind of communication activity. Of these ten minutes:

• 10% is spent writing
• 15% is spent reading
• 30% is spent talking
• 45% is spent listening

With that being said…

• 85% of what we know we have learned through listening
• Humans generally listen at a 25% comprehension rate
• Less than 2% of all professionals have had formal education or learning to understand and improve listening skills and techniques

What are your thoughts on this? Please comment below and share to your social media accounts!!

– Peace & blessings to you all, Myra.

Oh, and Happy Resurrection Day!

Easy Does It! The Money Is in the Email…

Hey guys! It’s Myra checking in! For this week’s post I would like to do an app review. As we discussed last week, the asset-light generation is all about punching the easy button or simplifying things. Well Square Inc., a company best known for equipping small merchants with small swiping devices that allows them to accept debit/credit cards transactions through tablets that act as cash registers, has created a new service/app by using the Diffusion of Innovations (remember that term…?) called Square Cash. I had the pleasure of trying it out this weekend because it was recommended to me via Instagram by a lifestyle guru, or opinion leader that I follow! It was super easy and only took about 3 minutes to complete the process! Oh, and did I mention that you and the other party gets $5 for trying the service and inviting others to use the app?! Sweet incentive!

How does it work?

It is super easy! One can just email cash, free of charge, directly from their debit card to anyone else’s, regardless of what bank each party uses. There’s no login or password to remember and no special software or hardware required—you just use email or the party’s phone number which is linked to their Square Cash account. It works on both ends using any email service or program on any email-capable device, whether a computer, a smartphone or a tablet.

Square Cash permits you to send up to $2,500 a week in several transactions or all at once. It works only in the U.S., and with debit cards carrying either the Visa or MasterCard seal. It is only meant for person-to-person cash transfers.

There are other services that allow you to send money from one person to another digitally, but I believe that Square Cash is simpler and more private. For instance, PayPal places received money in a PayPal account and you must transfer it to your bank in a separate step.

I tested Square Cash, sending and receiving money, and it worked rapidly and flawlessly. I can recommend it for anyone who needs to pay a small debt, give a cash gift, split a bill, or send cash quickly and easily. So if you are feeling like you want to try the app and give away some free cash… here’s my cashtag $Myra! Thanks in advance! Lol!

Seriously, If you decide to give this app a try, use my cashtag $Myra so we can both receive $5!! Oh, and let me know what you think! I look forward hearing your feedback!

– From one millennial to another…. Peace and blessings to you. | Myra

The New Millennial …

Hello world! I’m Myra, the author and creator of this blog. As a 25 year-old thriving in this ever-changing world, I believe it’s important to trade common views on life. I am an Alabama native, but a D.C. resider… if that makes any sense. I am a graduate of the University of Alabama, ROLL TIDE, with a degree in Public Relations and Information Sciences. I chose this major unknowing of the many outlets and wave of new perceptions that it would create for me. Because I studied information sciences, I view things in a completely different way. I mean it seriously opened my mind to really think the world. Yes, THINK the world!

After the completion of my bachelor’s degree, I moved to Atlanta, Ga. to jump-start my career. While living in Atlanta, I worked as a Life Enrichment Coordinator at a luxury styled assistant living facility. I coordinated daily activities for the elderly and acted as a liaison for the company. I also created campaigns and surveys to generate more business for the company and to facilitate data focused on the satisfactory of families who were paying for services. It was an awesome experience. During this time, I started the Strategic Communications graduate program at Troy University, and relocated to Washington D.C. for an internship. I eventually got hired on permanently with the company as a Home Loan Officer, and I am looking forward to receiving a Master of Science in Strategic Communications because it will enhance my chance to progress within the company!

So yeah, enough about me! Let’s get into this blog! Thee Millennialist will focus on all things leadership, emerging media and strategic communications. After all, those are the foundations of all interactions right…? Right! I am very excited about this blog because it creates the opportunity to connect with other millennials around the world, and I look forward to discussing topics and situations that are prominent within our lives. I will be posting new content every Sunday, so be sure to check back and see what’s going on in this world of mine.

Now, for my first initial post, I’ll be discussing the diffusion of innovations theory and its impact on the asset-light generation. I honestly knew nothing about this topic until we had to read about it for class. I hope that it is just as enlightening to you all as it was for me! Let’s dig in!

What is The Diffusion of Innovation?

The Diffusion of Innovation theory helps businesses understand how a consumer adopts and engages with new products or technologies over time. Companies use this model when they launch a new product or service, adapting it or introducing an existing product into a new market.

The model below shows how the product can be adopted by five different categories/customer types and how businesses engage with multiple types of people:

The diffusion of innovations theory can relate to multiple sectors in the modernization of technology, the new and improved digital age and the transition from the millennial to the asset-light generation. In my Leadership and Media Strategies course, we were instructed to share our thoughts on “How can we use the Diffusion of Innovations theory to capture the attention of the asset-light generation?” I will be using this week’s blog post to provide some additional thought to this question.

Mary Meeker explains the asset-light generation as individuals that are embracing simplicity, and inevitable changes. This spin-off of the modern-day millennial derived from companies utilizing the diffusions of innovations theory to create new products and concepts that cater to a specific group of consumers. Why you ask… Because it’s much easier for people to get what they want, when they want it by buying access to a wide range of goods or services – such as all the movies on Hulu – rather than buying to own.

I want to oppose a question… During this movement of transitioning away from buying to own, what happens to the collections of physical content that the current and next generation are abandoning? This question leads to the second part of the class discussion. We talked about newspaper companies losing their market to other news companies who have gone digital. I suggested that newspaper companies create an app that will encourage its audience to embrace the new digital age because people just aren’t purchasing newspapers like they were years ago. The newspaper market, career opportunities within the field and revenue are vastly declining. Although there is nothing that could compare to the experience of turning the pages of a newspaper, the time has surpassed for them to create an app. It’s just easier!

I can closely relate to the diffusions of innovations theory because it is the primary reason that I identify myself as an asset-lighter. Being on-the-go and traveling often, I look for easier ways to do a lot of things, and if bundling is an option, I am all for it! This is why iBooks houses my entire library!

What are your views on the asset-lighter generation and the diffusions of innovations theory? I would love to hear your thoughts! Please feel free to share my postings to your social media outlets, and I will see you back next week on theemillennialist.wordpress.com.

Peace & blessings to you all…

– Myra