Tara Horstmeyer

Happy Words

I believe you were made to lead, not exhaustively create LinkedIn content.

ABOUT HAPPY WORDS ⬇️
Hi! I'm Tara. 

After a 20+ year career as an award-winning editor, writer + leader, my career evolved to building Happy Words: A writing, consulting + training team that supports executives around the country.

As The OG LinkedIn Ghostwriter, I've trained and influenced many of the best in the best in the business. I’ve also been featured in Business Insider, Vox and Morning Brew as a LinkedIn Ghostwriting industry expert and have spoken at events + workshops while appearing on dozens of podcasts.

This truly sets me apart as I can both appreciate + serve busy executives who desire to impact others through their LinkedIn presence.

Executives—like you.

WE GET IT—BECAUSE WE GET *YOU* ⬇️

We know firsthand the weight of leadership duties and professional ambition leaders carry daily.

In fact, my unique background in people leadership + professional writing has firmly cemented me and my Happy Words team's reputation as the obvious choice for world-class executives and their teams.

You can't afford to leave your professional reputation or company’s brand to chance with just any Ghostwriter or service.

You genuinely need trusted social strategists AND experienced media experts to guide you.

Experts—like us!

Bottom line:

You were made to lead, not exhaustively create a LinkedIn presence.

We're here to help you expand your influence, grow your presence and stand out as the authoritative thought leader you ARE.

LET'S CHAT. HERE TO SERVE YOU ⬇️
You could be (and, let's face it, *should be*) the talk of LinkedIn.

Serving individuals, founders, execs, teams + companies:

1. CONTENT: LinkedIn Post Strategy + Ghostwriting
2. WORKSHOPS: LinkedIn Mastery Workshop + Workbook

Founder

Gravy

Worked with the Channel Partnerships team to scale Gravy’s client relationships program by helping establish new relationships while optimizing existing one-to-many channel partnerships.

Director of Partner Success

Tested and proved Gravy’s inbound and outbound strategies through non-conventional SDR methods, including pioneering voice and video, resulting in new clients + MRR.

Built scalable Sales Development program from scratch, including proving prospecting methodology, testing messaging, strategies and approaches, resulting in new clients, referral partners and a new stream of predictable revenue.

Helped implement SalesLoft in Q1 2020, including writing and testing all cadences, snippets and more. 

Ultimately recruited, hired, trained, onboarded and led new SDRs to build out our SDR team, helping 3 out of 5 break previous quota records within their first 60 days of onboarding.

SDR / SDR Growth Manager

Provided Gravy's overall content direction by producing and repurposing original content, including client communications, lead magnets, blogs and webinar + email marketing campaigns. 

Built and launched "The Outsider" newsletter, which is quickly becoming a pillar piece of communication for clients and subscribers.

Awarded Gravy’s highest honor in August 2019: Gravy MVP.

Content Manager

Assisted the sales manager and project managed all sales-related activities, including prospecting, discovery, referrals, maintaining CRM updates, email campaigns and led sales enablement activities.

Inside Sales Specialist

RevGenius

www.revgenius.com/mag

- Laid foundational framework that helped establish scaleable systems and processes.
- Assessed all inbound authors before approving to submit for RevGenius Magazine. 
- Assigned deadlines and brainstorms article topics while maintaining pipeline of content and authors so magazine has articles well in advance of publish date. 
- Recruited new authors for RevGenius Magazine as needed, and strategized additional ways to expand magazine’s engagement and reach through promotion, video use, etc.

Founding Managing Editor: RevGenius Mag

North Point Community Church

Recruited, trained, developed and led more than 225 volunteers as a director in the United States' second-largest student ministry setting.

Directed leaders and coaches through regular one-on-ones, relationship building, pastoring and helping to navigate any situation that would affect the small group. Developed leaders through trainings, weekly communication and meetings run one-on-one and in large groups.

Supported ministry as a whole through assisting with events, camps, trainings, leader meetings, written communication and resourcing volunteer leaders to help students pursue and discover a faith of their own.

Developed, curated and wrote the Transit small group leadership training manual used across campuses and at partner churches across the globe.

Groups Director

Naylor Association Solutions (Naylor, LLC)

Worked with association clients to plan, vision cast and produce all materials for print, online and event publications, including monthly magazines, newsletters, directories and additional resources as needed. 

Liaison between clients and sales to produce content and annual editorial calendar both favorable for members and to promote advertising revenue. 

Collaborated with clients to create broad-scale vision for publications as well as fine-tune the details needed to execute established vision. 

Produced original editorial content, served as copy editor, chose appropriate art, wrote design worksheets and detailed plans to ensure production and design team maintained integrity and clients’ expectations in their print, online and trade show presences. 

Managed all relationships via consistent email and phone communication. 

Developed, encouraged and enforced tight deadline schedules for clients and production throughout the planning and publication process. 

Worked closely with production, design and shipping to ensure clients’ expectation of excellence in both overall experience and product results was exceeded.

Maintained a workload of approximately 50 projects per year.

Awarded 2008 Editor of the Year, a highly coveted award spanning the U.S. and Canadian staff.

Editor

The Gainesville Sun

Reviewed articles for grammar, punctuation, flow, AP style and accuracy.

Wrote headlines and subheads. Produced breakout boxes as needed.

Selected appropriate stories and art to fill selected internal sections, capture readers’ interest and encourage advertising support.

Copy Editor

Sun Sentinel Media Group

Reviewed articles for grammar, punctuation, flow, AP style and accuracy. 

Wrote headlines, subhead and summary decks. 

Collaborated with reporters to clear up any ambiguities.

Copy Desk Summer Intern

Simplifying LinkedIn | Individual + team training you need to succeed on LinkedIn | Executive Ghostwriting | Content Coaching | Hands-on Workshops

"One person posts, and I now know them. Multiple people post, and I now know their company..." - MJ Peters. (Powerful, huh?)

Execs: I believe you were made to lead—NOT exhaustively create LinkedIn content.

Yet:
> Figuring out how to engage + leverage the power of LinkedIn.
> Finding a TRUSTED Executive LinkedIn Thought Leadership team that understand business.
> One that also offers content strategy, company LinkedIn training and high-level, strategic writing execution...

...can feel like another full-time job.

I'm here to remove this burden.

HI! I'M TARA ⬇️

The Original LinkedIn Ghostwriter + Founder of Happy Words. 

My 20+ year career as an award-winning editor, writer + leader gives me a unique understanding of not only what it takes to leverage content in a digital world...

But also what it takes to work with impactful leaders—in the REAL world.

After scaling to 30K+ followers + driving well more than 6-figures of revenue solely from my LinkedIn as THE Original AND highly sought-after LinkedIn Ghostwriter...

My career evolved to building Happy Words: A writing, consulting + training team that supports executives like you.

I’ve since been featured in Business Insider, Vox and Morning Brew as a LinkedIn Ghostwriting industry expert and have spoken at events + workshops while appearing on dozens of podcasts.

This truly sets me apart as I can both appreciate + serve busy executives who desire to impact others through their LinkedIn presence.

Executives—like you.

Bottom line:

You were made to lead, not exhaustively create a LinkedIn presence.

I'm here to help you expand your influence, grow your presence and stand out as the authoritative thought leader you ARE.

LET'S CHAT. HERE TO SERVE YOU ⬇️
Serving individuals, founders, execs, teams + companies:

1. CONTENT: LinkedIn Post Strategy + Ghostwriting
2. WORKSHOPS: LinkedIn Mastery Workshop + Workbook

---

So, that's a little bit about who I am, what I built (for years) and how I've served countless leaders (like you!) on LinkedIn.

I am ALWAYS up for a chat in the DMs. So...

Drop me a note.
Say hi.

DMs always open.
Cheering for you!

- T

Executive LinkedIn + Leadership Trainer

I help executives, companies and teams build their LinkedIn reputation at scale.

------

Leading is a full-time job.
Exhaustively figuring out LinkedIn shouldn't be.

No matter if you are looking to build your executive personal brand on LinkedIn, bring visibility and opportunity to you, your company or team or create an employee advocacy program, I can help you achieve it all.

You were created to lead — not spend your time writing for LinkedIn.

Let’s work together to bring YOU, your business, your team and your company to those who need it the most.

🔥 Expand your influence. Grow your reputation. Ignite your opportunities.🔥

3 WAYS I CAN HELP YOU ⬇️

1. LinkedIn GHOSTWRITING:
Writing WITH you + AS you is what I'm known for.
DM or email for information, packages and availability.

2. LinkedIn 1:1 + Corporate TRAINING:
From corporate workshops to 1:1 consulting + employee coaching, I've worked with the best to leverage LinkedIn.

Shoot me a DM to design your session now.

3. LinkedIn Brand CONSULTING + COACHING:
Whether you are looking for an all-encompassing LinkedIn strategy that works or need a professional editor's eyes on your (or your team’s) posts, I'm your guide to help you along the way. 

Shoot me a DM to discuss a Coaching or Consulting plan or visit me here:

tara@happywordssell.com
www.happywordssell.com

Dan Goodman Employment Advisory

I am pleased to announce the launch of the Dan Goodman Employment Advisory (DGEA), a dedicated employee advocacy practice guiding individuals through the intricacies of the working world. Our goal is to empower employees to confront the often unjust, and, at times, illegal actions of employers. It’s time to resist becoming a passive victim and walking away with lasting scars. 

Take a stand - feel like a warrior, not a victim. Regardless of the outcome, you can put this challenging experience behind you and move forward. The important part is to fight back. You owe it to yourself, your family, and your mental health.  Avoid the burden of regret that can linger for years, if not decades, for enduring mistreatment.

Clients consistently attest that the invaluable lessons gained through our process surpass the material gains such as increased severance or recovered commission.  The transformational shift in perspective towards oneself, the employer, and the world is profound.  No longer blindly trusting, clients become proactive in anticipating and averting negative outcomes. 

For far too long, employers have exploited, stolen from, bullied, and intimated their workforce. With high powered attorneys crafting one-sided contracts and experienced HR professional actions acting in the employer’s best interests, employees are left defenseless.  DGEA is here to level the playing field, providing support needed for employees to stand up for themselves. 

No longer should individuals face these challenges alone, susceptible to manipulation and exploitation. I step into the role of advocate, standing alongside employees in their pursuit of justice and fairness in the workplace. Together, we dismantle the culture of silence, empowering individuals to assert their rights.

Founder and CEO

TruCommish

A unique DTC SaaS solution for salespeople to verify the accuracy of their compensation, provide means for remuneration and analytics to enable data driven decision making to maximize earnings.  The first of its kind, sales compensation verification service designed specifically for salespeople.

Acuity Link (acquired by Central Logic)

SaaS-based solution to enable health care institutions to improve patient discharge workflow.  
- Provided strategic direction, pivoting goto market strategy, value proposition & business model.  
- Executed high value partnerships and technology agreements.
- Identified new market opportunities, championed initiatives to drive incremental revenue streams.
- Hired, trained and managed sales team and lead generation activities and marketing initiatives.
- Created all corporate content including web site, pitch decks, collateral, press releases, email campaigns, sales training, analytics reporting and analysis.
- Developed operational business model used to raise funding and strategic planning initiatives.

Executive Vice President Business Development and Strategy

Compensation Consulting

Provided sales compensation verification services for top performing sales people in the value-added reseller markets.  Assisted clients in recouping tens of thousands of dollars in earned but unpaid commissions and bonuses.

Principal

Mazu Networks (acquired by Riverbed Technology)

Network infrastructure software company that helps organizations manage, secure, and optimize availability and performance of global applications.
- Conducted business development, strategic planning and marketing programs. 
- Assisted in developing corporate, sales and partnership strategies, including developing value 
  proposition, customer ROI model, solution selling and flexible packaging and pricing programs.  
- Completed industry assessment and market sizing of the network security and availability market.  
- Developed customer evaluation program including negotiating contracts and setting eval. criteria.  
- Negotiated framework for strategic alliance with Ericsson on network security for wireless networks.
- Developed customer/market feedback program to assist in prioritizing development projects.

Director of Business Development

Nortel Networks

Multinational telecommunications and data networking equipment manufacturer.
- Identified and managed partner alliances in support of Content Networking Portfolio Group 
- Negotiated and executed on OEM and technology development agreements with Volero
- Worked with senior management to develop portfolio strategy and to identify technology gaps.   
- Project team leader for industry assessment of content management solutions.  
- Worked with Corporate Development and Venture Capitalists in evaluating potential investments.

Senior Manager, Partner Alliances , Carrier and Service Provider Division

Product management liaison to service provider and distribution channel.  OEM Relationship Mgr.  
- Business Development prime for 3rd party security relationships fncluding firewall (Check Point), PKI (Entrust, Verisign, RSA), Compression (HiFN), VPN/IPSec (IRE), and NAT (Wind River).  
- Manage all aspects of 3rd party OEM relationships, including contract negotiations, technology licensing, marketing and support programs, pricing and packaging, and product development.  
- Worked with channel partners to drive business development programs and increase revenues.
- Worked with sales force to develop business cases in support of sales driven development. 
- Renegotiated licensing agreements resulting in annual savings of over $2.1 million.

Business Development Manager, Router Product Management Group 

Provided strategy consultation to Executives and Router Product Management organization.  
- Developed forecasts, market segmentation, and projected market shares.  Presented analysis to Product Group’s strategic planning task force that was used to prioritize development programs. 
- Consulted with product managers in developing business cases for new product development.
- Prepared analysis of competitor’s strategic positions across organizational, financial, marketing, and technological dimensions. Presented recommendations to Executive Management.  
- Provided business, market and technical analysis in evaluating potential acquisitions .

Senior Strategic Planning Manager, Products Bussiness  Group

Progress

Business Development Manager - 	Identified potential acquisition and alliance candidates.  
- Member of team negotiating technology exchange and licensing agreements.  
- Created financing model used to evaluate the feasibility of potential acquisitions
- Worked with strategic relations managers to expand relationships with partners.
- Gathered competitive information and created segmented market share analysis.
- Developed operating model used to create PSC’s long-term strategic plan.

Business Development Manager

Developed systems to improve financial and operational reporting and analysis.  
- Managed team responsible for consolidation, analysis and presentation of operational data.
- Conducted product analysis used to prioritize porting schedules and product retirement policies.
- Researched and analyzed various market segments and drafted business plans.
- Developed systems to analyze and measure the impact of pricing changes on product revenue. 
- Gathered competitor pricing information and made recommendations to existing pricing policies.

Manager, Marketing Financial Analysis

Hale and Dorr LLP

Largest full service law firm in New England - Manager, Marketing Research and Analysis
- Conducted business development, strategic planning and marketing programs. 
- Led initiatives that resulted in more than $2.2 million in new business.  Consulted with attorneys to devise marketing strategies in developing presentations and in drafting proposals.
- Prepared and presented to management analysis on the firm’s client base and financial statements.
- Managed market research and analysis efforts including survey design, market share analysis and customer satisfaction studies.
- Created the New England IPO Report, a market analysis of the initial public offerings market.

Manager Marketing Research and Analysis

Chief Commission Officer 💰 I help salespeople find commission errors 🔥

Dan Goodman has been a fierce and passionate advocate for employees for nearly three decades. What started out as a hobby helping friends and family verify commission pay and identify and recover pay errors, soon became a mission that led to the founding of TruCommish. A commission audit service for salespeople. 

Recently, to help a wider audience of employees beyond salespeople and pay errors, Dan founded, Dan Goodman Employment Advisory. Dan's passion is to encourage and empower employees to stand up against wrongdoing. To not have years or decades of regret for being mistreated and doing nothing about it. 

For generations employers have relied on lack of information or misinformation provided to employees to coerce, mislead, and take advantage of them. Whether it is wrongly using PIPs to terminate employees, the farce of unlimited PTO, the false deadlines to respond to a severance, the façade of compensation plans being legal binding documents that the employer can change at any time without your agreement. The list goes on and Dan is here to shed light on these wrongful practices, educate employees on their rights and help to ensure the best possible outcome when these harmful situations arise. 

Dan assists employees across 8 practice areas: employment agreements, restrictive clause, severance offers, PIPs, stock/equity grants, compensation plans, commission/pay disputes, and general coaching, guidance, and advice. If you need help in any of these areas, book some time on Dan’s calendar for a paid call and he can help you sort through it all. 

Finally, Dan brings his passion for numbers and analysis along with his passion for uplifting the often-downtrodden salesperson at the moment they feel most isolated. Dan naturally has an analytically driven financial mind. He holds a BBA Cum Laude in Finance and an MBA Magna Cum Laude in Entrepreneurial studies from Babson College

Dan’s mission is to provide truth and transparency around the employer/employee relations. Shedding a light on many of the morally and often legally questionable practices by employers.

Dan Goodman

Don’t get drunk at your company holiday party.

Nothing good can come of it, only bad. You could wake up the next morning and find out you don’t have a job anymore.

Or you are suspended without pay based on claims of inappropriate behavior and not remember anything from the evening. 

Just because it is a company holiday party does not mean you should let your hair down all the way. You don’t know who is watching.

If you want to let loose, make a brief appearance at the party and go out with your friends. Use the LIFO accounting method. Last one in, first one out. 

It would seem obvious not to get drunk at a work event, but oh the stories I've heard. From 20 somethings to 50 year old c-suite executives. 

The company holiday party is not the place to get blasted even if it is an open bar or leadership is pushing drinks. 

You are still responsible for yourself and your behavior. Excuses don't fly.

Do you feel pressured to go the company holiday party? 

Would you rather not go at all?

Would you rather have a holiday bonus instead?

🥊Employee Advocate 🔄 Counter to Human Resources 🦸 Severance Whisperer 🤫 Founder/CEO 🔥 Entrepreneur🏌‍♂️ 🏖. I consult on all employment related matters including Job Offers, PIPs, Comp Plans, Equity Grants and more.

26-year-old Founding AE, terminated after 7 months with no severance. 

This after being recruited from a job he held for just 9 months to come here. Now he has two short stays on his resume, both caused by this employer, who took no accountability. 

I had a call with a young AE named Ian, who had a $75k base salary and a pipeline of deals. 

Instead of engaging in our full-blown contingency model, I provided him with a couple of one-off consultations. 

His employer was backed by one of the most well-known VC firms in the country. 

He was being terminated to avoid paying him on his deals that had not closed yet and discarded with no severance as an employee at will. 

We had a call and I dictated him a letter that he used to turn it into a $30k offer. When he shared this my mind was blown despite having heard similar results many times. It just does not get old and still thrills me to hear it. 

Despite being so young, Ian is a smart guy and not afraid to speak up and leverage his situation, including escalating to the VC firm if needed. 

The employer clearly wanted none of that and gave him almost 5 months’ severance after only 7 months of employment and being offered nothing initially. 

Ian’s ROI on his initial consultation with me was 16116%. 

I need to raise my rates.

'Tis the season for terminations. 

PIP’d before Thanksgiving. Terminated before Christmas. 

I mean man, these employers can’t wait till the first week of January? Can’t they let these longtime and dedicated employees enjoy the holidays with their family. 

Not to have to carry the anger of what is often an unfair and blindsided termination through the holiday season. The stress of being unemployed not knowing where and when your next paycheck is coming from. 

It can really leave someone reeling and I’ve seen it firsthand many dozens of times over the last few weeks. 

These decisions impact so much more than the bottom line, yet leadership can somehow block it all out and go and enjoy their holidays vacationing in the Greek Islands with their family. 

The spike in people reaching out for help in the last two months has been shocking. The stories of why they are reaching out even more so. 

Does humanity and decency play any role in the timing of firing decisions anymore? It does not have to be so cold and heartless. 

Why can’t “leaders” put themselves in the shoes of the others they are impacting and make decisions with a little compassion and empathy and not based solely on the all mighty dollar. The impact can have a rippling effect. 

Especially with people who have done so much for you. Made so many sacrifices over the many years they have worked for you, and in many cases whose direct efforts made you wealthy. 

There needs to be accountability in the workplace. At will employment needs to end and employers need to be held accountable for their employees. Not to be able to legally discard them like trash whenever they see fit.

IT professional on mental health leave due to toxic work environment. 

Expected to return from 3 month leave in just a week. Does not want to/can’t return to work. The environment he suffered in caused significant harm. So much so that his therapist strongly recommended not returning.

I consulted with a wonderful man named Eric. He worked for his organization for more than 3 years. Everything went great the first 2 years until, what usually is the case, a new leader came in and did not like Eric. Eric was highly thought of and respected in the organization and his VP viewed him as a threat. 

His VP began a 6-month campaign to misrepresent Eric and his work throughout the organization. After filing many complaints with HR and getting nowhere, the abuse continued until finally Eric could not take it anymore and went on medical leave. 

While on leave, the employer communicated that Eric’s position was not secured, as he was demoted and stripped of most of his responsibilities. A direct violation of the FMLA protections he was entitled to. 

Eric was recommended to me by several people. He reached out and he quickly became a client. Eric worked with me and my team to put together a compelling and empowering document. 

We were quite pleased to see an initial offer valued at more than $50k, which included severance and vesting of all unvested equity valued at more than $15/share above the strike price.

After 3 rounds of negotiations, it was clear the employer did not want Eric back as much as he did not want to come back. Despite not being terminated or offered any severance, Eric was able to negotiate a fair separation and settled for a $70k total severance package. 

Although I was confident there was a bit more to be had, Eric was fully satisfied and could not be happier. He is excited to put this behind him and move onward and upward.

Real leaders boost-up their employees. They don't tear them down. They make them better. 

Micromanaging and nitpicking are not leadership. It's the actions of small-minded, insecure people masquerading around as leaders. It shows a lack of trust and confidence. 

Sadly, there are too many meddling, micromanaging middle managers who think it is their job to ridicule rather than being supportive and uplifting. Often, they do not know what else to do because they lack leadership and vision. 

Too many people are in a position of authority that they should never be. This is one of the biggest contributors to employee unhappiness and retention issues. 

Poor managers need to be monitored and evaluated as thoroughly as they nitpick their employees. Not be allowed to rule with very little oversight that so often is the case.

We all want balance in our lives.

Spending 5 of 7 days of your life chained to a desk during sunlight hours is not balanced. That's almost 72% of your life between 9am and 5pm, never mind commuting time.

Many jobs don't matter where or even when you do them. Society is demanding more work balance. Employers need to step up and provide it,, not go back on their word or commitments.

Yet we see the opposite happening. Non-sensical demands to return to the office for no reason other than control, ego and lack of trust.

Employees being hired into fully remote jobs to now lose those jobs because the employer says never mind.

Short sighted employers will be left behind and have difficulty attracting and retaining top talent.

While those that provide the flexibility will be more desirable and be a place employees want to work.

There is more to life than work. Work hard, play hard. Have both.

Enjoy life. It is short and precious.

It’s critical to have a safety net. A rainy day fund. 

Otherwise you are exposed and vulnerable to the whims of your employer. 

As an employee at will which almost everyone is, employers can blindside you with an undeserved termination and all of a sudden you have no income to live on. 

Without the safety net, when your employer lets you go, you have little choice but to accept the severance that is offered. You often can't afford to negotiate it or ride out the negotiations because you need the money now. 

As a result, you give the employer leverage that they don't have otherwise. It is in your employer's best interest to minimize separation costs and by dragging out the negotiations can often have the desired outcome, especially when the employee can't afford to do so. 

Anticipate negative outcomes and be prepared if they do happen and pleasantly surprised if they don't. Take proactive action to eliminate or minimize their impact.

A safety net gives you confidence and options. Be disciplined and start building one today.

Just curious, is it inappropriate to be putting your makeup on when you are having a paid consultation with me? 🤔 

Yes, it happened once and it was a bit distracting and uncomfortable, but I persevered through it. 🤣 

About 3/4 of the way through the call they asked if I was OK with it. I mean at that point what's the point. It was pretty amusing and certainly out of the ordinary. 

I always try to meet my clients where they are but...really. 

I was not sure if there were some new societal norms that I was behind on the times with. 🤷‍♂️

The Scarlett Letter P.

That’s what PIPs are in many organizations. A PIP is a label that you will never get over. Your chance to rise in the organization has ended. It will be on your employment record with this employer forever. 

If you work for a law firm, in finance or investment banking, or a large services firm hoping to make partner track, it just went out the door with the PIP. You've just been removed from the fast track and passed over by others fighting for the spot. 

One abusive manager who does not like you or feels threatened by you can put an end to your climb up the corporate letter in a matter of moments.

If you have a mark on your employment history at the firm, you will be passed over every time for someone who doesn’t. You will get less important or strategic assignments. You will no longer feel a part of the inner circle. 

Whether it is fair or deserved or not. Sadly, it is just the way things are and don't expect or count on Human Resources to save you. That HR Business Partner is working in cahoots with your manager. 

PIP should be a clear message that it is a Paid Interview Period. Especially if you feel it is underserved or you are being targeted. 

They are often used as a weapon to manage you out of the business to reduce or eliminate separation costs.

Tis the season for company holiday parties. 

Do you love them, can do without them, or hate them?

Do you go to them? Is it out of obligation or do you look forward to partying with your co-workers while someone in HR or leadership watches closely and takes notes. 

Would you rather have a $1000 bonus to spend on holiday gifts or a night of partying with the people you are forced to spend every day with. 

Do you feel guilty of the hypocrisy of partying with your co-workers while former co-workers were recently laid off due to cost cutting initiatives?

Are these parties really for you or to feed the ego of leadership for you to admire and appreciate them for bestowing such a festive event on their underlings. 

Enjoy the holiday season with your friends and family, they won't stab you in the back and you can let your hair down and be yourself without having to worry about anything.

That's who I want to spend my time with. How about you?

Company holiday parties? Love them, hate them, could do without them?

The author can see how you vote. Learn more

How to make writing content easy. 

Make it part of your regular routine. Block off time each week and stick to it.

Trying to do it on the fly when you have a busy schedule leads to stress and frustration. It also leads to writing and posting crappy content. 

It also makes you dread doing it and makes it feel like an obligation or chore. Who wants to do chores all the time?

During the week as content ideas come to me, I dictate the topics into a note application on my phone and email it to myself once a week. 

I block off 6 hours every Saturday morning from 4am to 10am and author and schedule roughly 20-25 posts. There are no distractions. There is very little I would be doing otherwise, and I still have the rest of my weekend. 

It is the only time that I spend all week writing, scheduling or posting content so it frees up a lot of time during the week for client work. 

I also block off time every weekday morning between 4am and 6am to engage in my content, respond to all comments, go back 2 weeks to engage in new comments on older posts, and respond to all DMs and finally emails. 

I’ve even started engaging in comments that people leave on comments I leave on other people’s posts. After all commenting is the new posting.

When you break the bigger time-consuming actions into silos it makes it a lot more manageable and frankly enjoyable. 

It also takes the pressure off and does not allow it to impact or take time away from your actual job. 

With these changes, I actually look forward to writing content each week.

taplio

The Battle

Tara Horstmeyer

Dan Goodman

Followers

Posts

Engagements

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taplio

The Battle

Tara Horstmeyer

Dan Goodman

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Dan Goodman's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreDan Goodman's LinkedIn Performance