Career Responsibilities

Some of you guys are throwing around the job title "Producer" like it's synonymous with "could be anything, but definitely will be everything". Let me break down the different kinds of producers that work in the creative space so that you can update your job postings to catch the right candidates. I'm leaving TV production titles out of this btw otherwise this post will never end (plus it's not my area of expertise). Sound off in the comments if ya'll have something to say. ↳ Creative Producer - They help develop ideas, shape the creative vision, collaborate with writers, directors and editors, and ensure the final product maintains its intended artistic quality. They're generally involved in decisions about story, talent, and overall creative direction. Think of them as the bridge between the creative vision and its execution. ↳ Line Producer - These folks manage the day-to-day practical operations of production for photo and motion shoots. They create and oversee budgets, hire crew, coordinate schedules, handle logistics, and solve problems as they arise on set. They're essentially the project manager who makes sure everything runs on time and on budget. If there's a practical question about how to get something done, the line producer figures it out. ↳ Content Producer - This is a broader, more modern term used in digital media. They might create content themselves or oversee its creation for platforms like websites, social media, or streaming services. Their role can blend creative and practical elements—developing ideas, producing the actual content, and sometimes managing distribution and performance metrics. If you're looking for someone to shoot, edit, concept, and strategize, that's a Content Producer. Of course there are other roles like Head of Production, Post-Producer, or Executive Producer as well, but for the most part I've seen those job postings enjoying the correct distinction. I've seen these three roles smooshed into on uncomfy "Producer" too many times. Hiring managers would catch more flies with better titles, and it would save a lot of people the trouble of applying to jobs that aren't actually a fit. 🤍

In the last 9 years of training and facilitating professional groups, I’ve learnt that delivering a workshop is not just about sharing knowledge — it’s about orchestrating an experience for the participants which open up avenues for them to draw insights for themselves. Each moment calls for a different hat, and knowing which hat to wear and when is what transforms a session from good to great. I swiftly change my hats when in a workshop, these are some of the roles that I take up often- The Storyteller — When concepts feel abstract, stories bring them to life. A personal anecdote, a metaphor, or a well-timed parable can make ideas unforgettable. Stories ignite emotions, and emotions drive transformation. The Subject Matter Expert (SME) — There are moments when authority is essential. As the SME, I distill complex ideas into simple, relatable insights. Here, precision, clarity, and confidence reign supreme. The Energizer — Energy dips are inevitable, but as the energizer, I inject the room with enthusiasm. It might be an icebreaker, a playful activity, or simply a shift in tone. Momentum matters. The Actor (Theatre in Training) — Embodying a persona makes the experience visceral for participants, encouraging them to confront and solve real-world challenges. The Coach — Not every insight can be taught; some must be discovered. Here, I shift to a coach’s hat — listening deeply, asking probing questions, and letting participants arrive at their own 'aha' moments. This is where ownership of learning happens. The Mindfulness Guide — In moments of overwhelm or tension, I pause and guide participants to reconnect with presence and calm. Silence, breathing exercises, or reflection time are more powerful than many realize. The Detective — Every group is different. I watch for non-verbal cues, unspoken tensions, and subtle resistance. Identifying these dynamics early allows me to tailor the approach on the fly. The Facilitator of Dialogue — No trainer is the sage on the stage, it is essential to harness the group's wisdom. The Challenger — Growth doesn’t happen in comfort zones. As the challenger, I nudge participants to step beyond their limits, question assumptions and see new perspectives. The Motivator — At the end of the day, every participant needs to leave inspired. I remind them of their potential, highlight their wins, and leave them with a sense of possibility. Each of these roles is a hat I wear with intention, but to serve the participants' growth. Essence is not in wearing every hat at once; it’s about knowing which one to wear at the right time. #CorporateTraining #MasterFacilitator #Storytelling #LeadershipDevelopment #LearningAndDevelopment #Coaching #FacilitationSkills #HumanToHuman #facilitation #workshop #session #softskills #BehaviouralTraining #Training Women's Web LinkedIn for Learning

Conversations on Leading People: Invisible Work, Visible Impact About a year ago, I made a managerial misstep during the early stages of our return to the office (RTO). I was on a mission to rekindle my team’s sense of connection and remind us why we enjoyed working together. Plus, I was thrilled at the thought of reuniting with my team in person! However, a few days before a scheduled team gathering, and with my assistant unavailable, I suddenly remembered that I needed to coordinate the food and activities. Feeling the time pressure, I approached someone conveniently seated in my office, saying, "Hey, I totally forgot about it. Could you step in and organize this event?" With a subtle smile and a twinkle in her eye, she responded, "Daisy, you're always reminding us to balance the workload among the team. I'm swamped right now, and I'm pretty sure someone else with a lighter workload could take care of it." She was right! I sighed, thanked her, and mentally kicked myself for automatically turning to her just because she happened to be in front of me. To ensure fairness, trust, and credibility in the workplace, our actions must align with our stated values and principles. This memory came rushing back to me when I read S. Mitra Kalita's piece on TIME and Charter, "How to End the Unfairness of Invisible Work," where she delves into the harmful impact of unpaid, unacknowledged, and unregulated work, and how it disproportionately affects women and people of color. Here are some key takeaways: - Make it visible: Even though these tasks might not appear in a typical job description, responsibilities like providing emotional support, handling conflict, offering mentorship, and nurturing relationships are crucial elements of a healthy workplace and should be recognized. - Seek understanding: Begin with an emotional labor audit and follow it up by equitably redistributing the workload. - Reward the often-overlooked champions and networks shaping culture: Conduct pay equity gap audits, assess diversity across all levels, embrace salary transparency, and fairly compensate those who actively participate in committees and ERGs for their contributions. - Acknowledge the harm: Don't underestimate the impact of loneliness and job dissatisfaction. Imagine a workplace where we prevent burnout by unveiling the invisible labor that shapes culture and providing the autonomy to effectively manage the pressures of people-pleasing, workaholism, and relentless time constraints. We say "yes" when it aligns with our capacity, energy, and goals. Our "yeses" and contributions are recognized and rewarded. Moreover, we have the confidence and grace to respond as my team member did: "Thanks for thinking of me, but I'm currently deeply engaged in a critical project. Perhaps someone with a lighter workload could take this on?", without worrying about facing negative consequences. https://lnkd.in/eUqd6jiv

Ideas come cheap. Execution delivers real value. Let me tell you why ! Last week, my painting teacher gave us a simple challenge: "Paint a picture of any historic monument you have visited." Without hesitation, I chose The Taj Mahal - a symbol of opulence, ingenuity, and sheer beauty. I had seen it, marveled at its grandeur, and could vividly visualize every intricate detail. In my head, I had already created a masterpiece. But when my brush hit the canvas... disaster! The proportions were off, the colors smudged, and my vision crumbled into an unrecognizable mess. That day, I learned a hard truth: Ideas are worthless without execution. Now, let’s talk about the corporate world. Every meeting room, brainstorming session, or offsite is flooded with great ideas. ·      “Let’s disrupt the market with AI!” ·      “Let’s build the next billion-dollar product!” ·      “Let’s completely transform the way we work!” But how many of these actually make it to the finish line? Too often, managers push their teams to generate ideas but hesitate when it’s time to execute. 1.      "This will take too much effort." 2.      "Do we have the budget?" 3.      "What if it fails?" And just like that, brilliant ideas die in PowerPoint decks, strategy documents, and brainstorming notes. Here’s the uncomfortable truth: an average idea with excellent execution is worth more than a brilliant idea that never sees the light of day. Some ideas demand time, effort, and resources to deliver ROI. Some can be executed quickly with visible impact. And some, no matter how visionary, will never work because they aren’t executable. The real differentiator isn’t the idea - it’s the willingness to act on it. So, the next time your team brings you a groundbreaking idea, ask: "What will it take to make this happen?" instead of "Will this work?" Because #vision without execution is just a dream. And dreams don’t drive business results! #ExecutionMatters #IdeasVsExecution #Leadership #Innovation #MakeItHappen #HR #GrowthMindset

Steps to follow by a trainer to handle diverse audience 1. Know Your Audience Gather detailed information about your participants’ backgrounds, cultures, learning preferences, and expectations before the session. This can be done via pre-session surveys, questionnaires, or informal discussions. Understanding their needs helps tailor the content and delivery style appropriately. 2. Adapt Your Content and Methods Customize your training materials to be relevant and relatable to the diverse group. Use examples, case studies, and scenarios that reflect the participants’ varied experiences and cultural contexts. Incorporate multiple teaching methods such as lectures, interactive activities, group discussions, and multimedia to cater to different learning styles (visual, auditory, kinesthetic) Provide materials in various formats (written, visual, audio) to enhance accessibility and comprehension. 3. Set a Tone of Inclusivity Begin the session by establishing an environment of respect, openness, and mutual learning.Use icebreakers that encourage participants to share about their cultural or personal backgrounds, fostering a sense of belonging and appreciation for diversity. 4. Communicate Clearly and Inclusively Use simple, clear language and avoid idiomatic expressions that might confuse non-native speakers. Be mindful of your tone and word choices to avoid unconscious bias or alienation. Use body language, voice inflections, and visual aids to reinforce understanding and inclusion. 5. Build Concrete, Actionable Skills Focus on developing practical pro-diversity skills such as advocacy, inclusive language, allyship, and self-reflection on unconscious biases. Encourage participants to set personal diversity-related goals to foster commitment and behavioral change. 6. Engage Your Audience Actively Incorporate interactive elements like Q&A sessions, group exercises, and discussions that allow participants to share their perspectives and learn from each other. Listen actively and respond to participant feedback to show that their voices are valued. 7. Evaluate and Reflect Assess the effectiveness of your training through feedback and evaluations. Reflect on what worked well and what could be improved for future sessions to better meet the needs of diverse learners. By following these steps, trainers can create a learning environment that respects and leverages diversity, making the training more effective and impactful for all participants.

Execution > Ideas As a founder I’ve learned this the hard way Two years in I’ve faced every distraction you can imagine. The shiny new tools. The quick pivots. The tempting shortcuts that promise results without the grind Heres the truth - none of that works What does? The work. Day in, day out. Showing up doing the hard stuff and staying consistent Execution is: • Making the 100th call when the first 99 said “Not interested” • Writing that cold email when the inbox feels impossible • Staying focused when the world around you screams “Try this instead!” It’s not glamorous. It doesn’t feel groundbreaking in the moment. But over time consistency compounds 💪 I’ve chased the shiny things before. Got distracted. Pivoted too soon. And guess what? It cost me more time and energy than if I’d just stayed the course and executed So if you’re building something whether it’s a startup, a motion or a dream don’t let the distractions win. Ideas are everywhere. Execution is rare. And that’s what separates those who build from those who wish they had. What’s one thing you can double down on this week to move the needle? 👀

🎯 Is strategy without execution just wishful thinking? 🤔 Planning is everywhere. Execution is rare. And that’s exactly why successful leaders stand out. Here’s a staggering fact: Up to 90% of strategies fail due to poor implementation. 😲 Think about that—brilliant ideas, groundbreaking innovations, and ambitious visions… all wasted because they weren’t executed properly. The truth is, today’s generation knows how to plan, but not how to implement. And in a world where execution defines success, the demand for leaders who can turn strategy into reality has never been higher. For the past 25 years, I’ve dedicated my career to researching, writing, and teaching about the connection between project management and strategy implementation. As the author of the Harvard Business Review Project Management Handbook and former Chairman of the Project Management Institute, I’ve seen firsthand how mastering execution can transform careers and organizations. Now, the question is: Are you just a planner, or are you an implementation specialist? Let’s discuss! 👇 #StrategyExecution #ProjectManagement #Leadership #ImplementationMatters #FutureOfWork 🚀

As a creative who specializes in photography filmmaking, I usually receive emails and messages from creatives seeking advice. Over the years, I’ve written down and reminded myself of certain key points with each project. I thought it would be beneficial to share some of these ideas here on LinkedIn. 1. Debrief: After each project, taking the time to debrief is essential. Reflect on what you did to achieve the goals, identify the challenges faced, and consider how you and your team can learn from the experience. Evaluate whether your ideas were too ambitious or if the brand or client didn’t fully connect with your vision. Gathering all this information helps you refine your approach and apply these lessons to your next project, guaranteeing continuous growth and improvement. 2. Clear Communication: Establishing open and transparent communication from the start ensures that everyone is on the same page, from the production team to the client. This helps manage expectations and keeps the project moving smoothly. 3. Collaboration: Successful projects are built on collaboration. Engaging with your team, valuing their input, and working together towards a shared vision is key to creating something special. 4. Adaptability: Flexibility is crucial in creative work. Whether it’s adjusting to last-minute changes or finding creative solutions on the fly, being adaptable keeps the project on track. Remember to be Nimble! 5. Storytelling: At the core of every project is a story. Whether it’s a photo shoot or a film, the ability to tell a compelling story that resonates with the audience is what sets the work apart. Story is everything. 6. Attention to Detail: The little things matter. Paying close attention to every element—from lighting and composition to styling and post-production—elevates the final outcome. It's all in the details. 7. Client Relationships: Building and maintaining strong relationships with clients is just as important as the creative work itself. Understanding their needs, keeping them involved, and delivering on promises fosters trust and long-term partnerships. Remember no client is the same. 8. Passion and Purpose: Bringing your passion and sense of purpose to every project keeps the work authentic and impactful. It’s not just about the final product, but the process and the message behind it. This is your personal stamp and DNA don't forget it. 9. Professionalism: From meeting deadlines to maintaining a positive attitude, professionalism sets the tone for the entire project and ensures a smooth experience for everyone involved.

Post 1: Internal Audit Interview Insights 1. Can you explain the purpose of internal audits? Answer: The primary purpose of internal audits is to provide independent assurance that an organization’s risk management, governance, and internal control processes are operating effectively. Internal audits help in identifying inefficiencies, verifying compliance with laws and regulations, and ensuring the accuracy of financial reporting. 2. How do you assess risk during an audit? Answer: Assessing risk involves identifying potential areas of concern that could impact the organization’s objectives. This includes reviewing past audit reports, interviewing key personnel, analyzing financial statements, and understanding the business environment. Risk assessment helps prioritize audit activities and allocate resources effectively. 3. What steps do you take to ensure compliance with regulations? Answer: Ensuring compliance involves staying updated with relevant laws and regulations, conducting regular reviews and assessments, training employees on compliance requirements, and implementing robust internal control systems. During an audit, I would verify adherence to policies and procedures, review documentation, and conduct tests to ensure compliance. 4. How do you handle conflicts or disagreements with auditees? Answer: Handling conflicts requires strong communication skills and professionalism. I listen to the auditee’s concerns, provide evidence to support my findings, and explain the importance of the audit recommendations. If necessary, I seek a compromise that addresses the risks while considering the auditee’s perspective. Maintaining a collaborative approach helps in resolving conflicts effectively. 5. What are key components of an effective internal control system? Answer: Key components include a clear organizational structure, segregation of duties, proper authorization and approval processes, adequate documentation, regular reconciliation, physical controls over assets, and regular monitoring and review. These components help prevent errors and fraud, ensuring the accuracy and reliability of financial information. 6. Can you explain the concept of a risk-based audit approach? Answer: A risk-based audit approach prioritizes audit activities based on the level of risk associated with different areas of the organization. This approach involves identifying and assessing risks, focusing on areas with the highest potential impact, and allocating resources accordingly. It ensures that audit efforts are directed towards the most critical areas, enhancing the effectiveness and efficiency of the audit process.

Internal Audit Checklist 1. Planning and Preparation ✅ Define audit objectives and scope ✅ Identify applicable policies, procedures, and regulations ✅ Gather previous audit reports and risk assessments ✅ Notify relevant stakeholders about the audit 2. Governance and Compliance ✅ Review corporate governance policies and structures ✅ Verify compliance with applicable laws and regulations ✅ Ensure adherence to company policies and procedures ✅ Assess the effectiveness of internal controls 3. Financial Controls ✅ Review financial statements for accuracy and completeness ✅ Ensure proper authorization of transactions ✅ Verify segregation of duties in financial processes ✅ Check for compliance with accounting standards 4. Operational Efficiency ✅ Evaluate key business processes for efficiency ✅ Assess resource utilization and cost-effectiveness ✅ Identify bottlenecks and areas for improvement ✅ Review quality control measures 5. Risk Management ✅ Identify key risks faced by the organization ✅ Assess the effectiveness of risk mitigation strategies ✅ Verify the existence of a risk management framework ✅ Ensure timely reporting and resolution of identified risks 6. Information Technology (IT) and Security ✅ Assess IT security policies and procedures ✅ Review access controls and data protection measures ✅ Verify cybersecurity protocols and response plans ✅ Check for compliance with IT governance frameworks 7. Human Resources and Payroll ✅ Verify employee records and contracts ✅ Ensure compliance with labor laws and employment policies ✅ Assess payroll processing for accuracy and fraud risks ✅ Review employee training and development programs 8. Procurement and Vendor Management ✅ Ensure vendor selection follows approved procedures ✅ Verify contract compliance and performance monitoring ✅ Assess procurement processes for fraud risks ✅ Check inventory management and supply chain controls 9. Ethical and Fraud Controls ✅ Assess whistleblower policies and reporting mechanisms ✅ Review past fraud incidents and preventive measures ✅ Check compliance with the organization’s code of conduct ✅ Identify potential conflicts of interest 10. Management Team Review ✅ Evaluate leadership effectiveness and decision-making processes ✅ Review management’s response to past audit findings ✅ Assess strategic planning and goal-setting effectiveness ✅ Ensure accountability for business performance and risk management ✅ Verify communication and transparency within the organization ✅ Evaluate management’s support for ethical practices and corporate culture 11. Audit Reporting and Follow-up ✅ Document audit findings and observations ✅ Rate the severity of identified issues ✅ Provide recommendations for corrective actions ✅ Establish a follow-up process to ensure implementation ✅ Conduct post-audit review with management and key stakeholders