Hearst UK’s Post

Great story telling captivates attention and eye balls.

You've been told endlessly you need to master storytelling. But what does it mean in practice? Here's a fantastic example 👇 Steven Bartlett recently said: "Those who tell captivating, inspiring, emotional stories rule the world." And he's right. Stories are what make your business memorable and different. It's key to communicating - and generating - high value. It's why I prioritise storytelling when I work with business owners. But it can be hard to imagine how this works in a real-life business. The post below shows how you can can tell a great story and open up opportunities, even when your business is struggling. And no matter what you may think, we all have a unique story to tell. 📖 It's just a case of finding it, refining it and being brave enough to put it out there. Who else has done this well?

Meet the Editor behind Sunday Girl- Abigail Dennison💗 Sunday Girl is a biannual female fashion publication, established in 2015 as Abigail's university project. Now, it's a nationally recognised, paid-for publication with a loyal readership. Here’s what she has to say…👀 Inspiring female👇 My mum, a business owner for 40 years, always works hard for her business and family. She’s a ray of sunshine, always positive, and shows me how to be a better person. She taught me early on that women are never less than and showed me how she pursued her dreams and career while raising a family and caring for elderly parents. Biggest childhood dream, have you succeeded?👇 I wanted to be the editor of a magazine, and yes! Though I wanted to be a vet until age 8, watching The Devil Wears Prada changed everything. I was determined to work in fashion and publishing from then on. Career pathway?👇 I always knew my end goal but not the pathway. When I told my careers advisor I wanted to be a fashion magazine editor, she laughed, likely because such opportunities are rare in the North East. That made me work even harder to make it a reality. Barriers encountered as a female?👇 There have been many, including not being taken seriously. Some people think, "It’s just a phase, she’ll focus on a big girl job soon." A man once told me, “If you want to get anywhere in fashion, the key is to sleep your way to the top”... No, thank you!😱 Biggest failure and lesson learned?👇 I’m an Aries—it's all or nothing. I’m either fired up or overwhelmed. If I were more level, I might be further ahead. Luckily, my deputy editor Milly keeps me on track. Biggest success?👇 Despite my flaws, I have serious tenacity. Keeping Sunday Girl running for 10 years, through struggles and successes, is my biggest achievement. Reflective thoughts, perception vs reality as a Female Founder?👇 I get serious imposter syndrome. Even now, I sometimes don’t feel worthy of success and validation. I was recently asked to lecture in Edinburgh, and I thought, “Me? Are you sure?” Takeaway tip?👇 Believe in your dreams and always trust your gut✨ #FemaleFounders #StrongFemales #MagazineEditor #FemalesinFashion #NorthEast

I wonder if this is the reason I’ve had messages from so many female assistant producers/producers from across the industry asking for my advice about getting into camera work. Is it because they’re struggling to compete for the next level roles and believe gaining camera skills will help. I’d be interested to know how many female Shooting PD’s are out there? Also this comment was interesting: “There are fewer and fewer opportunities to gain experience because they want to see that [their films] are in a ‘safe pair of hands’. And they are perceived to be ‘safe’ only in the sense that they are familiar.” Same could be said for News camera crews with editors, correspondents and producers using the same small group of senior staff and freelance camera crews over and over again on the higher profile and creatively more rewarding stories. This can leave little or no opportunity for junior staff to gain the valuable storytelling experience that the industry needs for the future.

There’s only a week left until entries close for the 2024 Newspress Awards, the industry’s annual recognition of excellence in automotive journalism and PR. Those wishing to submit an entry or participate in the vote-only awards have until 11:59pm on April 30th before the deadline falls. Votes and submissions can be made via the Newspress Awards website. We would welcome more entries for Consumer Publication, Photographers and Commercial Vehicle Writers. The awards for Press Office of the Year and PR of the Year are often hotly-contested, so if you’re a Newspress-registered user, this is your chance to vote for your favourite PR especially the Rising PR Star and show your appreciation for the industry’s hard-working PR teams. Similarly, anyone wishing to put forward candidates for the Lifetime Achievement Award are welcome to do so. The winners will be announced in the first week of June. #NewspressAwards2024 #AutomotiveJournalism #PR #ProfessionalExcellence

Press pitches for lifestyle brands that are full of just text are… boring. I watched a journalist Q&A last year that stuck with me ↓ An editor from Country Living said “I don’t know why PRs ever stopped including images in their emails. They need to start doing it more.” I couldn’t agree more! It’s potentially a controversial opinion, but I can’t imagine it’s interesting for any journalist to open up an email to a wall of text - especially in the lifestyle, fashion and interiors spaces 🛍️👗🏠 If journalists are asking for it, and it helps our pitches stand out, then why not? #publicrelations #digitalpr #prtips

The only real thing anyone can do with regards to inclusivity and marketing, is to have inclusivity within the Room. All the rooms really. Every stumble and mishap and act of microaggression occurs due to a decision room filled with people who think and act the same way and expect that it will give them results that fit everybody. Even thinking outside the box won't help because that box exists within an environment specific to one's circumstances. The best bet is to recruit and truly incorporate diverse people with diverse experiences at all levels. For example, television has become more inclusive (to an extent). However, there is still a trend of casting primarily light skin actresses rather than dark skin ones. So even when the writer's room has writers of color (ones relevant to the story being told) the casting department is standing at the door with a paper bag. Or vice versa, the casting department has casted people that fully represent the culture but the writers' - or lets say the costumer's - only experience with it is an "exotic" spring break trip they never stop talking about. You see the issue?

New work for World Vision Canada created by Broken Heart Love Affair. Instead of taking the sombre approach to hunger that we’ve all become so used to in charity advertising, “Burp” adopts a playful tone to show that when kids get the food they need, they can be kids again. World Vision Canada has been making a palpable difference in its efforts to eradicate childhood hunger, feeding 2.8 million people every year. Due to its efforts, a growing number of kids now know the joy of letting loose a satisfied post-meal burp. Broken Heart Love Affair Title: Burp   Client: World Vision Canada President and CEO: Michael Messenger Vice President, Marketing: Martin Campbell Director, Brand, Creative and Campaigns: Jennifer Watton Agency: Broken Heart Love Affair Chief Strategy Officer: Jay Chaney Creative Directors: Mike Morelli & Marty Hoefkes Art Director: Mike Morelli Copywriter: Marty Hoefkes EVP, Managing Director: Tyler Robson VP, Client Success: Melissa Tobenstein Director, Client Success: Tiffany Stewart Account Executive: Sweetha Mahendran SVP, Executive Producer: Erica Metcalfe   Production Company: Holiday Films  Executive Producer: Josefina N. Director: TAO/S Director of Photography: Brandon Blight Production Service Company: The Big Picture Company Line Producer: Kirsten Bowman   Casting Company: Casting Me Casting Director: Tracey Lund   Editorial Company: Saints Editorial Executive Producers: Michelle Rich, Emily McKay Editor: Ross Birchall Assistant Editor: Phoebe Lorimer   Visual Effects: Darling VFX VFX Artist: Paul Binney Executive Producer: Morgan Campbell   Colour Company: Darling VFX Colourist: Kassi Bellamy Executive Producer: Morgan Campbell   Audio House: Grayson Music Creative Director: Mark Domitric Executive Producer: Kelly McCluskey   PR Agency: North Strategic Vice President: Joanna Leong   Media Agency: Starcom.  Account Director: Muz Hamza Associate Director: Peter Forde Account Director: Muz Hamza #advertising #adfilms #creative #creativity #memes #copywriting #ai #aiart #aianimation #advertisingagency #advertisingandmarketing #artdirection

Rozina Breen, a former senior BBC executive who runs the Bureau of Investigative Journalism, was put forward as a preferred candidate by Ofcom to take up 1/5 vacancies as a non-executive director at Channel 4. However, in an unusual move, the culture secretary, Lucy Frazer, who has the final say in appointments, rejected Breen without giving a reason. This announcement of Channel 4’s new additions to its non-executive board of directors is sadly one of many examples of companies whose boards are not reflective of wider society or the staff that they manage and decisions being made that ignore the performance prerogative inherent in changing that status quo. The need to increase representation isn’t simply a “nice-to-do”. We know from research that more diverse and inclusive senior teams lead to higher-performing, agile organisations with stronger innovation and more effective decision-making. When junior colleagues have more senior executives and non-executives they can relate to, it can further drive connection, motivation and productivity across the business. For companies like Channel 4, who have faced privatisation and financial challenges in navigating a wider downturn in the advertising market (even in the last few weeks announcing a heavy wave of job cuts), the pressure to perform has never been stronger. Whilst diversity targets like those established by Channel 4 offer a good starting point, workplaces must go further than diversity targets to ensure employees can thrive in their positions, regardless of their backgrounds. Retention, particularly for women and those from minority backgrounds, has long been an issue across the media industry, with many feeling unsupported once entering new roles. If you’d like to hear my starter-for-ten on how we can make a real change here, you can find my thoughts in the Find Your Giant Community - the link is in the comments.

When I transitioned from journalism to PR I had a few preconceived ideas…. Expected: More jargon Reality: Less jargon Expected: Better work-life balance Reality: More life-work integration Expected: Fewer deadlines Reality: Different deadlines Unexpected perk: Becoming fluent in LinkedIn emojis 🤔 💡📊🚀 #LinkedIn #Journalism #PublicRelations