Assignment No.

Q.1

How a leader can set common goals? Do you think that Crafting of Goal
impact on leadership discuss in detail?

ANS:

Examples of these leadership objectives will also include strategies for improving your
emotional and mental health at work.
1. Increase your capacity for change
Given the ongoing change in the corporate environment, great leaders must always be ready for
anything. Although it might be challenging to put adaptation into practice, learning to go with
the flow (and develop with it) is a crucial business skill. This will keep your staff motivated and
assured in the midst of change while keeping your focus on your long-term professional
objectives. Great leaders should constantly have backup plans, set up support structures
throughout the workplace, and avoid being too committed to a certain approach in order to be
more adaptive. Maintaining your composure in the face of upheaval requires awareness,
optimism, and innovation. Example of a SMART goal: Enroll in one mindfulness course each
quarter to develop your flexibility, empathy, and composure.
2. Develop Your Ears
The best listeners make the best leaders, but listening doesn't always mean just paying attention
to what others are saying.
On an average business day, 45% of the time is spent listening, but most people only understand
25% of what they hear.
Active listening is a skill that great leaders cultivate. This involves making a conscious effort to
understand and process what is being said.
Knowing what's going on around the office, which team members possess particular skills, and
any personal conflicts that might have an impact on business will be made easier thanks to this.
Schedule meetings with at least one of your direct reports each week to practice active listening,
as an example of a SMART goal.
3. Focus on Building Relationships

The most effective leaders frequently have close bonds with the people in their teams. You may
learn about the personal strengths and limitations of your team members by developing
connections with them.
Strong relationships between a manager and an employee may promote inclusivity, trust, and
pleasure at work. Make an effort to interact with your employees and make them feel appreciated
rather than being the boss who works alone in their office all day.
SMART goal illustration Plan one staff trip, gathering, or team lunch each month to emphasise
camaraderie and relationship development.
4. Have a wider perspective
Each team member will provide a unique perspective, point of view, and concept to the
company. Strong relationships with their team are characteristic of the finest leaders. Even if
some ideas can appear out of the ordinary, giving your team's opinions some attention might
really help your company expand and prosper. Open your mind to new ideas for managing your
company, communicating with your staff, and achieving your objectives.
SMART goal illustration On an anonymous poll asking your workers if they feel respected and
heard at work, shoot for a "yes" response rate of 75%.

5. Recognize and Accept Criticism

The ability of great leaders to accept constructive criticism makes them even better at their jobs.
According to a LinkedIn research, 92% of respondents believe that constructive criticism helps
to boost performance. When a leader receives positive criticism, They may enhance their
workplace's daily operations specifically from their team, enhancing morale and productivity.
Example of a SMART goal: Raise by 20% the proportion of staff members who offer positive
feedback, demonstrating that they feel at ease doing so.

6. Develop Your Confidence

A little amount of self-assurance might motivate your team to support you while assisting you in
making wise judgments. Confident leaders are more likely to be followed by teams. If you find it
difficult to behave or feel confident, don't worry; you may work on developing confidence by
repeating affirmations to yourself, establishing a list of your best management traits, and
engaging in mindfulness exercises. Make a list of five of your strengths or professional triumphs
each week in a personal diary or electronic document.

In order to connect followers with activities that improve their performance, transformational
leaders are required to urge their followers to take more ownership of their work. In this study,
we propose that followers' work-crafting behavior—proactive behaviour aimed at maximizing
job demands and job resources—is positively correlated with transformative leadership.
Furthermore, we contend that this link is positively moderated by followers' promotion emphasis
(i.e., being motivated by demands for growth and development). 107 workers from Norwegian
knowledge-based enterprises provided information (response rate: 93.2%). Five daily diary
surveys and a generic questionnaire received responses from participants on a total of 535 times.
Our hypothesis received some partial support from the findings of multilevel studies. The day-
level job crafting of followers, as measured by the expansion of structural and social resources,
was strongly correlated with followers' perceptions of their leader's transformative behaviour.
Moreover, followers who performed well (as opposed to poorly) on the attribute promotion
emphasis benefited most from daily transformational leadership for job crafting. Conclusion:
Promotion-focused workers make it easier for transformational leaders to inspire their followers
to utilize job crafting.

10 significant leadership objectives

1. Improve as a mentor.
Your team will look to you as a leader for mentoring, counsel, and direction. When creating your
goals, prioritize effective mentoring to support your team's development in both their positions
and as people. To do this, have a meeting with each team member to go through their
professional aspirations. Then, brainstorm strategies for achieving these objectives with them.
After your conversation, provide them with ongoing comments and counsel to assist them. By
giving them new chances and taking the time to listen to them, you may demonstrate your
concern for their personal development.

2. Create more solid relationships

Make it a point to develop closer relationships with everyone you work with. Learn to work and
play well with others in all circumstances. You could have greater support during trying times if
you develop more interpersonal relationships at work. Facilitating team-building exercises is
another way to help your employees get to know one another. It's possible that everyone will feel
happier, more productive, and more driven at work as they come to know one another better.

3. Master the art of attentive listening

A good leader can both direct their team and hear what they have to say. You could learn by
listening to your team that they have suggestions you hadn't considered. Put active listening first;
people value it when their opinions are heard. Give everyone an opportunity to speak, indicate
that you are paying attention through nonverbal signs, and recognize what they have said when
they are done.

4. Make more informed choices

At work, decision-making by leaders is a constant process. Find a method for making judgments
that will enable you to do it more quickly and wisely. In this manner, you may meet more
deadlines and your staff can start working on projects sooner. Consider your choices from a
variety of angles before deciding. Before making a choice, you could even want to talk to your
team to obtain their opinion. You may make better judgments by considering all possible
outcomes and using the facts at your disposal.

5. Exude more assurance

More assured leaders typically garner greater respect from their subordinates. The source of
confidence is self-awareness. Think about the qualities that make you a great leader and your
strongest suit. Be sure to demonstrate these leadership qualities at work. Consider the abilities
you may improve further as well. You'll feel more prepared and secure in your position as you
get better at them.

6. Exercise improved time management

Team leaders should strive to manage their time well because they sometimes have several tasks
underway at once. It's crucial to fulfil deadlines and utilize your time as efficiently as possible.
Additionally, as a leader, your group will imitate many of your actions. If you consistently
complete your task on time, your staff will probably try to do the same. Set a good example for
your team by adhering to deadlines, being on time, and managing priorities.
7. Look for more effective procedures
Consider fresh approaches to help your team do more work with less time and effort. Develop
more effective systems and procedures together. Discover the strengths of each team member
and assign assignments accordingly.

8. Be more change-tolerant
It's possible that the organizations where you work may change during the course of your
leadership career. It's critical that you can swiftly adapt to changes and support your team in
doing the same. Make it your mission to overcome the obstacles presented by change. You may
aid your team in feeling more safe and at ease at work during a transitional period by playing to
your strengths and abilities as a leader.

9. Pay more attention to discipline

Develop greater self-control when making judgments at work. Make decisions that are more in
line with what is best for the business and your team than what is best for yourself. Choose what
is right rather than what is most advantageous after weighing all of the potential outcomes. Your
integrity as a leader is demonstrated by your ability to make impartial decisions.

10. Take on obligations

You never know how a choice you make will turn out. It's crucial in these circumstances to
accept the results and draw lessons from them. Make it a priority to accept your leadership duties
and develop answers for unforeseen workplace issues.
Q.2

Describe how empathy skills makes great leader? Also discuss today technical
skills important for skilled leaders.

ANS:

Additionally, empathy fosters a stronger presence in your leadership position. Empathy may help
you be more attentive and teach you how to be patient because juggling obligations can be
challenging and distracting. People will feel secure speaking to you if you can show empathy.
What essential leadership qualities set a great leader apart from a competent manager? Skills like
delegation, motivational abilities, and communication are probably the first that spring to mind.
However, the capacity to show empathy is a characteristic of a genuinely good leader that is
frequently disregarded and undervalued.
What therefore makes empathy a crucial component of outstanding leadership?
"Leadership is really and ultimately about people. It entails motivating people to go above and
beyond what they are capable of, leading. Understanding Empathy It's crucial to first
comprehend what empathy entails. Simply said, empathy is the capacity to comprehend the
needs of others. An understanding of other people's sentiments is necessary for empathy. It
suggests that in the context of leadership, you must take into account the emotional effect of
someone's job rather than only measurable performance measures, such as KPIs.
Great leaders distinguish themselves by demonstrating empathy, which calls on you to react in a
way that is considerate of others' needs. In other words, effective leaders respect the needs of
others in addition to knowing them.
Manifesting Compassion
Empathetic leaders have three characteristics that come naturally. These are the fundamental
traits of an empathic leader, despite the fact that empathy can be hard to achieve.
1. Excellent Listener
Not to be confused with talkative, a good listener is attentive. When someone is speaking, a good
listener will offer their full attention. A good listener makes eye contact and removes any
distractions(like email or phone calls)to allow that person to speak uninterrupted.
2. Without judgement
The capacity to listen without passing judgement is the second trait of an empathic leader.
Being empathetic is not about concurring or disagreeing.
It just comes down to understanding.
3. Emotional quotient
Emotional intelligence involves removing oneself from one's emotions in order to view things
for what they truly are, and nonjudgmental listening is hearing without bias.
Being emotionally intelligent is crucial since it enables you to develop deep understanding of
other people's circumstances. It implies that you have the capacity to answer genuinely. How
Important Empathy Is
Empathy is an essential skill for highly great leaders for a number of reasons:

Trust
The ability to show empathy builds trust among your employees. An honest and empowering
connection with your coworkers is built on trust. In turn, this will boost teamwork and output,
but most significantly, your team will feel secure in the knowledge that their needs are being
met.

Presence
Additionally, empathy fosters a stronger presence in your leadership position. Empathy may help
you be more attentive and teach you how to be patient because juggling obligations can be
challenging and distracting.

Some of the soft skills required for development management and leadership professionals are
listed below:

1) Cooperation
Much of the work done in the social sector needs cooperation between individuals from various
backgrounds, specializations, teams, and even domains, unlike the corporate world where
workers may occasionally operate in silos. It goes without saying that teamwork skills are
essential for those working for NGOs and other social purpose organizations (SPOs). Teamwork
is a talent that frequently has to be learned and practiced, despite how straightforward the
concept can appear on the surface. Effective cooperation requires communication, active
listening, and the capacity to comprehend the perspectives of others, all of which are crucial soft
skills. Research has revealed that there are several enabling variables that both employers and
workers may take into account when thinking about cooperation, even if there isn't a single
blueprint that can be followed to guarantee effective teamwork.

2) Interaction
In every aspect of life, communication is crucial. It is crucial to communicate with all parties
involved in the social sector in a way that is simple to grasp. Ineffective communication may and
will cause initiatives to stagnate, go incomplete, or never get off the ground. Making sure you are
understood as well as the individuals you are speaking to is necessary for effective
communication. At least in part, this entails having the capacity to understand and connect with
the person you are speaking to. Here, active listening is crucial. Active listening fundamentally
involves listening to understand rather than hearing to react. This is something that anyone can
learn if they put in the time and effort, much like many other soft talents.

3) Critical Thinking
Given the nature of the social sector, it is challenging for anyone to focus solely on one topic at a
time. Numerous difficulties that the sector addresses are connected and frequently reinforce one
another. For instance, providing lunch might be necessary if schools are trying to raise
attendance rates. Critical Thinking is necessary to comprehend how these problems are
interconnected and to come up with solutions. The capacity to consider a topic from several
angles while using the information, proof, and accounts at hand to come up with a solution that
addresses various parts of the problem is known as critical thinking. Critical thinking can help
development workers in the social sector be able to evaluate a situation objectively before
drawing hasty judgments. Working for an NGO or in the development sector requires it.
4) Networking with partners and stakeholders
Although networking may appear to be a byproduct of communication, it is still significant in
and of itself. There are a lot of factors at play here. The first is that it creates opportunities for the
sharing of information. In the social sector, many individuals work on related issues in remote
locations. People can exchange ideas with one another and even come to mutually beneficial
conclusions via networking and being receptive to forming these relationships. On the other side,
networking with stakeholders enables development professionals to have a more comprehensive
understanding of any issues they may be working on. When viewing the same problems,
stakeholders frequently have different perspectives and understandings of solutions. The
development expert will come up with a more comprehensive solution if they take into account
all these factors before they begin working on the issue. Networking with stakeholders may also
assist guarantee the required stakeholders' engagement, resulting in a solid project execution.

5) Perform Under Stress

Working in the social sector typically entails handling delicate situations. It may also refer to
juggling many tasks at once. While on the one hand this presents individuals with fantastic
possibilities to pick up new abilities and advance in their careers, People may experience stress
or work under pressure as a result of it. One benefit of working for a SPO is that it frequently
provides a workplace and community that helps reduce much of the stress brought on by job
demands. There are several strategies that may be used to improve performance under pressure.

6) The capacity to both learn and unlearn

The most crucial soft skill for NGOs may be this one. It is simple enough to comprehend the
value of education. Learning new things might help development professionals reorient
themselves to the current circumstance and make better use of any new talents they may have
acquired along the road.
Q.3

In your opinion, what factors effect leadership? Discuss factors which effect
successful change management in detail.

ANS:

Six Dominant Leadership Styles

It's crucial to comprehend the distinct styles before a leader can comprehend the affects that
different factors have on their leadership style. A coercive style is one in which "my way or the
highway" is the only option. Although flexible, an authoritative style makes it apparent who is in
charge. According to Southeastern University, the affiliative style aims for the workplace to
seem like a community where everyone, even the leader, feels involved.
Democratic leadership involves the leader regularly seeking out the opinions of the team on
objectives, procedures, and potential problems.
The mentoring technique is used by the coaching style, which continually encourages
subordinates to attempt new things. The pacesetter sets the bar high, frequently arriving early and
leaving late while producing the most. Personality of the Leader's Influence All facets of
personality are internal elements that affect management methods. A competitive individual will
often strive to set the pace for the team by producing high levels of productivity. A leader who
believes that by paying salary, he is doing his part and who expects staff to perform well or leave
tends to err more on the side of coercive leadership. To decide when to change the style, it is
crucial to evaluate the prevalent leadership philosophies. It is crucial to evaluate yourself in your
contacts with your business in order to identify the variables that will affect the decision of
leadership styles and behaviours in workplace settings.
The Mentoring of the Leader's Influence
The mentor's mentoring technique may have influenced the leader's leadership. A manager may
approach his staff in the same way if he or she was mentored as they rose through the ranks of
the organisation, attended meetings with them, and looked through calls and appointments for
areas for improvement. The manager could view this as the secret to success as it was a crucial to
his ascent to leadership if they were raised in a more democratic atmosphere where management
sought the thoughts of the team.
Employee Personalities and Leadership Style Responses
Different people react differently to different leadership philosophies.
A leader who is forceful or even sets the pace may overwhelm someone who is shy. This
individual can continuously worry that his career is at danger or believe that he will never be as
excellent as the pacesetter. To better understand how managers and employees interact, business
leaders have begun using personality tests. Managers can then comprehend topics like how to
encourage a competitive worker to achieve his best levels of accomplishment in peer
comparisons.
Task Types Requiring Various Leadership Styles
According to Forbes, some tasks call for a particular kind of leadership. When a manager is in
charge of an employee's insubordination hearing, he should not adopt a democratic leadership
style. Depending on how serious the violation was, he might need to utilize coercion. While
democratic or affiliative methods may be effective for brainstorming and creative projects, they
may prevent the leader from defining a clear vision and course for the business. An authoritative
attitude would be advantageous in this circumstance. Managers should take a close look at
routine daily duties to identify which management styles are most effective in certain
circumstances. They should also build strategies and procedures that may be used to change
prevailing leadership traits.

The essence of a competitive market is that businesses evolve. No matter the sector in which a
company works, it will eventually need to make some kind of shift in order to establish itself as
the market leader. Many, if not all of us, have had to deal with change management in the
workplace to some degree during the past two years as a result of the epidemic. A firm must
carefully manage any significant changes to the way it operates or distributes its goods and
services. Here are just a few of the important suggestions that the professionals would give if you
were trying to guide your firm through a change process. There are many various strategies to
handle change in the workplace.
Plan:
A firm must have a clear, logical rationale and objective for the change process before
implementing any changes. Make that each project, regardless of its scope or impact, is feasible,
quantifiable, and attainable. If there is no significant benefit for the organization or its
stakeholders, there is no point in creating a challenging situation. Beginning with the end in
mind, make plans in accordance with your overall objectives, and make sure that every employee
can clearly see the direction an organization is taking during a change process. Employees are
more likely to accept and embrace change when there is a clear direction. The key to altering
anything in a firm, no matter how big or little, is to explain the change and all of its ramifications
to the major internal stakeholders, the personnel in the first place, as well as external
stakeholders like shareholders and customers.
There isn't a perfect or reliable technique to convey change in a professional context. But there
are some guidelines to keep in mind, such as:
 Keep things straightforward; stay away from buzzwords and jargon. Make it obvious to
employees and stakeholders what will change in their regular interactions with the
company.
 Be forthcoming and on time; if announcements are delayed, there is a greater chance of
false rumours or leaks. Ensure that all employees have access to accurate and trustworthy
information.
 The phrase "you can't communicate too much" is frequently heard in business, but it's
crucial to make sure that whatever is said to workers is meaningful and interesting to the
audience. Insignificant information will only serve to irritate the stakeholders and
employees of an organization.
 Maintain open lines of communication by giving all parties involved a variety of outlets
via which they can express their questions, concerns, or suggestions. Make the executive
team accessible and available.
Here some factors

Integrate:
If your company's change programme can be modified, make your ideas available to your
stakeholder group for input. The individuals that work with a certain product, interact with
consumers, or offer services are considered the employees of an organization, depending on the
circumstances. They are more likely to have useful knowledge and comments to contribute to a
proposed change since they have firsthand experience. The best course of action is to make sure
that employees and stakeholders don't feel excluded from the change process if the change in an
organization is due to a merger, acquisition, or other event that is similarly out of a manager's
control.

Motivate:
Lack of motivation is one of the main problems with change management procedures. When a
company is through significant change, how can you keep the workers motivated? Unfortunately,
not all changes in hard economic times are positive. For example, downsizing and mergers can
demoralize employees in some organizations. Make sure your company finds a method to relate
to its employees and to inspire them to keep working and supporting the company.

Be assured:
Staff members frequently commit the sin of going back to old habits throughout both successful
and unsuccessful change processes. A change process must be executed throughout the whole
organization, therefore have faith in the adjustments being made and demonstrate your
confidence by removing any possibilities for personnel to resume their previous routines.
If your organization is updating a procedure, make sure the updated procedure is strictly adhered
to. Make sure there is little access to the old computer system if your company is adopting a new
one. Create a system that can detect any instances of outdated attitudes if your organization is
altering attitudes throughout the whole organization.

Manage the Burden:

In many organizations, change can result in an increase in workload, particularly if there are
changes to technology or business practice. Being aware of the fact that your workers may be
less productive than they were previously since they are most likely developing new habits once
more is important for managers in transition situations. Making ensuring that individuals are
supported is important since change can take a while to implement. As staff learn, expect delays
and shortcomings.

Evaluate:
In order to effectively manage a change, a manager or executive must constantly assess the
organization, its progress through the change programme, and the wider organization's responses
to that change programme. Measure KPIs, get staff input, and make any necessary alterations to
the original plans. Wherever possible, changes should be flexible to preserve the company, its
employees, and its reputation. The process of review may take place in a variety of ways and at a
variety of phases; pick the tools that are most suitable for your company and scenario. Have you
ever encountered a scenario requiring significant company changes? These are just a few of the
major difficulties that organizations deal with throughout change management procedures. How
did you tackle it, or how would you as a leader approach it? Simone Ball initially authored this
post for the Australian Institute of Business, and she amended it in January 2021. All views
expressed are those of the author and do not necessarily represent those of AIB. This paper was
prepared using material from Harvard Business Review, Sources of Insight, Inc., and Change
Management.
Q.4

What is the difference between teleconferencing and video conferencing.

Discuss Technological resources in detail.

ANS:
Teleconferencing and online video conferencing are very distinct from one another on a number
of levels. Even though both are eventually utilized for online business meetings, these
distinctions provide one of them a competitive advantage over the other, even though both have
advantages.

Teleconference vs. videoconference differences

The development of new technology has contributed significantly to the industry's continued
rapid growth. Regarding teleconferencing and videoconferencing, you can be perplexed. In the
next two sections, we'll outline the key distinctions between teleconference and video
conferencing.

Part 1: Teleconferencing and videoconferencing definitions

Teleconferencing
A teleconference is a phone conference performed via a telecommunications network between
two or more locations. Teleconferencing is also referred to by technical terminology such
telephone conferencing, phone conferencing, and audio conferencing. Audio-only or audio-video
data can be communicated during a teleconference using one or more various
telecommunications technologies, including the telephone, computer, television, radio, telegraph,
and teletypewriter. In particular, internet teleconferencing consists of augmented reality (AR)
conferencing, web conferencing, internet telephone conferencing, and video conferencing. to
transfer audio and video data via networks. Videoconferencing, at its most basic level, allows for
the transfer of text and images between two persons. At its most advanced, it allows for the
geographically dispersed transmission of both high-quality audio and video pictures between
several persons.

Part 2: Relationships between Teleconferences and Videoconferences

We can plainly see from the explanation above that the term "teleconferencing" is used as a
catch-all for videoconferencing. In order to communicate and collaborate in real time using a
telecommunications system, both video conferencing and teleconferencing offer one-to-one or
many-to-many conferences.
Differences

1. Video conferencing enables a conference by delivering both the visual and voice, so that you
can clearly see the communicator while you are listening to them. Teleconferencing is voice-only
or audio-video communication.
2. While video conferencing offers VoIP services, teleconferencing is capable of transferring
data throughout the conference utilizing either conventional PBX systems or VoIP. The latter
strongly relies on networking broadband while the former uses less capacity.
3. Visual conferencing allows you to exchange additional information including files,
programmes, a whiteboard, and more in addition to the voice and video data that
teleconferencing may communicate throughout the call. We have thoroughly explained the
distinctions between video and teleconferencing in this post. For the majority of businesses,
video conferencing has started to overtake teleconferencing in recent years. However, it is
ultimately up to you whether to use an audio conference system or a video conferencing service
like ezTalks for your company. When making your choice, take into account the high-quality
voice and video, sharing more information, more secure discussion, and the money invested.
Images via pngix, pinpng, jing.fm, and trzcacak.

Here are some of the key distinctions between video conferencing and teleconferencing to aid in
your decision:

1) Visual or audio
As the name implies, video conferencing enables individuals to see and hear each other
simultaneously. On the other hand, teleconferencing uses solely audio. Depending on the type of
conference you need to hold, you can choose one. Teleconferencing and video conferencing each
have advantages and disadvantages.

2) Involvement
You may participate in a virtual meeting with teleconferencing even while you're on the road.
With regards to Web Video Conferencing, one cannot attend one while travelling because other
attendees may see your surroundings. If you engage in a video conference call when you are
travelling, it is not only impolite but it may also distract the other participants.

3. The quantity of participants

A video conference allows for a larger participation pool than a teleconference. When there are
more than a few participants in a teleconference, things get rather hectic. They are better suited
to talks in smaller groups and at a faster pace. However, with a video conference, participants
can maintain more control. This occurs as a result of several Zoom-provided video meeting
features. These technologies divide the screen for numerous users while continuously
concentrating on the speaker. In order to lessen the amount of confusion, participants might also
choose to talk quietly.

4) Practicality
Participants in video conferences using Zoom may also be split up into Zoom rooms where a
smaller group can more effectively debate themes or even discuss other things. This makes room
for more in-depth, fruitful conversation and thinking. Teleconferencing, on the other hand,
prevents this because conference calls only support one primary group.

5) Success and assistance

The use of interactive whiteboards, screen sharing, and other collaboration tools while on a video
chat with Zoom technology facilitates the exchange of presentations, data, and reports. As a
result, it becomes much simpler for everyone to share the same perspective. You have to be a
little more traditional while using teleconferencing, holding a separate device or a paper file with
the information in front of you. While both forms of virtual meetings for business are efficient,
video conferencing make it easier to have visual support for your material.
Q.5

Write short notes on the following:

ANS:
I. Public Relations Strategy
What exactly is a PR plan? Your company can employ a PR plan to coordinate its media
relations (or public relations) efforts and decide how to most effectively reach its target
demographic.
What exactly is a PR plan?
Your company may utilize a PR strategy to plan out its media relations (or public relations)
initiatives and decide how to most effectively reach out to its target market. The creation and
implementation of a PR strategy may help companies not only attract media attention to their
goods or services but also arrange the numerous stories that appeal to their wide range of target
consumers. A well-executed strategy may be used as a tool to assist control the public's opinion
of a company.
Why is it crucial?
PR, often known as "earned media," may be used to increase website traffic, interact and connect
with target audiences, establish relationships with other members of the community, and promote
companies in a more trustworthy and natural way. It's crucial to use media channels in this way
to spread brand awareness and draw in more prospective consumers or clients. Additionally,
corporate objectives and initiatives are simpler to communicate with target audiences when a
strong PR plan is in place. The strategy focuses on delivering the core message across [typically
multichannel] means, which helps to maximize efforts and raise awareness. This affects
branding, marketing, and how an organization is perceived during a crisis because brands that are
successful at regularly sharing their successes are more likely to be viewed favourably even
when facing adversity.
So how do you formulate a plan?
In the end, storytelling is what develops a PR strategy. This is your chance to introduce yourself,
describe what you do, and explain why your audience should care about you. Every narrative
should conclude with the "why" of your company. Why are you acting in this way? What is the
point of caring? The most crucial step to take after thinking about your "why" is to establish your
final aim.
1. Set a goal first.
It might be difficult to start a PR plan without considering the final aim, especially for sales-
driven businesses with highly specific quarterly and yearly revenue targets. Depending on what
is the most fair approach to judge your achievement, these objectives may be quantitative or
qualitative in character.
Whatever the goal's nature, always remember that it needs to be precise, quantifiable, and set a
deadline for review. To go from _______ to _______ by _______ (date) is a common goal-
setting equation to take into account.
2. Verify the audience
Audiences tend to spend time in various locations. Take Brand A, a well-known coffee business
mostly located in college cities around the United States, as an example. Because Buzz Feed
targets college-age men and women who spend much of their leisure time on their mobile device,
Brand A concentrates their PR efforts on online media like Buzz Feed. PR professionals can
more effectively identify targeted media outlets by confirming the audience, which will open the
door for more targeted pitches and compelling tales to tell.
3. Tell an engaging tale
Communications professionals may more easily decide [and communicate!] the brand's story
once the audience and targeted media sources have been identified. The major messages in the
story should be connected to the brand's values and mission as well as to the reputation the brand
either already enjoys or hopes to build through the PR campaign. In order to draw website users
and promote lengthier website visits and multiple page views, think about creating a newsroom
that includes each of the essential messages for the target audience into bite-sized or skimmable
articles. It's important to keep in mind that a brand must act on its claims and uphold its
principles outside of press releases and publications.
When an article's sentiment is reflected in its ratings, reviews, or social media updates,
consumers start to believe it to be true. Customers can usually sense when a brand is not being
true to itself or failing to uphold its core values. Put your words into action by being who you
claim you are, or you risk being exposed on social media before you can issue an apology.
4. Be imaginative
Consumers today get their news and material from many other places, such as social media,
blogs, and podcasts. A successful PR campaign reaches target audiences where they already go
for their information and goes beyond the scope of conventional journalism. But at its core, a
successful PR plan still depends on the creation of connections between the PR expert (brand
voice) and the media contact (amplifier). A positive working relationship can mean the
difference between reading an email and hitting the delete button, whether you're collaborating
with a small-market fashion blogger or a reporter from The New York Times.

ii. Use of Traditional Media

Through billboards, print ads, television advertisements, and other traditional media, businesses
can reach a wide target audience. In contrast, using social media, paid web ads, and search
results, new media enables businesses to target a specific target demographic. Due to its
extensive targeting and advertising channels, conventional media typically costs more than
new media.
The majority of traditional media uses conventional advertising and marketing techniques.
 Billboards and off-site signs
 Cold calling
 Door-to-door sales
 Print commercials
 Radio advertisements
 Television advertisements
 Direct mail advertisements
 Banner advertisements are examples of traditional media.
For many years, businesses have utilized these strategies to connect with consumers and
encourage them to make purchases. These marketing and advertising techniques were quite
successful up until fairly recently, helping companies just like yours turn a profit. However,
marketing must change in tandem with the changing requirements and expectations of the
consumer. This is what has caused the popularity of some of the well-known traditional
marketing techniques to decline and the growth of new media and digital marketing techniques.
It has also sparked a discussion about traditional versus digital media.