Uncle Nearest, Inc.’s Post

Our latest article on Inc. Magazine is live!! As we move away from #blackhistorymonth, let's have a moment to see how top brands are rewriting the script on how to champion diverse excellence all year long. Let us know what you think? https://lnkd.in/gBC2PGaJ #authenticitymatters #inc5000

As my 1 year anniversary of joining Palette MGMT has come and gone, I have reflected more on my understanding of social media and its real world effects on everyday people. Seeing how TikTok and other social platforms have positively effected peoples lives and livelihoods (especially black owned businesses), as Paulette Harris Vaughn outlines in her own story, shines a light on the importance of access to these platforms. #smallbusinessgrowth #tiktokforbusiness #creatoreconomy https://lnkd.in/efFYqspb

As some of you know, we named our mascot Boldwin during March of the Penguins. As a present to Boldwin for getting his official name, I thought he would like to come with me to visit some customers and coworkers this week. On day one we learned ALOT: 1) I am afraid of steers - apparently, they are cows with horns and vegetarians (thanks for that most likely untrue fact, Tim Yuan)- but they still scare me...Boldwin is NOT afraid of them 2) I heard the word efficiency more than any other words in all of the conversations we had with customers- '24/'25 planning is all about efficiency and adapting to change in technology (I will get to that).  3) I have made many mistakes these last couple of years. I have gotten complacent in Zoom meetings. Face-to-face meetings and relationship building are key to learning what is REALLY important to our customers and partners. I have failed here- I learned more about customer needs in one day on the road than in weeks of Zoom meetings. Time for me to change. 4) While the leaders of companies are embracing change, their people are afraid to, and their people are the business. Trust, training, constant engagement, and continual education are key. I will focus my time on how to focus past the sale- Time for me to change.  5) No one operates the same. This sounds simple, right? Something I have known for years, but it is not simple. We have products that I fully believe in and that can help any partner operate more efficiently, among a million other wonderful things. But our product HAS to fit each customer's operation model and all of the variations of that model. It isn't simple- again, it's time for me to change. I could continue this list, as yesterday was eye-opening for me, but I will continue to add to the list today. One last thing- Fort Worth and Dallas are beautiful and full of really nice people who say ma'am and y'all. While I disagree with their sports teams' choices, I would come back anytime to learn more about their history (maybe fewer cow things next time). I'm off to fly to Houston later today - because, apparently, Texas is a large state...who knew!!! Bold Penguin #bebold #tifandboldwinontheroad

🌭🚗💨 There's something magical about a brand that transcends the product and becomes a part of your story... Growing up, the Oscar Meyer jingle was more than just a catchy tune; it was the soundtrack to my childhood. But it wasn't just about the song—it was about the connection my family had to this brand. For us, Oscar Meyer wasn't just a company; it was a part of our community. My grandpa, a cheerful Irishman with a penchant for spreading joy, drove the iconic Weinermobile. Those hot dog-shaped vehicles weren't just marketing gimmicks; they were a symbol of happiness, making appearances at community events and bringing smiles to faces young and old. I remember the excitement of seeing the Weinermobile pull up, collecting wiener whistles and ornaments that adorned our home like prized possessions. But beyond the collectibles, it was about the experience—the shared moments of joy and laughter that the Weinermobile brought to our lives. Now, as a parent myself, I've had the incredible opportunity to pass on this tradition to my boys. Sharing that same excitement and wonder with them, seeing their faces light up at the sight of the Weinermobile as I teach them the song—it's a full-circle moment that encapsulates the power of a brand experience. Oscar Meyer didn't just sell bologna; they invested in communities, creating memories that span generations. They went beyond the store shelves, making a genuine impact by engaging with people, making connections, and spreading joy. So, when we talk about the importance of a brand experience, it's more than just a catchy jingle or a well-packaged product. It's about the emotions, the connections, and the stories that become woven into the fabric of our lives... And for me, the Weinermobile will always represent the joy of childhood and the tradition I'm passing down to my boys. 🌭✨🚗 🎵My bologna has a first name, it's O-S-C-A-R My bologna has a second name, it's M-E-Y-E-R I love to eat it every day And if you ask me why I'll SAAAAAAAAAAAAY 'Cus Oscar Meyer has a way With B-O-L-O-G-N-A 🎶 #branding #sales #marketing #legacy

The MOST practical panel I've ever been on is coming back: → More profitable funnels → 5 min. each (no aimless monologuing) → No slides, all action I have my own thoughts, BUT to juice it... I interviewed a few friends whose brands you all love and know ;) See you next week.

And believe it or not, this is just covering the basics folks! Let’s establish the fundamentals.

As Latinas navigate distinct and compounding obstacles throughout their career, they experience among the most significant “broken rungs” at the critical initial step up to management. For every 100 men promoted from entry-level to manager, only 74 Latinas are promoted. As a result, there are far fewer Latinas to promote at every level, and their representation declines from there.⁠ ⁠ Because of this disparity, we partnered with Pepita Sandwich, a Latina illustrator, to illustrate our key findings — and raise awareness of the experiences Latinas face in corporate America.⁠ ⁠ To learn more about how you can show up as an ally and advocate for Latinas, check out our #50Ways to #FightBias program, which takes the guesswork out of challenging bias. It includes seven in-depth explanations of the workplace biases that Latinas face, such as maternal bias and performance bias, and offers data-driven recommendations for what to say and do. https://bit.ly/3Xu9fwN

It’s so important to read the room. Now more than ever. I’m sure these fellas are lovely and nobody is doubting the hard work it takes to build a business even if you have their background. Both brands look great and I drink Days all the time (I haven’t tried Surreal). But there’s something off about the humble brag billboards that really grated with the Manifest Group team today. Yes it’s tongue-in-cheek, but it’s sweating with privilege regardless. There was more than an eye-roll, there was an ick. Now, I normally avoid criticising any marketing work directly as I know there are so many variables and, most importantly, there are real humans behind the process. Also, those in glass houses etc. So this criticism isn’t without compassion and nor is it about the creative execution. It’s about the lack of self awareness and what brands can learn from it. Sometimes, when brands get it wrong, highlighting why is as much about values as opinions. And sharing criticism can help open up important discussion. Intrigued what everyone else thought… #opinion #advertising #agencylife #iactuallylovedays

By the third generation of ownership, family businesses are often subjected to potentially critical conflicts resulting from complicated family dynamics and power struggles. While the topic of succession can be a sensitive one, proper planning and open conversations can minimize disagreements and maintain harmony among a founder’s descendants. Writing for Bloomberg, Brad Stone reveals what happens when meritocracy clashes with nepotism and how Bernard Arnault, founder of LVMH, worked to create a succession plan that will mitigate conflict while still leaving room for his five children to leave their mark on the company. In How to Do Succession the Right Way, Brad highlights some key takeaways from LVMH’s succession plan: 1. Arnault’s five children all have important roles at LVMH and equal ownership of the holding company, Agache Commandité SAS. 2. For 30 years, no family branch can sell shares or make a major strategy change without unanimous approval. 3. Votes on key decisions must be unanimous. By giving all his children a say in the future of the company while also implementing checks on each child’s decision-making power, Arnault is setting LVMH and its future leaders up for success. https://lnkd.in/dJTyZMuy #FamilyLegacy #FamilyWealth #RisingGen #SuccessionPlanning 

It’s hard to argue with Arnault’s success at LVMH, making his deliberate succession plan unsurprising. By involving his children early, assigning them significant roles without coercion (according to interviews), and requiring consensus on major decisions, Arnault ensures that the business remains within the family for the foreseeable future. The next real test of his plan will come with his “retirement,” however that unfolds. All eyes will be on which of the five will lead the luxury empire forward. #Succession #FamilyBusiness #FamilyEnterprise #FamilyLegacy