Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana

Connect with Courtney on LinkedIn

Learn more about PeopleForward Network

The post In the Loop: Why Great Leaders Start by Listening with Greg Ballard appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

Strong Business Continuity Plans are Backed by Strategic Communications

Amy Hanna — Wed, 13 May 2026 13:53:49 +0000

For many organizations, a business continuity plan is standard practice for restoring operations, protecting assets and minimizing downtime when a crisis occurs. But there’s a critical, often-overlooked component that moves in sync with your business continuity efforts: strategic crisis communications.

Business continuity plans focus on actions, while effective crisis communications strategy reinforces accountability, calms concerns and builds trust.

Organizations that integrate a strong communications strategy into their business continuity planning emerge from sticky situations faster and more confidently because it:

Reduces confusion and misinformation
In the absence of information, people fill the gaps – often with incorrect information or speculation. Even if your communication is brief, providing accurate information minimizes rumors and misinformation.
Builds trust with key stakeholders
Employees, customers, partners, and the community want transparency and reassurance that a crisis is being dealt with quickly and responsibly. Clear, timely communication demonstrates action and accountability when it matters most.
Protects your reputation and brand
Incident response and business continuity efforts happen behind the scenes – but your reputation and brand are shaped by the perceptions of those inside and outside of your organization. Consistent messaging and communications ensure your firm controls the narrative, instead of reacting to it.

Resilience isn’t just about maintaining operations – it’s also about safeguarding trust and reputation. Integrate crisis communications into your business continuity plan, and you’ll be prepared to weather any storm.

The post Strong Business Continuity Plans are Backed by Strategic Communications appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

When Good Intentions Go Off Track: A Reality Check for Board Members

Jennifer Dzwonar, APR, Fellow PRSA — Wed, 22 Apr 2026 14:22:20 +0000

Most organizations rely on boards – advisory boards, boards of directors, boards of trustees – to help guide their mission and future. At their best, boards are powerful assets. They provide governance, strategic direction, fiduciary oversight, and accountability for leadership.

And importantly, board members bring a wealth of experience: financial expertise, fundraising savvy, academic insight, business acumen, and more. They care deeply about the organization and want to see it succeed.

But here’s where things can get complicated. Board members often know the organization well – but not always as deeply as the administration and staff who live and breathe the day-to-day work. And while board members bring valuable perspectives, they don’t always have expertise in every area in front of them, whether that’s marketing, communications, finance, or strategy.

That gap matters.

The “Make Your Mark” Trap

There’s a common but rarely discussed dynamic on boards: the pressure to prove your value.

New board members, especially new board officers, sometimes feel the need to shake things up. To question everything. To disrupt.

Not because something is broken, but because the status quo can feel like not contributing.

But disruption for its own sake isn’t leadership.

In fact, one of the most effective things a board member can do is recognize what’s working—and protect it.

Respect for the expertise of staff and trusted partners isn’t passive. It’s strategic.

The Tension: Input vs. Interference

When organizations develop marketing, creative, advertising, or PR strategies, those ideas are typically shaped by staff and, often, external experts who specialize in those fields.

Board input is both welcome and valuable. Thoughtful, honest, objective feedback from people who care about the organization (and may even represent key audiences) can strengthen a strategy.

But there’s a line.

Feedback that enhances is helpful.

Feedback that derails is not.

When a board member overrides vetted, research-backed strategies based on personal preference – or assumes they know better than the professionals hired to do the work – the result isn’t stronger direction. It’s confusion, delay, and often wasted resources.

When It Goes Wrong (And It Does)

If this feels theoretical, it’s not. These situations happen all the time:

An arts organization saw a fully vetted, approved, and paid-for campaign unravel because of one board member’s opinion.

A community center was forced into crisis when a board member leaked confidential information.

A museum’s progress stalled because one board member wasn’t comfortable with the direction.

A university’s leadership lost valuable time having to navigate “camps” of board members, rather than moving forward with important initiatives.

In each case, the intention may have been positive. The impact was not.

What Effective Board Members Do Differently

Great board members don’t stay silent—but they also don’t assume control. They:

Ask thoughtful questions instead of issuing directives

Respect the roles of staff and trust outside experts

Focus on governance and strategy – not execution details

Support decisions once they’ve been made

Understand that consistency and momentum matter

Most importantly, they recognize that their role is not to out-expert the experts.

Help and Don’t Hinder

Caring about an organization is essential. Wanting to contribute is admirable. But impact doesn’t come from disruption alone. It comes from alignment, trust, and knowing when to lean in – and when to step back.

Because the goal isn’t to make your mark. It’s to help the organization make its mark.

The post When Good Intentions Go Off Track: A Reality Check for Board Members appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

In the Loop: Building a Culture that Connects and Inspires with Courtney Roberts

Katherine Coble, APR — Mon, 20 Apr 2026 23:41:02 +0000

What does it really mean to lead with purpose when lives, communities, and futures are on the line? Katherine sits down with Courtney Roberts, President and CEO of the Riley Children’s Foundation, to explore how storytelling, empathy, and bold vision can transform leadership into a force for lasting impact.

Courtney shares her journey from small town curiosity and global health equity work to leading one of Indiana’s most beloved philanthropic organizations. Together, she and Katherine unpack the powerful role leaders play as chief storytellers, bridging mission and meaning while building cultures rooted in trust, innovation, and inclusivity.

From engaging the next generation of donors to navigating hard conversations with authenticity and clarity, this episode is a masterclass in people first leadership. If you are striving to connect purpose with performance and lead with both heart and strategy, this conversation will leave you energized and ready to act.

Key Takeaways

Purpose driven leadership fuels meaningful community impact
Storytelling connects mission, donors, and organizational culture
Values alignment strengthens internal and external communication
Flex communication styles to meet audience needs
Access and equity can guide lifelong leadership decisions

Additional Resources:

Learn more about Riley Children’s Foundation

Read “Digital Body Language” by Erica Dhawan

Learn more about PeopleForward Network

The post In the Loop: Building a Culture that Connects and Inspires with Courtney Roberts appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

The New Rules of PR and Crisis Preparedness in a Chronically Polarized World

Katherine Coble, APR — Tue, 14 Apr 2026 18:28:20 +0000

The latest USC Annenberg Global Communication Report produced with the International Association of Business Communicators confirms what many of us in public relations have been feeling for years: polarization is no longer a passing phase, it’s a permanent condition shaping how brands communicate and operate.

For leaders of mid-size to large organizations, this shift isn’t theoretical. It’s operational. And it’s redefining the role of communications within the brand.

First, polarization is elevating the value of proactive, strategic public relations. When 91% of PR professionals say polarization has increased the importance of PR within their organizations, it’s a clear signal that reputation is no longer something you manage reactively. In today’s environment, every decision, message and even silence carries weight. Brands that invest in thoughtful, forward-looking communications strategies are better equipped to navigate scrutiny and build trust before issues arise.

Second, the report underscores a growing recognition that crisis communications planning is essential—not optional. The environment is simply too volatile to rely on improvisation. Scenario planning, message testing and expedited approval processes are becoming standard practice. In my experience advising clients through high-stakes issues, whether an organization will weather storms well often comes down to preparation and the confidence that comes with preparation. The time to build your crisis plan is before you need it.

Finally, alignment—internally and externally—is more critical than ever. Polarization doesn’t just affect external audiences; it impacts employees, culture and decision-making. Yet too often, organizations treat internal and external communications as separate functions. The most resilient brands are those that ensure their messaging, values and actions are aligned across all stakeholders, creating consistency and credibility.

What should leaders do now?

Start by assessing your current reputation strategy. Is it proactive or reactive? Audit your crisis communications plan—does it reflect today’s risks? Have you tested your crisis scenarios recently? Most importantly, bring your internal and external communications teams together to align around a unified strategy and clear decision-making framework.

In a polarized world, clarity, consistency and preparedness aren’t just communications best practices, they’re business imperatives. Leaders who embrace that reality will not only protect their brands but strengthen them for what’s ahead.

The post The New Rules of PR and Crisis Preparedness in a Chronically Polarized World appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

In the Loop: What Your Digital Body Language Communicates

Katherine Coble, APR — Tue, 17 Mar 2026 09:00:00 +0000

Have you ever unraveled over a one word email? Or spiraled because someone “saw” your message but didn’t respond?

Katherine dives into the invisible signals shaping today’s workplace: digital body language. Inspired by Erica Dhawan’s work and Katherine’s real world leadership experience, this conversation explores how response time, punctuation, brevity, silence, and even channel choice are constantly communicating on your behalf. In a world where 70% of communication is virtual, leaders are sending signals about trust, respect, urgency, and inclusion whether they mean to or not.

If leadership is relational, then digital communication cannot be transactional. Katherine unpacks practical shifts people-first leaders can make immediately to reduce anxiety, build clarity, and strengthen connection. Because the impact you make through a screen is still very real and it is shaping your culture every single day.

Key Takeaways

Response time communicates priority, trust, and respect.
Brevity without warmth creates digital anxiety.
Channel choice signals leadership intention.
Clarity in writing is modern workplace empathy.
Silence always sends a message.

Additional Resources:

Connect with Ashima on LinkedIn

Learn more about PeopleForward Network

The post In the Loop: What Your Digital Body Language Communicates appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

You Don’t Have to be Loud, You Just Have to Be Trusted

Katherine Coble, APR — Thu, 26 Feb 2026 15:36:03 +0000

Last month, the 2026 Edelman Trust Barometer was released. Like many of you, I read it with equal parts concern and resolve.

The findings weren’t surprising: trust in government, media and institutions continues to erode. Business and NGOs still rank higher than those institutions, but even that trust is fragile. More people are retreating into like-minded circles. Fewer are willing to extend trust to those who see the world differently.

That insular mindset is dangerous for society—and for business.

The study offers a compelling path forward: “trust brokering.” At its core, trust brokering is the practice of building bridges across differences. It’s about identifying shared interests, translating competing needs, and helping groups move toward common ground. A trust broker can be a person or an organization that is credible with all sides.

While the term may feel new, the concept isn’t. In many ways, it’s what the best leaders have always done.

What struck me most in this year’s report is the expectation placed on employers. People believe businesses, and specifically CEOs, have an obligation to act as trust brokers, even and especially with those different from themselves. Seventy-five percent of respondents said it would be effective for CEOs to consult people with different backgrounds and values when making decisions. Seventy-four percent believe CEOs should constructively engage with groups that criticize or distrust the company.

To some leaders, that may sound like inviting controversy. From a PR lens, it can feel risky, but also like an opportunity. Why open the door to critics? Why lean into disagreement?

The best organizations already do this internally. Healthy cultures are built on open dialogue, real listening and feedback that leads to action. We ask employees to challenge ideas. We bring different perspectives to the table because we know better decisions are made when they are tested.

The question now is whether we extend that same mindset beyond our own walls.

For years, communications counsel often leaned toward caution: avoid divisive issues, stay neutral, don’t step into the fray. “Not my circus, not my monkeys,” we’d tell ourselves. And in many cases, that advice protected brands from unnecessary risk.

But society’s expectations have shifted.

The Edelman research suggests that people aren’t necessarily asking all businesses to take loud, partisan stands. They are asking businesses to help people work together. There’s a meaningful difference between being an opinion shouter and a trust broker.

Trust brokering isn’t about issuing statements. It’s about facilitating conversations. It’s about acknowledging complexity. It’s about creating space for dialogue, even when it’s uncomfortable.

As CEOs and senior leaders, that means:

Consulting voices that don’t always agree with us

Engaging critics with curiosity instead of defensiveness

Clarifying our values and consistently aligning actions with them

Helping employees, customers and communities see where interests overlap

For our clients, this has real implications. And we’ve helped several of them broker these conversations. They’ve led to community-focused solutions and stronger bonds between institutions and the individuals they serve. Despite the initial discomfort.

The brands that will thrive in the next decade won’t be the loudest in the room. They will be the most credible. They will demonstrate transparency when decisions are hard. They will communicate with empathy when tensions rise. They will invite conversation instead of shutting it down.

At Borshoff, this is where strategic communication becomes mission-critical. Trust is not built through a single campaign or statement. It’s built over time through consistent behavior, transparent communication, thoughtful engagement and leadership that listens more than it speaks.

If business is now the most trusted institution in society—even if only by a margin—then that trust is both an opportunity and a responsibility.

I believe leaders who lean into the role of trust broker will not only strengthen society but also build more resilient organizations and brands in the process.

That’s not just good PR. It’s good leadership.

The post You Don’t Have to be Loud, You Just Have to Be Trusted appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

In the Loop: Leadership that Listens with Ashima Kapur

Katherine Coble, APR — Tue, 17 Feb 2026 10:00:00 +0000

What if HR’s true power isn’t just policies and programs, but its position as a strategic driver of culture and communication?

Katherine sits down with Ashima Kapur, Chief People Officer at Allied Solutions, to explore the leadership mindsets and behaviors that drive sustainable growth. From growing Allied from 500 to nearly 2,000 employees to building an HR function that earns a seat at the table, Ashima shares a people-first blueprint for organizational success.

She reveals how HR and communication go hand-in-hand to shape culture, why transparency and authenticity aren’t optional anymore, and how leaders can empower teams by being real, clear, and consistent.

Ashima’s leadership philosophy is direct, human-centered, and refreshingly honest, exactly what’s needed in today’s evolving workplaces. Whether you’re building a talent strategy or redefining your leadership style, this conversation is packed with practical wisdom for leaders who care about their people and want to lead with intention.

Key Takeaways

HR must earn its seat through business understanding
Culture is defined by consistent leadership behavior
Communication must be authentic, transparent, and repeated
Right person, right seat, right support equals success
Growth demands people strategy aligned with business goals

Additional Resources:

Learn more about PeopleForward Network

The post In the Loop: Leadership that Listens with Ashima Kapur appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

The Mindful Bullhorn: DORIS Turns People- And Brand-Centered Research into Thriving Work Environments.

Justin Wojtowicz — Tue, 27 Jan 2026 16:48:31 +0000

1 min read

We speak with Sam Julka, President, Founder and Co-Owner of DORIS, a group of talented experts with backgrounds in design thinking and a passion for people-centered research. DORIS is a team of Human Ecologists, using data to show the connection between employees’ day-to-day behavior and their organization’s results. Sam and her team help unearth how daily behaviors within a work environment impact an organization’s goals through research and solutions that transform surroundings to be more centered on brand purpose and people. In our conversation we’ll dive into employees’ fundamental needs for their space, common unmet needs, and the people-first methodology of design thinking.

Listen to this episode or past episodes of The Mindful Bullhorn here or on your favorite podcast app.

Subscribe to The Mindful Bullhorn:

The post The Mindful Bullhorn: DORIS Turns People- And Brand-Centered Research into Thriving Work Environments. appeared first on Advertising & Public Relations Agency | Borshoff | Indianapolis, Indiana.

In the Loop: Rethinking Redesign: Clarity Through Communication with Rebecca Ellis

Max Catterson — Tue, 20 Jan 2026 15:35:02 +0000

What if your biggest redesign obstacle isn’t strategy, but silence?

Katherine sits down with Rebecca Ellis, Principal at AlignOrg Solutions, to explore why so many organizational changes fall flat, and what great leaders do differently. With decades of experience guiding Fortune 500s through complex transformations, Rebecca shares actionable insights on what makes change stick: clarity, communication, and courage.

They dive deep into why 70% of redesigns fail, how to become a “clarity crusader,” and why passive leadership erodes trust. From tackling AI’s role in restructuring to the neuroscience behind timing your message, this episode is a masterclass in navigating organizational change while honoring people and culture.

Whether you’re leading a full-blown redesign or shifting your team’s strategy, this conversation will help you move from resistance to results with empathy at the core.

Key Takeaways

Clarity is kindness, especially during organizational change.
Adoption matters more than just great solutions.
Leaders must actively shape, not just approve, change.
Communication must be consistent, intentional, and human.
Celebrate progress to build momentum and trust.

Additional Resources:

Connect with Rebecca on LinkedIn