Eventually, you magically find yourself looking around on the regular, searching for and spotting opportunities to make tiny tweaks to what you do and how you do it. And with each little tweak, your brand gets a little better, your culture gets a little stronger, your employees get a little happier, your impact becomes a little big more remarkable.

As we head into a shiny, new year, here are a few thoughts on how your brand can “B” better in 2019…

Complete the B Impact Assessment

Think of this as the first step on your B Corp certification journey. The assessment walks you through a series of questions designed to help you build a better business (and evaluate the good business you already have going.) It takes about 30 minutes to complete the quick assessment, while the full assessment takes between two and three hours to complete. Questions cover topics ranging from governance to employees, community to environment.

Anyone that is interested can complete the assessment, regardless of their title or tenure with the company. However, B Corp recommends appointing one person as a lead; this individual typically completes a first draft of the Assessment and then convenes a supporting team to assist.

Start the assessment (and learn more about it) here.

Re-evaluate your vendors and partners.

Your dollar is your declaration. Take time this year to consider where, how and who you spend your money with – and whether those brands and services are aligned with your company values. Here are a couple easy ways to search:

The B Corp Directory

Cruelty-Free Companies

Double the Donation

Minority-Owned Business Directory

Veteran-Owned Business Directory

Women-Owned Business Directory

Bonus: If your company purchases anything through Amazon, be sure to set your charity and shop through https://smile.amazon.com. Same products, same prices, but when you shop through the Amazon Smile link, Amazon donates 0.5% of your purchases to the charity of your designation.

Get Certified as a Great Place to Work

Over the past 30 years, GPTW has surveyed more than 100 million employees in order to help organizations around the world identify and build high-trust, high-performing workplace cultures.

The GPTW survey and process is a great way to give every employee a clear, honest voice in expressing how they feel about your company and culture. That kind of feedback is invaluable in helping leadership take an honest look at the workplace landscape to identify points of pride and potential spots for improvement.

Learn more about GPTW or search certified GPTW companies here.

Embrace and implement people-friendly policies

Doing good business begins by doing good – both inside and outside your organization. One of the best ways we have found to boost internal culture, as well as retain and attract top talent, is creating a workplace that puts doing good by people at the center of everything. From no-meeting Jam Days to remote work options (check out our whitepaper on that here), paid monthly volunteer time to a baby-friendly workplace, we’re always looking for new ways to create a workplace that encourages our employees to be their best, feel their best and do their best.

Incentivize your employees to be better

At the onset of each year, we challenge each BOFer to set a personal professional goal. From reading business books to contributing the blog to creating/refining an internal process, the goals vary. When an employee meets their goal, we reward them with a $100 mini-bonus. Why? Because we know that when our people grow, our company grows.

The post 5 Ways to “B” Better in 2019 appeared first on Brains on Fire.

Netflix on the cover was enough to draw me to this book, but the guts inside are what kept me reading. I can’t say I agree with all the book’s principles, but I am enamored by Patty’s common theme of “radical honesty.” So much of life is filled with “keeping up with the Joneses” and other daily B.S. It is nice to envision a world where people say what they think and then trust each other enough to learn and grow from it without holding a grudge.

Part of their magic sauce is the rapid rate of change in which they live day to day. They had to create a culture that embraced continual next-step discussions. “We wanted people to embrace the need for change and be thrilled to drive it.” That meant being brutally honest with their team on where the company was going, and how difficult it was going to be to get there.

“Part of being an adult is being able to hear the truth. And the corollary is that you owe the adults you hire the truth. That is actually what they want most from you.”

This is probably my favorite quote from the whole book. We owe our employees more than a paycheck for their time and efforts. More than benefits, we owe them truth.

Part of our hiring process is telling people up front where we are financially as a company, our goals, the position pay range and any team or client challenges. Our newest hire, Ideen, said this during our interview process, “I think it’s great that leadership lets us see the company’s profit/loss statements. That kind of openness helps me feel like I have a say and belong.”

Patty says if leaders model honesty, people will pick up the habit. When leaders admit when they are wrong, they get better input. People learn to welcome criticism.

“Humans hate being lied to and being spun.” We don’t want this in our personal lives, and our work lives should be no different.  Here’s to future years of more companies embracing radical honesty and truth with and for their teams.

The post Consider Radical Honesty appeared first on Brains on Fire.

As part of our Diversity and Inclusion Training Plan (B Corp certification process), we attended the Greenville Chamber of Commerce’s “Diversity and Inclusion Summit” for the second year in a row. The first year focused more on the outer shell of diversity, from skin color to gender. This year focused more on the inner workings of self-awareness, leadership roles and how your actions affect others on your team. We shut down our Greenville office for a full day of team bonding centered around learning how we can be better people, better leaders and better teammates.

After the summit, we surveyed the team and asked for their top takeaway from the training. What was most interesting is that the majority took away the same core concept of pain mentioned in the opening session by speaker, Dr. Steve Robbins.

When a person feels excluded, the dorsal anterior cingulate cortex and right ventral prefrontal cortex are activated in the same way they are when a person experiences pain. Pain requires the brain to pay attention to it – and attention can only be in one place at a time. So an instance at work that causes you social pain literally makes you unable to efficiently do your job.

– Some BOF mate who attended summit and takes impeccable notes

Laymen’s terms? Emotional pain from being left out hurts you like the pain of a broken arm. That pain also keeps you from doing your best. Pain does, in fact, hurt. Swayze, right?

Here we are in 2018 and “collaboration” is the new buzzword. If someone doesn’t feel a part of your tribe or if they don’t feel safe, secure and welcomed, they can’t be wildly successful because they’re in pain. What’s worse? If they feel isolated, unloved, left out and rejected, you are pretty much breaking some emotional bones.

So, what can companies and organizations do? How do we cultivate an environment that limits the opportunity for any of us feel that kind of pain at work? For BOF, we are starting with knowledge. “Knowledge is power,” says our COO, Emily Townsend. (I think she stole this from some famous scholar or Playstation, but we’ll let her have it…) We are soaking up all we can on this subject through books, articles and internal discussions.

We are working on methods to combat exclusion, especially among different generations in the office. One of the simple ways we are doing this is by making sure everyone in a meeting has spoken. If not, we call on them individually to offer an opportunity to share their thoughts during the meeting. Everyone gets a chance to be heard, no matter what their age.

We are working on “collision opportunities,” where you grab a random lunch gift card from the pool, as well as a random colleague’s name – then you go to lunch together. This encourages a collision of space, conversation and time to get to know someone that might not be in your immediate daily work circle.

Now it’s your turn. We’d love to hear how you’re promoting inclusion in your workspace. Tell us how you’re making sure your teammate feels welcome at their work home.

The post Pain Don’t Hurt appeared first on Brains on Fire.

This has been a “doozie” of a month.
Thanks for that really cool word Lauren Roache

What made this month a “doozie”?

For starters, I fell off my bike, hit my head (really hard) and fractured a bone in my right arm. OUCH. Then I guess my immune system was down, so I caught a seriously crappy sinus infection. And on top of that, this thing called daylight savings time makes me feel like it’s midnight at 6 p.m.

Okay, that’s it. I got the whining out of my system.

Oh wait – one more thing… did I mention that Brains on Fire Greenville is doing an experiment? For about four weeks (while we are getting all new floors installed in our brand-new building) we’re a “distributed” company, working out of our own homes and borrowed conference rooms all over the city. Our first flooring system failed. Long, long story, but you can now ask me or Brandy anything you want to know about the properties of concrete and we WILL have an answer! We’ve both gone to grad school on concrete over the past six months. Not a skillset either of us wanted, but it’s ours now! Brains on Fire LA even had a little stint of construction madness this last month, too, as we expanded our offices there.

So yeah, I/we have had a lot going on. It’s been a “doozie”.

But it will all be fine. And we will be fine.

I know I’ve said this before, but this his company called Brains on Fire is full of some of the brightest, shiniest, kindest, most dedicated people I know. They work hard and yet somehow make it look SO easy. Monday, our last day in the office together before the construction work began in Greenville, a small group of us ate lunch on the Creative Lab floor. One of our sweet little office babies giggled happily along with us. A couple of people were talking about a current client project. And as I sat there watching this simple little gathering, this amazing feeling just washed over me. I had to put down my burrito and just let it settle over me for a moment. It honestly hit me quite hard and suddenly.

And well, I can’t be certain, but I think the feeling was “success”.

I’ve always read that success is what you define it to be. And I’ve never really thought about defining success as a “feeling.” But Monday, sitting there and realizing that we have created a company that can weather storms and raise beautiful families and create great work for truly amazing clients and still find time to laugh out loud together, well I am not sure it gets better than that. Profits and growth are pretty nice to have, but it really is all about people.

Human connection is truly the most powerful force on Earth.

We see that in the work we do every day. And I saw it up close and very personally sitting on the floor on a rainy Monday eating my lunch.

So. Here’s my take away. And my round-about definition of success.

Make time today to connect with the people you serve and the people you work with. Stop and really pay attention to what matters most. I hope when you do, you catch the feeling of “success.” Because for me, that feeling is truly priceless.

The post What is your definition of success? appeared first on Brains on Fire.

And now, we share with you our list of five things we’ve learned so far taking on work life together as a mother-son team:

Sherp & burp.

Bags. So many bags. The sheer number of items I have to schlep to and from work is gypsy-level high. As my husband says, the logistics required in baby-raising are akin to operating a small municipal airport. Mornings are no longer for showering and eating a leisurely breakfast over coffee – they have now become swirly packing bonanzas. I’ve got my diaper bag and all of its very important contents, the car seat, my lunch, my computer bag, the stroller, the carriers, sometimes my pump, bottles, a cooler… the list goes on and on (and on and on and on). Packing smart for work with a baby could (and will) be a blog post in and of itself. On the plus side, I’m getting Beyoncé arms. Okay baggies, now let’s get in formation.

The office as an audience.

On days when Nolan is in his best baby form, giggly and jiggly and agreeable, I feel like I’m in possession of a super cute fairy that rains positivity and joy down upon the land. On days when he is, well, more of the troll variety, it’s amazing how quickly and severely my outlook can plummet. Of course, everyone at the office claims that his incessant, gas-induced screams don’t bother them, but they pierce MY brain like a screwdriver – diamond-tipped and dipped in lighter fluid. And the LAST thing I want is to be a distraction to my coworkers.

The good thing? My team will step in (nay, leap in) to help at a moment’s notice. Everyone wants to help make a baby feel better. Which leads me to my next realization:

Babies encourage empathy.

Let me put it this way: it’s reaaaallllly difficult to be an asshole when there’s a baby in the room. Their adorable cheeks and ridiculous squeals seem to bring out the best in all of us — even those who don’t consider themselves tiny human connoisseurs. When Nolan is present for meetings, or even when he’s just doing his thing, talkin’ and kickin’ around on my desk, I swear,  the mood is lighter. It’s no wonder that babies are now being used to teach empathy in schools. We could ALL use more of that.

Laser vs. brush fire.

As an employee pre-mommyhood, I worked hard. I worked smart. I had eight good hours in the office (and often, more at home) to do so. Now, it ain’t that way. With baby blowouts, boredom, and breastfeeding as part of my daily task load, I have to be way savvier when it comes to time management I can still get work done, but time doesn’t look at all like it used to. I’m often responding to Slack and Asana and email from my phone. I can’t take as many notes during meetings because I’m bouncing and swaying around a room trying to ensure he stays locked into his naps. Heck, I wrote this blog post one handed while nursing. I’m learning the fine art of Motherly Multitasking, and I think it will only serve me in my career.

It’s easier than you think.

Last, but not least. With trust in your team, clear expectations, and a healthy dose of flexibility, I am confident that 80% of workplaces could and should learn to accommodate babies at work. The benefits far outweigh the challenges – and I can say that. I’m in the thick of it!

Want to know more?

Shoot me an email at moe@brainsonfire.com

The post Five Things I Didn’t Know About Bringing a Baby to Work appeared first on Brains on Fire.

Fun fact: there are a lot of boring marketing podcasts out in the podosphere. You know the ones. You start listening with the best of intentions, and eight minutes later discover you’ve entirely zoned out. (Hey, a person can only swallow so many uses of the terms “omnichannel,” “smart content” and “growth hacking” before it just becomes jargon soup.)

For the sake of not suggesting yet another yawn-esque marketing podcast, today we’re delighted to present seven episodes of non-industry podcast episodes you might actually enjoy listening to and benefit from. From brand history to unfriendly design, we present a little dose of ear candy straight from our headphones to yours.

1. Part-Time Genius: 9 Surprising Origin Stories Behind Corporate Mascots

Why is the Michelin Man white when tires are always black? What do Tony the Tiger and Christopher Columbus have in common? And why did they give “The Noid” a video game? Will and Gabe tackle the strange world of corporate mascots.

2. 99 Percent Invisible: Unpleasant Design & Hostile Urban Architecture

Benches in parks, train stations, bus shelters and other public places are meant to offer seating, but only for a limited duration. Many elements of such seats are subtly or overtly restrictive. Arm rests, for instance, indeed provide spaces to rest arms, but they also prevent people from lying down or sitting in anything but a prescribed position. This type of design strategy is sometimes classified as “hostile architecture,” or simply: “unpleasant design.”

3. This American Life: It’s Not the Product, It’s the Person

Starting a business is not for the self-doubting. Or even usually the self-deprecating. The first thing you have to sell is yourself — like dating, but with a greater chance of landing in debt.

4. How I Built This: Chicken Salad Chick, Stacy Brown

For many of us, chicken salad is just another sandwich filling, but Stacy Brown turned it into a $75 million business.

5. Part-Time Genius: 9 Super Facts Hiding in Your Supermarket

Here’s what happens when wild fact-finders are accidentally released into a supermarket.

6. This American Life: Origin Story

Little-known and surprising stories of how all sorts of institutions began – including corporate creation myths, and why so many of them involve garages.

7. Invisibilia: The New Norm

Social norms determine much of your behavior – how you dress, talk, eat and even what you feel. Alix Spiegel and new co-host Hanna Rosin examine two experiments that attempt to shift these norms in two very unexpected places: southern oilrigs and a Moscow McDonalds.

The post 7 Marketing-Related Podcast Episodes You’ll Actually Enjoy Listening To appeared first on Brains on Fire.

As a kid, what did you think you were going to do when you grew up?

Other than a Pokémon trainer? I was going to be a journalist and a big installation painter with two private jets and four houses. (The irony is not lost on me on the last one, trust me.)

Most interesting/strangest job you’ve ever had?

I once volunteered for a charity office that had a program to help provide dentures for those in need. I never realized the power and confidence a literal new smile could give someone. When we had people come back and tell us their success stories, it nourished my heart in ways I never expected.

Who is your dream client and why?

Ban.do or aerie, for my loves of stationery, art, fashion, diversity and inclusion. These brands put forth the power of uniqueness in people.

What makes you grumpy at work?

I always look for a way to help keep the work process running as smooth and organized as possible, especially when it comes to group collaboration. I had an experience where a co-worker was unable to fulfill a vital component to a project and our immediate supervisor was unavailable to further assist us. Rather than diving and dwelling into sheer panic, I huddled up with the remainder of my team and we calmly mapped out our plan, one-by-one, over coffees and pastries. Those next couple of days, I got to know my co-workers a little better, how to better communicate with them, and complete a project we were proud to present.

Social media is an almost 24-7 job. How do you keep your sanity?

I’ve learned to keep my phone and camera more at bay this year and instead, put efforts to try to embrace the experiences I’m having in the moment. Social platforms can feel like a stage where you’re either awarded or lose out, but I always tell people: step back and take the pressure off. It’s about connection, not condemnation.

What marketing/social sin drives you crazy?

Brand follower bots. And #tags #for #every #single #word.

What do you wish more people knew about being a community manager?

Real life can be messy, intriguing and wonderful – as are the things that we choose to share in the digital world. I wish people remembered and valued the person behind the handle before jumping to criticism.

If you were a pantone color, which would you be?

14-4102, it goes with everything 😎

What’s your secret talent/skill?

I used to be a bit of a quiche-making connoisseur. In the summer of 2013, I ate 6 difference kinds of quiche for every meal for two weeks. Anything from: zucchini cheese, bacon onion jam, spinach, roasted tomato boursin, gruyere bacon leek—you get it!

What’s a little-known fact about you?

I was in choir for six years and competed with an acapella group in high school. We won two awards, even without having cool ‘Glee’-level dance numbers.

Three things you can’t live without?

Rice noodles. Popcorn. Song dedications.

What does your perfect Greenville Saturday look like?

For sure, breakfast at Biscuithead or scones and lattes at The Village Grind. In my 8 years of living in Greenville, I’ve still never picnicked at the park so I’d grab a few essentials from the farmer’s market and stroll through Falls Park until I found the perfect spot with some quality playlist selections. By then, I’d probably find myself at Grateful Brew waiting in front of whatever food truck is there with friends, some drinks and the board game of choice that day.

What’s your favorite series on Netflix?

Stranger Things. It’s everything that my Midwestern childhood felt like. Basically, if you combine X-Files and the Goonies, that was me between ages 6-12.

The post Meet Natalie appeared first on Brains on Fire.

We’ve been doing a little hiring around Brains on Fire over the past couple months, so the plight of the job seeker has been fresh in our minds. Most of us have at least one standout moment from our own turn in the interview hot seat when we were trying to land a gig at BOF. For me, it was a frank conversation with Robbin that came near the end of my interview rounds. Coming from a background with no agency experience, RP was really honest about the fact it’s not for everyone. (An insight you can’t fully understand until you have been immersed in it.) I still remember her words as she sent me home to think about whether I really wanted to make the leap: “Brains on Fire is a tight, scrappy team and we don’t have a training program. This is a swimming pool with two deep ends. We throw you in. Think about whether that’s a swim you really want to take.”

It was. And I did. And I’m so glad.

In the years that followed, I grew to appreciate that level of frankness even more. I’ve seen people come and go from BOF. In several instances, the swim just wasn’t for them. As Robbin noted, it’s just not for everyone. This is one of many reasons we take hiring . We involve a lot of different people, roles, and personalities in the interview process when we decide to bring someone on – because it does inevitably change things. We are a small team and the world is full of smart, talented applicants. It’s up to us to decide which of those smart, talented “swimmers” is going bring something unique to the table that helps our team grow and evolve in the right direction.

One of the hardest part of the process is knowing we can’t hire them all. (Seriously. We sit across the table from some true stunners.) But one of the fun parts of the process is getting to see what different people on our team look for and value in a candidate/colleague, as well as the things that land a resume in the pass pile.

I polled the team this week and here’s what they had to say:

ON FIRST IMPRESSIONS

Remember that the person on the other side of the table has a bunch of interviews to do on top of their growing pile of work, incoming emails, and what is likely already a very hectic workday. When it’s your turn in the interview chair, be confident, be authentic, and show them something that is unique to your style. Make sure to have a cool leave-behind. Look put together, but not overdone. People want to get a sense of the real you. Arrive early, but walk in on time.

Be personable, be honest, and share how you think.

ON RESUMES

Your resume and cover letter are opportunities to share your skills and set yourself apart – but sometimes people stumble trying to set themselves a little too far apart. Yes, we are a quirky, creative agency, but we’re still a business and value professionalism – as do our clients. When I review a resume, I look for evidence that the candidate can mesh an appropriate degree of individuality and professionalism without crossing over the line into overzealous, trying-too-hard territory. Not unlike the laws of dating, it pays to be mindful about just how far you open the kimono on those first dates. Don’t try to mimic what you think we are or who you think we want to hire. We tend to be most drawn candidates who bring their own secure sense of self and uniqueness to the table, because those are the people who will enrich our team and culture, not just parrot it.

First impressions are everything. Agencies receive MANY resumes for a single job opening. Find a way to stand out without over designing. Make sure your presence online is a good representation of how you want to be seen. Many a candidate has lost me during these first crucial steps towards employment.

Resumes aren’t old school. They are first blush/introduction to an organization. Don’t be boring or tell us your objective is to get a job. We already got that.

ON DOING YOUR HOMEWORK BEFORE THE INTERVIEW

If you have ever read a single BOF blog or social post, you can see how casual and personal we are. To start with “To Whom It Might Concern” on a cover letter both tells us you didn’t bother doing the legwork to find someone to send it to directly – and you don’t get how we roll.

Do your research before you show up for an interview. Prepare questions for the people sitting on the other side of the table. A good interview will be a mix of you, the candidate, speaking, inquiring, and listening.

The post Sins of the Search (And Other Advice for Job Applicants) appeared first on Brains on Fire.

The Culture Code: The Secrets of Highly Successful Groups, Daniel Coyle

Recommended by: Emily

The Culture Code unpacks our human desire for belonging. We all crave safe connection or feeling a part of a committed group. All trends point to that being the foundation of success. The steps to build that foundation are SMALL – subtle cues and micro-events – constant and consistent behavior you can adjust once you are aware of it. Trust takes forever to build and so little to destroy.

Playing Big: Practical Wisdom for Women Who Want to Speak Up, Create, and Lead, Tara Mohr

Recommended by: Emily

Playing Big explores building women’s leadership in innovative and creative spaces. Too often our inner critic, plus a bit of social conditioning, restricts potential before it’s even uncovered. Through a series of self-directed exercise, this book offers tools to ignite your own personal and professional growth.

The Pumpkin Plan: A Simple Strategy to Grow a Remarkable Business in Any Field, Mike Michalowicz

Recommended by: Amanda

Gosh, this book I cannot shut up about. I have discussed it with multiple people and honestly believe its philosophy at my core and wish I had read it sooner. He takes different industries and applied his “Pumpkin Plan.” The gist: You can spend your time taking care of a bunch of mediocre pumpkins or you can invest your time in the giant prize-winning pumpkins, take a seed from it and replicate. His audience is mainly entrepreneurs, and here is one of the takeaways I loved: There are three types of clients, and their importance is ranked exactly as follows: 1. Good clients. 2. Non-existent clients, and 3. Bad clients. Looking at that list, you may be tempted to rearrange the order and move non-existent clients to the end, because having bad clients is better than having no clients at all, right? Nope. Just like bad, rotten pumpkins suck nutrients from good pumpkins and stunt their growth, bad, rotten clients distract you, drain your resources, and cost you money.

EntreLeadership: 20 Years of Practical Business Wisdom from the Trenches, Dave Ramsey

Recommended by: Brandy

Dave Ramsey is the man – and this is a must read. Notable quotes and takeaways:

1. “We want givers in our organization, not takers.”
2. They teach a culture class to all new hires.
3. “The problem with your company is not the economy, it is the not lack of opportunity, it is not your team. The problem is you.” He says the good news is that if you are the problem then you are also the solution
4. Whatever is happening at the head of the organization will affect the entire body.
5. Your personal weaknesses will be your company’s weaknesses.
6. When you teach team members the “why,” they are more equipped to make the same decision next time without you.
7. “I will hire passion over talent and education every time.”
8. You’ve got to lead with goals. Don’t ask your team to set goals when you have none. And goals MUST be in writing!
9. Companies all over America are failing because they have allowed a culture of leaders and teams who don’t care about the goal, but just about themselves.
10. “We don’t make decisions based on fear.”
11. Treat your team like a family and they will act like a family.
12. Ask yourself, would you hire that team member again? If the answer is no, let them go.
13. “We don’t keep jerks.” (My personal fav.)
14. “We are all in sales. Everyone in the company.” Love this. Serve, don’t sell,
15. “As a leader, if you aren’t sick and tired of saying the same thing over and over again, you have likely not communicated with your team.”
16. Lastly, Dave is HUGE on no gossip. You get fired for it. For real.

Daring Greatly, How the Courage to Be Vulnerable Transforms the Way We Live, Love, Parent, and Lead, Brené Brown

Recommend by: Natalie

This book tackles the fears and desires we all share as humans, and some of the best practices we can use to ensure “wholehearted living.” Whether it’s worries or stresses in our careers, studies, and personal lives, we were all made for love and belonging. Without a doubt, this book is a steadfast reminder that we’re all in the arena of life together and that our worth should be measured by our willingness to feel, create, inspire, and act on our behalves.

The post Literacy Month 2018 appeared first on Brains on Fire.

When it comes to the creative industry, there is perhaps no greater example of the “two types of people” dichotomy than those who subscribe to the theory that “complexity is the sign of good work” and those who prefer a philosophy of simplicity.

It’s those K.I.S.S. folks I want to focus on today.

The great Richard Branson one said, “Complexity is your enemy. Any fool can make something complicated. It’s hard to keep things simple.”

Creativity is, in itself, an elusive beast. Nobody really understands how or why or where it happens. (As noted by the number of creatives who seem to have AHA movements while in the shower or driving their car or pretty much anywhere besides a desk.) Creativity is a magical fairy that works on her own timeline, coming and going as she pleases. From what I have observed, this means most creative humans live in a pretty continual state of low-grade concern that their creative well will one day run dry. We also have a serious tendency to overcomplicate, overthink, and overdo. We can’t help it. That’s just who we are. (Maybe it’s tied to some primordial survival mechanism that helped our ancestors stay on their A-game during the cave person days. Who knows? Anthropologists, feel free to chime.)

The reality is that there will always be those few extra adjectives we hate to leave on the cutting room floor. There will always be a few more revisions we’d like to make or that one additional lens flares we’d like to squeeze in. But more isn’t always better. Complex isn’t always better. Much like minimalistic theory in the home, sometimes it’s what you’re willing to purge, release and leave out that uncovers greatness. Simplicity forces you to get wildly clear and honest – whether you’re (un)decorating a bookshelf or trying to grow a brand.

If you can’t express your brand mission and purpose in a single sentence, you’re probably not keeping it simple.

If you can’t articulate your brand’s value or point of differentiation, you’re probably not keeping it simple.

If you can’t explain what you do in terms a sixth grader can understand, you’re probably not keeping it simple.

My word-loving heart skips a beat when I click on a brand page and discover their purpose or mission succinctly packaged in a handful of words or a single sentence. Why? Because that’s a brand that knows what it’s doing – no b.s. or extra glitter needed.

The power of simplicity applies to brand identity, too – and Meow Wolf is a great example. If you’re not familiar, Meow Wolf is an immersive art experience created by a collective of artists out of New Mexico. Instead of viewing the art, you literally go into the art. Think one part Alice-down-the-rabbit-hole meets absinthe-induced hallucination meets alien planet tour meets life-sized comic book mystery. And really, that’s just scratching the surface.

If you’ve ever worked in marketing, you know that what may seem like simplest project can quickly and easily become the most difficult. Perhaps nowhere is that truer than brand naming – and rightfully so. A brand name is a big deal! Your mission may be the stake you put in the ground, but your name is, in many ways, the ground in which the stake is planted.

During my time walking through Meow Wolf, I kept thinking about their name. What did it mean? What does it stand for? Where did it come from? How did they choose it? I imagined a large group of artists debating the merits of different name options into the wee hours. Perhaps there were silent votes and smoke signals, not unlike the election of a new Pope, as the outside world waited with baited breath for the one true name.

A quick site search, however, revealed an entirely different reality:

“At the very first meeting of the collective in 2008, everyone put two words into a hat. Then [we] picked two random words out of the hat and got Meow Wolf.”

That story has stuck with me ever since; a case study in the power of simplicity.

Life is inherently complicated, but that doesn’t mean doing impactful work has to be complicated, too. Sometimes coming up with a new process or solution or improvement or innovation can benefit from simplicity, but perhaps not in the way we’re trained to think of the word. I’m talking about bold simplicity. Embracing the notion that less might actually be more. The courage to look what you do every hour of the day through the lens of someone who has no clue. A desire to uncover your version of naked simple – and stand firmly and proudly in it.

Simple does not mean easy.

Simple does not mean boring.

Simple does not mean prescriptive.

Simple means transparency.

Simple means clarity.

Simple means honesty.

And couldn’t we all use a little bit more of that?

Now go forth and keep it simple, smarty.

The post Simplicity Shouldn’t Be a Bad Word appeared first on Brains on Fire.

– Robert Collier

Once in awhile, I find myself in the company of someone who has no connections to the marketing world. Typically, the conversation will roll around to jobs, as polite small talk is wont to do. Over the years, I have come to realize that very few people in the outside world have any concept of what a copywriter is or does. Oh! You copyright books? Um, no. No I do not. If you enter into this profession, prepare to spend a great deal of time trying to explain what your job entails to the outside world. (And take a drink every time someone replies, “Oh like the person who came up with JUST DO IT!”)

On that note, six more observations on life as a copywriter:

1. You can’t be in it for the glory or the recognition.

With the exception of your internal colleagues and clients, copywriting is pretty anonymous profession. I can’t count the number of times I’ve been asked by someone, “Doesn’t it suck to write something awesome and not be able to put your name on it?” Not really, because that’s just part of the deal. However, if you’re the kind of person who needs/wants to feel like a rock star in the spotlight, this is probably not the career for you.

2. No words will ever cut quite as deep as, “It’s just a couple paragraphs.”

When you’re killing it as a copywriter, you make it look effortless and people around you will tend to forget that copywriting is a skill and a craft with a little sprinkling of your unique magic. The majority of a copywriter’s job is a one-on-one dance between our brains and a piece of paper (Fiiiine, the laptop screen. That just doesn’t sound as romantic.) Most of us prefer (and need) to retreat to our own space when we work, which can make our jobs a bit elusive to others. There’s no such thing as “just” in copywriting. Some of the most complex moments of my career have been spent in the company of very smart, talented, gifted people toiling and lamenting over a single word in a five-word tagline.

3. Writers and editors are not the same thing.

Don’t get me wrong, we love to pull out “the red pen of doom” and rework something from good to great, but when it comes down to every iota of grammatical minutia pulled from The Lively Art of Writing in tenth grade, that’s typically a different breed of human known as an editor. Editors and creative copywriters, however, are a bit like writing cousins. Most creative copywriters I know really love, admire and value the technical skillset that editors bring to the table. The world needs them! Which leads me to…

4. You can’t proof your own work – ever.

Sure, you can reread it, but there is nothing quite as valuable as colleagues willing to serve as your secondary proofers. (You know who you are!) One of my college professors was adamant about running everything through at least two sets of additional proofers who hadn’t touched the project. His theory = As long as your brain knows what it wants to be on the page, your eyeballs will be tempted to deceive you.

5. A lot of the most prolific copywriters are introverts – and that can be a challenge.

We live in a culture (and work in an industry) that reveres the almighty extrovert. These are the people who do their thinking externally and get supercharged by being around others, as well as thinking and responding on the fly. Wherever you are, whatever you’re doing, their presence will be known. On the flip side, I tend to see a lot of introverts drawn to copywriting, which poses a strange challenge within an industry that can undervalue the wonderful gifts, talents and balance they bring with them. We may not be the showiest or loudest people in the room, but that doesn’t mean we’re any less passionate about our clients, work or agencies than our more extroverted counterparts. A mix of personalities is what creates a strong agency and a strong team – and there is tons of science to back this up. As an introvert, however, you will have to work a little bit harder than extroverts to become an advocate for yourself. Get comfortable with sometimes being uncomfortable, especially when it comes to bringing your (valuable) voice to the table.

6. Find a hobby that has nothing to do with words.

I know, I know. We allllll love reading. But seriously, find yourself a hobby that gives you time away from screens and words once in awhile. Take up painting. Volunteer at an animal shelter. Take cooking classes. Become the most ruthless Settlers of Catan player the world has ever seen. Give your brain a word break. It will thank you.

The post Six Things I’ve Learned About Being a Copywriter appeared first on Brains on Fire.

Lately, I’ve been preaching this:

Human connection is the most powerful force on Earth.

Brains on Fire is the business of connecting humans around causes and shared passions in an effort to create a community of advocates around brands and organizations. It’s what we do.

But do we spark movements? Can we confidently make that statement?

In our first book, Brains on Fire; Igniting Powerful Sustainable Word of Mouth Movements, we define movements like this:

A movement elevates and empowers people to unite community around a common cause, passion, company, brand or organization. A sustainable movement happens when customers and employees share their passion for a business or cause and become a self-perpetuation force for excitement, ideas, communication and growth. In other words, movements inspire advocacy.

One of my all-time favorite lines from that same book is from Justine Foo, a PhD of Neuroscience and part of our extended Brains on Fire team:

“The role of traditional branding is to influence behavior. The difference with movements is to inspire.”

Our work is not about shouting our client’s messages from the rooftops, it’s about inspiring others to tell the stories that matter in their lives. It’s about connecting people. It’s about fighting injustices in the world – large and small – and empowering people to be a part of something bigger than their own lives. It’s hard work, not a magic marketing bullet. It’s messy. And it’s fun.

Helping our clients truly collide with the people they serve makes lives better. It also creates movement, advocacy and meaningful change in the world.

As I reflect over the work we’ve done in the last decade, the word that comes to my heart and mind is honored. Our clients trust us daily to help them do something more than make pretty pictures and write clever taglines. They are some of the most courageous people on the planet. I’m so proud that we have a number of clients who have actually changed jobs and taken us with them to their next destination.

We have learned a lot since our first book came out in 2010, eight amazing years ago.

We’ve done some things right and we tripped and had to course correct a time or two. But I do believe that we’ve stayed the course. It’s not about the product conversation, it’s about the passion conversation still rings true.

And most of all, this is our guiding light:

It’s about people. Always has been and hopefully always, always will be.

The post On taking a stand. And sparking movements. appeared first on Brains on Fire.

Yeah. I know. Pretty wild.

Nolan Towers Rice was born in the wee hours of the morning after 24 hours of natural labor with a head full of dark hair and the biggest Disney puppy dog eyes you’ve ever seen. In our time together, we’ve come to find that he loves the following: sitting on the front stoop viewing life, looking at plants, listening to music, staring at people with glasses, laughing at dad and his favorite book, Hello Garden Bugs.

Maternity leave was such a sweet time. It was hard as all get out, yes, but no surprise there. I went through a transformation of the largest magnitude: part physical, part mental, part spiritual. I came out on the other side changed at my core (pun not intended, but I’m gonna leave it. LOL #diastasisrecti).  Maternity leave was, first and foremost, a time to get to know my baby, but also a time to begin to piece together my own changing roles and identities. Who is Moe now? How do I balance Moe the individual, Moe the friend, Moe the daughter, Moe the wife, with this new, HUGE Moe — Moe the mother?

And oh, yeah. Where the hell does Moe the employee fit in?

Before I knew it my eight weeks were up and it was time to get back in the saddle at work. As you probably know, Brains on Fire has a baby-friendly policy. To read up on the specifics of this policy, click here, but the basic gist is that I can bring Nolan to the office with me until he’s six months old or starts to crawl. What a gift, right?

Why then, when I shared my plans to return to work WITH a baby, did people look at me like I’d just sprouted a tail?! “Ha HAAAA!!! Better up your prescription of Prozac,” one person said. Dozens of eyes widened in disbelief. I got more “IIII could NEVER do THATs” than I can count. Needless to say, as the time drew near and we shared our plans with more and more people, I got more and more nervous about how this would go.

Like most anxious mothers in the digital age, in the days before my triumphant return, I googled it. Hard. You’d be amazed at how little there is out there on this topic. Badger Balm rules the search with their widely celebrated policy. There’s a really interesting PopSugar piece on this woman, Meesha Chang, who is applying to jobs WITH her daughter. According to the Parenting in the Workplace Institute, over the past 10 years they’ve recorded only 200 businesses with Babies at Work policies, with just 2,100 babies hitting the office. If a baby is born every 8 seconds in the USA, at 86,400 seconds in a day, we’ve got over 75,000 babies A WEEK. These numbers just don’t add up.

So of course people are bewildered by our plans. It’s uncommon, this whole bringing baby to work thing. It’s rare, weird, and sounds complicated. At just two days in, it turns out that’s all true, but that doesn’t mean it can’t work. I was (and am) hell-bent on making this a success and sharing the process. For me, for Nolan, for Towers and for our family, but ALSO for any other mothers and fathers and companies out there that are on the fence about adopting a policy like this.

I’ve got about four months of this program left to enjoy, so if you’re curious about our journey, tune in. I’ll be popping onto the blog from time to time to report on tips, tricks, and our progress. In the meantime, you can see it unfold in all its messy glory on my Instagram stories. WARNING: it guest stars occasional tears, spit-up and blow-outs. You’ve been warned. 🙂

The post Babies at Work: Part One appeared first on Brains on Fire.

This is one of my very favorite lessons from Marcus:

“It never ceases to amaze me: we all love ourselves more than other people, but care more about their opinion than our own.”

Marcus wrote with wisdom and wild abandon because he never expected anyone to see his words. They were for his eyes only.

Following that example, every morning and evening, I spend a little bit of my day in reflection. Just writing from my heart and making notes to myself as I continue to create a life that makes my heart swell.

It’s like a guide book for me, by me.

And I’ve learned so much with this simple exercise. Some of it I’ll most likely never share. Every morning as I write though, I’m reminded of so many simple constants about life. They just keep returning to my thoughts over and over again.

So, in the hopes of inspiring you to examine your own life in writing daily, I’ll share a few of my favorite observations:

1. Writing inspires thinking. I say this a lot. But try it for a month. It really, really does.
2. Writing is like a muscle. Use it or it goes away.
3. The only thing we can control in life is our own actions, reactions and our own thoughts. That’s all. That’s it. It’s humbling to realize this over and over again as I write.
4. Every day we have a choice to live a life fully awakened or one where we simply go through the motions. I prefer to stay awake.
5. We can choose to see the abundance in our lives, or the lack. Because that simple choice is a thought in our mind. And again, we control our thoughts.
6. People, our relationships, are the stuff that makes life worth living. If you have crappy relationships, work on them to make them better or find new ones. If you want a life worth living, work on making your relationships with others deeply meaningful.
7. We have this saying at Brains on Fire, a company is the stories they tell. Well, people are also the stories they tell themselves over and over. What stories are you replaying in your thoughts? Good ones or not-so-good ones? You really do get to choose.

What do you know to be true? How has writing inspired your thinking. Or, more importantly, your life?

The post Things I’ve learned by writing each day. appeared first on Brains on Fire.

According to a Harvard Business Review article, “Today, over 40% of adults in America report feeling lonely, and research suggests that the real number may well be higher.”

40% of us. Geez, that makes my heart hurt.

The article goes on to say: “In the workplace, many employees — and half of CEOs — report feeling lonely in their roles.”

Half of all CEOs. Be nice to your CEOs, people.

More from HBR:

“Loneliness is associated with a greater risk of cardiovascular disease, dementia, depression, and anxiety. At work, loneliness reduces task performance, limits creativity, and impairs other aspects of executive function such as reasoning and decision making. For our health and our work, it is imperative that we address the loneliness epidemic quickly.

Loneliness kills more people than obesity according to this research.

So, who can fix this problem that is affecting so many of us?

This article actually brought tears to my eyes as I read it. It just hit a nerve. Because I also happen to believe that the workplace can be a big part of the solution to our loneliness epidemic.

A couple of weeks ago, after hearing news of Anthony Bourdains’s death, just days after Kate Spade’s passing, I walked into the Village Grind. I chatted with the team there as they made my favorite coffee. And I reminded them that the tiny little pieces of conversation they have with people each and every day are a part of healing loneliness. I’m not suggesting that Anthony and Kate were lonely — because I have no clue. But when we feel we’re not valued, that our lives don’t matter, we have certainly lost some sort of connection.

You can’t be human and not feel lonely and unneeded at times

But I’m worried about all of us in this social media, technology driven world we’ve created.

At Brains on Fire, we have our heads down a lot. Reading emails. Talking in Slack channels. Writing and designing at our computers. We often complain of too many meetings, but I actually love them (as long as they don’t last too long). Yesterday I had two meetings with clients in the afternoon. Mindful of the Harvard Business Review article, I took extra time to just share a wee bit more. To laugh, relax and really connect. I even left my phone in my car.

And it worked. I walked away feeling much more connected. It was so simple, really.

Living your purpose and creating community is a practice — not a business objective.

So. How can you get closer to the people you serve? What injustices are you fighting together? How often do you really take time to talk and share with your coworkers, partners and your clients?

Our lives will be better if we take the time to really collide and connect with others.

What one thing can you do today to make the world a bit less lonely?

The post The loneliness epidemic and how you can help fix it. appeared first on Brains on Fire.

And first lines of a book are always, always part of my decision to read forward.

Part of my job is talking to people who think Brains on Fire might be a good for fit for their organization’s dreams and goals. It’s a fascinating way to make a living, really. I adore it. Because each day offers the possibility that something new and wonderful is about to begin in the world.

“The beginnings of all things are small,” a quote from Cicero, is one of my all-time favorites.  I stumbled upon it online this morning. Just a random stumble that stopped me in my tracks.

Each email we get could be the start of something. Each phone call. Each conversation. That’s the beauty and the madness of this world we live in. I lose sight of that fact sometimes in the day-to-day routine of my life. But I am glad I got this reminder today. It prompted me to reflect on the small beginnings that have changed the course of my life, both personally and professionally.

So, my advice is simple today: Pay attention to all of it.

Every detail of your life might be the beginning of something really, really amazing. All the great work we’ve had the honor of being a part of began with one phone call, one conversation, one email. Every new relationship in your life begins small.

Ask yourself often; am I paying attention?

Am I eyes wide-open to what each first in my life is telling me?

The post The beginnings of all things are small appeared first on Brains on Fire.

At Brains on Fire, we believe that human connection is the most powerful force on earth.

So, you might say we are PEOPLE AGAINST LONELY.

Feeling lonely in your personal life is one thing, but feeling lonely at work is a real killer on many levels. When you’re lonely at work – when you are actually among other people – it’s easy to lose hold of your purpose. And we all know shared purpose at work makes for better work.

One of the biggest self-sabotaging ways of making yourself lonely at work is to consistently use the word I. I am so busy. I worked hard to make this happen. Someone told me once to scrub all your communication at work and replace I with WE. It sounds so simple, but it takes real effort. That effort has been life changing for me. This one simple awareness and change will go a long way to help you replace a feeling of lonely with a feeling of belonging.

HERE’S WHY:

1. When you take yourself out of the center, and put the emphasis on others, you make a mental shift that is powerful. I’ve said this before but a ME-CENTERED UNIVERSE = A MEDIOCRE LIFE.  This “look what we can do together” attitude takes a big, BIG burden off your shoulders. If you never speak of your I accomplishments and only of those you do with others, you see work as a shared responsibility. And you feel less stress. It’s magical, really.
2. It makes you grateful. When you realize and speak of only those things that happen when people work together, you embrace a feeling of gratitude for the people who work alongside of you. Gratitude is always a good thing.
3. Reading your emails to get rid of the word I, makes you a much better communicator. It forces you to see the email through someone else’s eyes. That makes you a better writer. And we all need to work hard on our written communication.
4. Start noticing the people you most admire in your organization. Are they “I people” or “WE people?” Really, start looking at what the people you admire say and do. Then model it.

Such a simple shift, but I will stake my career on the power of this one little change to transform the way you feel at work. So try it.

For the next 24 hours take the WE ONLY challenge. Don’t speak of yourself in the I context unless it is absolutely needed, like “Help me. I am stuck in the door or on fire.” You can use I then. (Smiling.)

The post How one simple word change can change your life appeared first on Brains on Fire.

I love being surrounded by shiny smart, change-the-world people.

Kicking off the Summit was Melanie Dulbecco, the CEO of Torani. I’m still thinking about her words.

She leads Torani, a 93-year-old global, flavored syrup company, with three core tenants she feels have led to their amazing growth:

1. Don’t do. Learn.

She invites her team to go on “learning journeys.” She takes her learning role super seriously by reading books on leadership transformation constantly. She believes that the development of her team starts with her own. I love this so much. Imagine if everyone in your company learned five new things this coming year. What might change?

2. No performance reviews.

Instead, they do “contribution management” where they ask for contributions. I love this too. Rather than look back, they look forward yearly to what is next for each person on their team. The conversation is focused on expanding the person’s contribution in the future. For instance, a person who, when under stress, often resorted to angry outbursts was asked to contribute to the team’s growth and her own by attending a communications class. That class attendance was celebrated as success. They also constantly ask each other “How will we measure MY success?”

Melanie says in this article (worth the read), “I’ve found it to be an engaging and motivating process. Looking forward to what people can do, instead of looking backward to what they have done, is a respectful way to discuss work and to get people feeling responsible for their own actions. It has energized individuals and the company as a whole.”

3. Stir up career mixology.

This allows them to celebrate and honor people who follow their own hearts by allowing them to do more of what they love. It allows them to explore. To mold their careers to work for their lives. Small companies practice this often, but it was refreshing to see such a large company embrace this concept.

Melanie also reminded me that culture is something you constantly have to tend. Every time you hire a new person, the culture shifts slightly. It is important to be mindful of this as you make new hires.

One of the other things Melanie reminded me of was subtle, but something I believe with all my heart. One of her slides showed a photo of a one of their trucks. Under their logo was a phrase that caught my eye. I’m not sure anyone really noticed it. It simply read: PEOPLE AGAINST BORING. I felt from the other photos she shared that this was a deeply rooted part of who they are. They’re colorful and approachable and struck me as a group that I’d enjoy hanging out with. It also reminded me to ask this question more often.

What injustice are you fighting?

This is actually the 11th Lesson from the Brains on Fire book. Nothing brings people together more than a shared fight, righting a wrong, and being on a shared mission.

We say often that Brains on Fire is a group of like-minded, passionate people who believe human connection is the most powerful force on earth. That makes us “People Against Lonely,” I suppose. I can get behind that. I often personally feel the more connected we are by technology, the lonelier we are.

Some other notes I made from some of the other speakers are worth noting:

• Don’t ever use email to share a negative emotion. Save those discussions for face-to-face or video calling.
• When you are interviewing to fill a job ask yourself, “Is this the right person for this job?”
• Constantly tie behavior back to values. Do it until people make fun of you!
• Start with your highest and best expectations of a person.
• What drives your desires? That is an interesting question, right?
• Be ridiculously transparent. Be open. Be ok with saying, “This is where I suck.”

So, there’s my super quick little Mo Summit recap. I’ll definitely be going back next year.

The post What Injustice are You Fighting? appeared first on Brains on Fire.

The process was rigorous and challenged us to find new ways to put our principles into practice. One of those ways was the internal implementation of “Good Time,” in which each of our employees receives four paid on-the-clock hours to volunteer each month. Another was the creation of Good Four, a national day of good launched last April, with the goal of helping brands and organizations see that making time for good doesn’t have to be costly or complicated to have a powerfully positive impact on their companies and communities.

In its inaugural year, companies throughout the country pledged to participate, allowing more than 600 employees to volunteer their time and talent to nonprofits and causes on 4/4. (We’ve done the math. The collective impact of this one day amounted to more hours than a full-time employee works in a year!)  

The post Good Four is Back… Let’s Give Four Hours For Good! appeared first on Brains on Fire.

On top of following along with other B Corps and what they’ve been up to, we’ve mapped out some of our dream “B Corp Road Trips” up and down the east coast, across the Pacific Northwest, and along the California coast.

Now we’re wrapping B Corp Month by pulling the curtains back on a few major brands that you may not know have that B Corp seal stitched next to their name. (Or maybe you did and are here to learn about the variety of ways those companies embrace their B-Corp identity.) Either way, below are five that jumped out to us. But if you want to meet the other 2,424 current B Corps, head over to the B Corp site!

When you visit the homepage of a clothing retailer, what do you expect to see? A flash sale with a ticking clock telling you to buy, buy, buy as fast as you can? A once-in-a-lifetime opportunity to get $20 off your next purchase of $100 or more?

Not at Patagonia.

The message they lead with is the story of Patagonia Action Works, a movement built around supporting the activists who are “working to find solutions to the environmental crisis.”

See for yourself right here. That is the definition of embracing sustainability in business.

More B Corp Apparel: Apolis, Allbirds, Raven + Lily

Method’s cleaning supplies have helped define what it means to be en environmentally-friendly product ever since they became a founding B Corp in 2007. On top of that, their parent company wins a BOF award for best cleaning company name ever — People Against Dirty.

So the next time you’re washing your hands with Method soap, you can feel good knowing that you’re supporting the B Corp ethos and protecting yourself from those germs lingering on your doorknob.

More Household B Corp Products: Meliora, The Refill Shoppe, Dr. Bronners

Looking for a Moo-phoria Caramel Cookie fix? Ben & Jerry’s churns out their ice cream the B Corp way. This includes using high-quality milk and cream that comes from family farmers and cows that aren’t injected with the synthetic hormone rBGH.

We know, we know — you don’t want to have to think about the science of your favorite late-night indulgence. But that’s why Ben & Jerry’s does it for you.

More B Corp Ice Cream to Scream for: Snoqualmie, Jeni’s Splendid, Blue Marble

Looking for a B Corp brew to go along with your Ben & Jerry’s? Pick up a New Belgium.

Colorado-based and 100% employee-owned, New Belgium’s fleet of beers are crafted with environmental stewardship in mind, “minimizing resource consumption and maximizing energy efficiency and recycling.”

More B Corp Beers: Sufferfest, Bison, North Coast Brewing

It’s in their name, and their slogan: “Live Well. Do Good.”

At its core, GOOD is a platform for collaboration and social impact. Selfishly, we love their quarterly magazine for guiding the way for living well, doing good, and how to best make an impact within the B Corp community and beyond.

More B Corp Magazines: Conscious Company, NOW, gb&d

That’s just a glance at the wide world of B Corp businesses promoting sustainability and redefining what doing good business means.

If you read our recent blog post on how to disclose when you’re working with brands, then you’ll be eager to know that no, we’re not making a penny by linking out to all these fantastic products and companies. We just like you. And we like B Corps. So we thought we’d play matchmaker and see if you hit if off. Now it’s up to you if you want to swipe right…

The post 5 Big Brands You (Maybe) Didn’t Realize Were B Corps appeared first on Brains on Fire.