NRPR Group Continues Successful 2020, Receiving Recognition with Nine Awards in First Half of Year

We are pleased to share that even in COVID-19 disrupted conditions, NRPR remains strong and  has been honored with  four award wins in 2020 in addition to five profiles by industry publications in recognition of CEO Nicole Rodrigues’ leadership in and influence on the public relations industry. These accolades are the result of the strategic advice shared with clients resulting in increased visibility and positive impact on sales. Thus far in 2020, NRPR Group has been honored with:

  • 2020 American Business Award Silver Stevie Award for Communications, Investor Relations, or PR Executive of the Year
  •  US - Strategic Communications Consultancy Firm of the Year
  • US Gamechanger of the Year - Nicole Rodrigues
  •  Total Prestige Magazine - Prestige 100

Nicole Rodrigues was also profiled as leading CEO in the following publications:

  • Insight Success - The 2020's Most Influential Women to Watch
  • SwiftnLIft - The 10 Most Dynamic CEOs To Watch Out For In 2020
  • Mirror Review - The 10 Inspiring CEOs to watch out for in 2020
  •  Exeleon Magazine - 15 Most Inspiring Women in Business
  • Acquisition International -2020 Global Excellence Awards Most Influential Brand Strategist 2020 – California

“Every award is an honor and further validation of the diligence and commitment of the NRPR Group team,” said Nicole Rodrigues, CEO and founder of NRPR Group. “I think of myself as a coach and my staff as my dream team. I inspire them and work with them to garner coverage for clients that are the best-of-the best and game changers in their industries. NRPR Group works closely with our clients to uncover their passion, vision, and differentiators and communicates that vision to influencers and media to increase visibility for them and deliver positive outcomes. While 2020 has been a difficult year due to the COVID-19 pandemic, I am pleased that NRPR remains successful and able to produce results for our clients and to help those in need. As such, we are giving back to Los Angeles, Las Vegas, New York, and San Francisco Bay Area-based businesses undergoing hardship resulting from the pandemic with discounts on agency services.”

Since its inception, NRPR has been honored with over 30 individual and agency awards, including several Bulldog Reporter awards, Ragan ACE awards, and Hermes Creative Awards.

Putting the Organization's Needs Ahead of Individual Needs

In order for an organization to succeed, its leaders need to set a mission, vision, and goals and then determine a strategy and objectives for achieving those goals. Staff who carry out the tasks needed to achieve the mission are an important component of a company’s strategy. Consequently, it is important to hire the right employees, which means those who have necessary skills, a willingness to learn, and agree with the organization’s vision. Conflicts occur when differences exist between the needs, values, and interests of individuals or groups and those of the leaders of the organization. It is important to create a win/win situation to balance the dominating needs of the organization with those of the individuals in order to retain satisfied employees and meet organizational goals. To some degree, individual needs must be left in the parking lot to separate one’s personal and work lives and to maintain a certain level of productivity and professionalism.

Why Employees Needs Matter
In the well-known Maslow’s hierarchy of needs, Abraham Maslow uses a pyramid to show how human needs start at the bottom with basic physiological needs and extend upward to self-actualization needs.

  • Level 1/Physiology: the most basic needs of oxygen, food, water, and shelter
  • Level 2/Security: safety, emotional security, financial security, health, and wellbeing
  • Level 3/Belonging: the need to feel as if one is a member of a community
  • Level 4/Self-esteem: confidence in one’s value as a human being; and
  • Level 5/Self-actualization: the feeling that one is reaching their full potential

Leaders need to be aware of these needs to keep their employees motivated and satisfied. Happy employees are more productive and deliver better results for the organization. Leaders need to demonstrate to their teams that members are liked, appreciated and their opinions matter.

In 1997, Robert Barrett used Maslow’s hierarchy to develop seven levels of organizational consciousness. He continues to refine the model. These needs encompass:

  • Level 1/Viability: Survival and financial stability
  • Level 2/Relationships: customer, client, vendor and partner satisfaction
  • Level 3/Performance: results, productivity and efficiency
  • Level 4/Evolution: continuous learning, innovation, empowerment
  • Level 5/Alignment: integrity, trust, honesty, transparency
  • Level 6/Collaboration: cultivating communities, mentoring/coaching; and
  • Level 7/Contribution: Being of service, social responsibility

Obviously, an organization needs to be concerned about revenue generation and keeping the balance sheet in check. Leaders also need to innovate and adapt to changing market conditions. Moreover, it is important to consider employee satisfaction, employee growth paths, and the company’s role as a corporate citizen of the city, state, and country in which the organization exists.

Why Employee Needs Do Not Matter
Employee needs do matter, but an organization needs to be focused on organizational needs and not what is good for an individual, whether that person is a CEO or a line worker. What is best for the overall organization is what matters. Consequently, employees need to separate their personal feelings and needs from those of the organization and support the mission. If one cannot do that, because they have decided to become a vegan and they work at a meat packing plant, it may be the wrong place for them to work. This separation also does not mean that leaders should not be open to the ideas of staff, but it does mean that we need to leave our personal baggage at the door. If employees are distracted by personal problems, they will not be as focused on their work and may be more critical of others. Productivity and company core values can fall away if employees are not focused on their roles.

Both the organization and its employees will prosper when their needs align with each other. Leaders need to be cognizant that employees want to feel empowered and involved. Employees need to commit to fulfilling the goals of the organization. When everything is in balance, an organization will be better positioned to succeed.

NRPR Group Adds New Clients in Q1 2020, Projecting Positivity for the Year Ahead

Congratulations to the NRPR Group team for a successful Q1 2020. In times overshadowed by the Covid-19 pandemic, CEO NIcole Rodrigues pushed the team to be “stronger than Corona.” The team kept their spirits high and achieved success in working with clients.

In the first quarter, the agency added new client project wins including Mobilize, the Australian Institute for Machine Learning, and more. NRPR also announced it is giving back to Los Angeles, Las Vegas, New York and San Francisco Bay Area-based businesses, currently facing hardship by offering advance discounts on “return marketing, video and PR services” to help them communicate to their customers when they’re once again up-and-running that will enable them to increase their revenues as soon as they’re able to reopen their businesses.

“It’s a scary time for people around the world and Team NRPR is incredibly thankful for its clients as we weather this storm together,” said Nicole Rodrigues, CEO and founder of NRPR Group. “ During a time that’s being referred to as ‘The Great Adaption,’ we want to help empower companies by prioritizing the betterment of the human condition with strong marketing support to their communities to help them improve what will be our new reality as soon as possible. We look forward to doing our part when that time comes and hope people keep their spirits high as we all work to get through this pandemic as one global community united.”

Our hearts break for the companies currently experiencing hardship and temporary closures during this time that's putting people out of jobs and causing them worry about their futures. We want to assure the business owners who are able to get back to business on the other side of this pandemic that we will be offering discounted services to innovative, social good-minded products and service them specifically, to help them get back on their feet.

As global economic pressure arises, businesses continue to push forward and NRPR Group is privileged to stand strong and proudly partner with them as everyone prepares for a new and unknown reality. NRPR Group also received industry recognition this month with its inclusion in Expertise Magazine’s list of the Best Digital Marketing Agencies in Los Angeles.

Physical Distancing Does not Equal Social Distancing

Our vocabularies have changed since the COVID-19 outbreak. Words such as pandemic, shelter in place, flattening the curve, essential worker, and my least favorite, social distancing, are now commonplace.

Social distancing is defined by as “measures that reduce contact between large groups of people. Social distancing measures often entail canceling big gatherings (such as conferences, classes, church services, concerts, and sporting events), restricting mass transit and travel, and working from home.” As someone who spends what seems like 28 hours a day on Zoom for religious services, business conference calls, virtual club meetings, and catch up calls with family and friends, I prefer “physical distancing.” defines physical distancing as “an alternative term for social distancing. The term also emphasizes that people should still socialize using digital technology and social media while they are separated physically.” Our work situations and vocabularies must change to accommodate physical distancing without creating social distance. This blog will offer some tips on how to do so.

Put systems in place
When employees work from home, it is important to set expectations that for the most part, the same work culture will apply in this new circumstance as when everyone was in the office. It is important to position the work from home not as a vacation or opportunity to postpone tasks until back at the office since that date is unknown. While it is important to have some flexibility, there should be rules about adhering to deadlines and if status reports are needed. It is important to demonstrate trust in your employees; if they were hard working and productive at the office, it is likely that the same work ethics will apply at home.

Show some empathy
While it is important to maintain a work-as-usual culture, it is also necessary to realize that conditions are not the same. Employees now may be faced with childcare and homeschooling, limited space, disruptive pets, and shared bandwidth. Everyone is a bit stressed and some understanding may be in order. Work of course is a good antidote to focusing on a bad situation and employees should try to leave problems at the invisible door.

Focus on output
Because the work situation is not the same, it is crucial to remain results-oriented. If an employee is working independently on a project and needs to take breaks during the day for family issues, but not missing meetings, or creating bottlenecks for others, managers should offer some leeway if the work is done with the usual quality and within the expected timeframe. Just as they do in the office, employees like to feel they have ownership of tasks and do not want to be micromanaged if the deliverables are met.

Have regular meetings
Social connection with the full team and coworkers helps to alleviate feelings of isolation and reduces stress. According to Michael Lee Stallard and Katharine Stallard, when one is feeling alone, the person is more likely to react more intensely to negative inputs and feel helpless, which has a detrimental effect on productivity. Even for employees who are not lonely, regular face-to-face interaction helps to satisfy the need for community, which in turn fosters cooperation and collaboration. Regular daily “fire up” morning meetings enable teams to set priorities, socialize, and assure everyone is on the same page and has necessary information and resources. Leaders should encourage team members to meet with one another to work on projects just as they would in the office. This can be accomplished through Zoom, WebEx, Skype or other platforms.

The Psychology of Remote Workers
Conflict can more easily erupt when employees are not in-person with one another. Non-verbal communication is more difficult to interpret and unfortunately, people may feel freer to speak their minds without filtering when distanced from the person. Christopher Terry in The Emerging Issue of Digital Empathy explains that the personal thoughts and attitudes of the people expressed in digital media may be different from those expressed in real life. Simply put, people are more likely to be jerks and feel they can more freely speak their minds, known as Online Disinhibition. This lack of empathy is also due to asynchronicity in response time and lack of face-to-face presence. The response may not be immediate in a digital exchange and they avoid seeing the physical reaction of the other person.

The bottom line is that we are all going through a difficult time filled with uncertainty. It is vital that we maintain a sense of connectivity, kindness and humanity to keep each other going. We also need to remain positive and optimistic about the future even if a company may be headed toward hardship. We may be physically dispersed, but we do not need to be distanced. Stay safe, stay well.

Successful Succession Planning: How to prep for someone to take your place when you’re promoted or you leave your post

In these unsettled times, there still may be many people undergoing a job change due to their own involuntary exit, the exit of others, or taking an opportunity that has now become available. Even if one is not leaving, it is always a good time to think about succession which is “who will replace you if you are promoted or leave the company.” Succession planning involves identifying and developing people to fill positions within the company. Succession planning is also a beneficial strategy for retaining great employees by letting them know that they are appreciated and have a future in the organization. Moreover, it is always worthwhile for one’s own career to think about where you would like to go as the next stop on your career path. In this blog, we will offer a few suggestions for grooming your successor.

Step 1: Draft a job descriptions for your position
A job description outlines the responsibilities of the position holder along with the knowledge, skills and capabilities required to perform the work. It is important to keep job descriptions updated as roles change. The job description should be available to all employees so that they know what requirements are needed on the next rungs of the corporate ladder.

Step 2: Write out step-by-step what you do on a daily basis
Take time to write out what you do, step-by-step, day-by-day so that the person taking over your job is prepared. Include on the list what you do, who you deal with and their contact information, resources needed, status of current projects, and how tasks are done. Pertinent details include how to access certain information in shared cloud storage, how to log into reporting systems and the “care and feeding” of certain clients. If you cannot properly and thoroughly pass that information down, you cannot pass down your post. Or, you will be promoted and FOREVER be doing the old job because it's not written as a handover. It is also useful to be able to sit with the person and talk through the handover document, but if that is not possible, the written documentation will suffice.

Step 3: Do a Skills Gap Assessment
Once the job description is written, a leader can pinpoint which employees have those traits and where training is needed to build the skills needed to fill the position. Employees can also do a self-evaluation to determine which path they would like to follow and how they can build the skills needed to be successful in both gaining and then filling the role. Oftentimes, a company will designate an heir apparent for a role, but will neglect the important step of preparing the person with the necessary skills to fulfill the role, thereby setting them up for failure.

To build skills, there may be company-wide programs in which a person can participate, or they may want to investigate external professional, web-based, or university programs. There are also myriad books that can educate an employee. Nicole Rodrigues, NRPR CEO, recently wrote Beverly Hills Boss, a book, which offers advice on how to become the boss of your life, journey, and destiny by sharing her story of how as a young girl she had a dream and despite the odds against her made my dreams happen, and how you can too.

Step 4 Become a mentor
Mentor relationships may be formal or informal and both are beneficial. In either case, a more seasoned and a less experienced person meet regularly to learn from each other, which is mutually beneficial. Mentees can help older experienced workers learn new technology and reignite their passions while mentees can learn leadership, interpersonal, and job-specific skills. Mentors may be assigned or either the mentor or mentee may approach a person with whom they would like to work. A good mentor may see potential that the mentee does not see in themselves. The best relationships are when an individual is matched with someone whose career path and current position reflects their own aspirations. These two individuals most likely will have shared interests and can help one another with goals.

Step 5 Offer incremental opportunities to build skills
There is a saying, “give a man a fish, and he eats for a day; teach a man to fish, and he eats for a lifetime.” By giving an employee ownership over a small project or a portion of a larger project, they will have the opportunity to catch a trout and can build up their skills so that they will be prepared to land the whale of an opportunity and be ready to fill the position you are vacating.. Owning projects and figuring out how to accomplish tasks is a great learning experience and confidence builder. It is important that the person knows that there is a senior person to whom he can go who will help him to find his bearings and determine next steps if he finds himself in a tight spot. When the project is completed, the leader and employee should sit down for a debriefing and to celebrate successes and make recommendations for the next project.

Succession planning helps to keep everyone motivated and to prepare for smooth transitions. Regardless of the reason you are leaving a position, it is important to leave everything in order so that the next person to hold the job can be positioned for success and that the person leaving will not lose the trusted reputation they have worked hard to build. Good luck in wherever your career path takes you.

Creating Your Own Good Luck

St. Patrick’s Day was earlier this week. That got me thinking: Most of us have heard the phrase “luck of the Irish,” or heard about lucky Shamrocks or four-leaved clovers, and that wearing of green link to the holiday and good luck. But is there really such a thing as good luck? It may seem at first glance that a coworker or friend is very lucky; afterall he received the promotion you deserved.. Do they have better luck than you or is it something else that propels their success? Is there really such a thing as luck or do we make our own luck? The Roman philosopher Seneca is quoted as saying, “Luck Is what happens when preparation meets opportunity,” and this seems more reasonable than equating luck with chance or serendipity. People who appear to “have all the luck,” tend to do five things that we will discuss here.

They Have Goals
People who are deemed lucky know what they want to accomplish whether it is to run a marathon, purchase a home, or be promoted at work and have a plan as to how they will accomplish these goals They are not discouraged by obstacles along the way that may slow their progress toward goal attainment. They see failures as temporary setbacks from which they can learn and perhaps change course. People who see themselves as less lucky may see obstacles as reasons to quit, may blame others or circumstances for their failures, and do not celebrate successes along the way to keep them motivated toward goals.

They Take Risks
We all have our comfort zones and some people convince themselves that they have everything they need within the zone and do not need to stray from there. This stops them from taking risks and moving beyond our fears of failure. People deemed as lucky are willing to take risks and try something new, which may or may not work. If it does not work, they evaluate what went wrong and determine if that occurrence was in or out of their control and what could be done differently.

They Connect with Others
Lucky people tend to be more extroverted and happier in their lives. They put on a power outfit and a smile on their face and attend networking events and chat confidently with other attendees. They form relationships that could ultimately be beneficial for all those involved. Lucky people reach down to help others up the mountain that they are both climbing.

They Act Positively
Lucky people see the positive in even bad situations, realizing that this too shall come to pass. They do not dwell on a bad situation and consider what can be done in the short term to deal with it. They also may see the silver lining such as realizing that the ongoing coronavirus (Covid-19) closings and quarantines are resulting in reduced gasoline consumption, which will reduce greenhouse gas emissions. Positive people are grateful for what they do have even in bad times.

They Make Good Decisions
Lucky people do not stand idle waiting for good things to happen. They look for opportunities that will bring them closer to their goals and decide which path to pursue based on the current available information. When circumstances seem to be putting obstacles in their path, lucky people ask if they could have predicted the outcome and avoided the situation? If yes, then they may have made a poor decision and need to come up with a new strategy. If the answer is no, then it is likely something out of their control and they cannot despair; it’s again time for a new strategy.

Occurrences of luck or serendipity rarely occur. In most cases, we do have control over the events in our lives and how we choose to react to them. We can then create our own luck by being prepared to help ourselves, and to engage in self-fulfilling prophecies that good things will happen to us. Good luck and be positive.

A Conversation with Nicole Rodrgiues, Author of Beverly Hills Boss and CEO of NRPR Group

Writing a book is like having a baby. One faces blood, sweat and tears along the often difficult, long process to actually see the “birth” of the book. The anticipation builds until finally you see the finished product, the book is published and the positive feedback rolls in.  We are very excited to announce the birth of Beverly Hills Boss, the new book by NRPR Group’s CEO and fiercely awesome boss in her own right, Nicole Rodrigues.

In Beverly Hills Boss,  which was published on February 20, 2020, is available in paperback on Amazon and as digital ebook at, Nicole explains how you can become the boss of your life, journey, and destiny by sharing her story of how a young girl with a dream and the odds against her made her dreams happen, and how you can too. With perseverance and dedication, Nicole learned to never give up on her dreams and to believe in herself. Rather than dwelling on the past, the “what ifs,” and “what could have been,” she focuses on the right now and to-dos. Whether you are a student, a young professional, an entrepreneur who runs or wants to start a business, a PR boss or boss of your own destiny, Beverly Hills Boss provides tips and other resources to develop necessary leadership and life skills.

We sat down with Nicole to learn more about the book and the writing process. 

What made you decide to write a book and this book in particular?

Writing a book was always on my list of things to do in my lifetime. I promised myself that if I became successful and made it through the tough times in my early life that I’d write a book to inspire people and show them the way.  As you are going through life, you never know if you are going to make it. When NRPR hit our fifth anniversary, I realized that we had overcome many hurdles that could have stopped me and knew I was ready to write the book and share my journey in an effort to help others.

How did you come up with the title Beverly Hills Boss?

The name Beverly Hills Boss came from my publisher and Beverly Hills Boss YouTube show producer. We knew we wanted Beverly Hills in the title and threw around so many names. Finally, after much collaboration, the name Beverly Hills Boss came up and we were all in complete agreement! It just FIT and was perfect. 

Briefly describe what you want the reader to take from the book?

I want readers to connect to themselves and their own journeys, while reading through mine. I want them to celebrate their obstacles, which is something many people do not do. We can complain about the challenges we face in life or we can appreciate every obstacle as a way to gain strength and to learn.  Obstacles can be opportunities. Readers will be motivated and inspired to overcome any challenges that are currently standing in the way of their dreams!

Who should read this book?

Anyone who needs inspiration and a guide for growing as a person and in their career. Whether they’re a CEO, potential CEO, career-minded person, someone trying to get to the next level, a college student trying to find their way, a PR pro trying to figure out how to create a great firm, a mom who gave up on her dreams to be a mom and still has dreams inside her, or a young person who needs to know they can reach every dream they are willing to work towards; this book is for everyone!

What did you learn about yourself when working on the book?

I learned that I am incredibly resilient and unafraid of obstacles. I am willing to look at myself and find the flaws that need to be improved and improve them. I learned that I am DEEPLY appreciative of my friends, family, mentors, team members and all people who have been in my life. I’ve also learned that for once, I can look back at my life and say I WOULD NEVER CHANGE A THING!

Will you write another book?

Absolutely! I plan to write at least another two. The next one is already coming together and will focus on my journey through the educational system and how to overcome hurdles within the system. I have high hopes to finish within six months of when I finish grad school.

A Good Leader… Is a Strong Decision-Maker —By Shantel Carvalho

Google completed 10 years of research on what makes a good manager at a company. These 10 traits resonated with team NRPR, as they reminded us of our own CEO, Nicole Rodrigues. Over the next 10 days, we are running a special series on this blog with our reactions to the list and what it means to be a good leader. This is post 10 of 10.

One of the most critical roles of being a great leader is to develop outstanding decision making skills, ranging from tactical and simple to strategic and complex. Being an effective leader holds a tremendous amount of responsibility and pressure regarding making the right decisions at the right time to keep your business successfully moving forward. Strong leaders have emotional intelligence, construct decisions that will make a positive impact on yourself, your team members, your clients and your business.

Great leaders take the initiative to set guidelines for their employees to follow, bring out their best technical skills, and encourage them to be the best version of themselves. A leader’s ability to quickly make assessments of each of their employee’s skills, character and abilities is critical for creating an effective working environment that supports their professional and individual development. A strong team is the one that can surpass their differences, co-exist through mutual understanding and the ability to rise above any situation together to achieve successful goals.

At NRPR, Nicole Rodrigues, CEO, is our captain who provides us with the map and direction to steer our business ship toward working as a team to sail forward smoothly to our successful destination. Nicole has the ability to motivate you in a way that is contagious with such an optimistic flare that you can’t help but smile and keep moving forward because nothing is ever impossible, the word itself says, “I’m possible!

A Good Leader…Has a Clear Vision and Strategy for the Team —By Shantel Carvalho

Google completed 10 years of research on what makes a good manager at a company. These 10 traits resonated with team NRPR, as they reminded us of our own CEO, Nicole Rodrigues. Over the next 10 days, we are running a special series on this blog with our reactions to the list and what it means to be a good leader. This is post 9 of 10.

Successful leaders understand the importance of developing a clear vision and strategy for their team. One of the main qualities of excellent leaders is their ability to perfectly execute a compelling vision for the future and when the vision is communicated confidently it will motivate their team to do their absolute best at all times. In order to build an amazing team you need to inspire them by creating a clear shared vision regarding your company's goals and set small attainable goals along the way, that map to the bigger strategy, to ensure your team is making progress toward fulfilling the company's vision. A leader must communicate the goals effectively to give their team a sense of the impact of their work. Great leaders understand the importance of motivating their team with purpose-driven goals that help to eradicate distractions by keeping the team member focused on achieving each goal. The importance of setting strong goals will encourage performance by inspiring your team to enhance their efforts in assigning ownership and accountability to the person with meaningful work and an understanding of how it connects to the bigger picture.

At NRPR, Nicole Rodrigues recognizes the opportunities necessary in order to create a successful work environment through communicating a clear vision that challenges each team member in a motivating way that brings out their best selves to accomplish great things. Nicole understands the benefits of building a successful team environment with positive engagement through setting objectives based on the importance of the task, and accomplishing each goal through meaningful work. Being a great leader means motivating your employees to work as a team, regardless of differences or outside challenges. Taking the time to incorporate a compelling clear vision will play a critical role in getting your team on the same page, remaining focused on goals and working as a well oiled machine towards accomplishing those goals.

Shantel Carvalho is an Account Coordinator at NRPR Group.

A GOOD LEADER... Is a Good Communicator — Listens and Shares information — By Lynda Starr

Google completed 10 years of research on what makes a good manager at a company. These 10 traits resonated with Team NRPR, as they reminded us of our own CEO, Nicole Rodrigues. Over the next 10 days, we are running a special series on this blog with our reactions to the list and what it means to be a good leader, written by individual NRPR staff members. This is post 9 of 10 in the series.

Good communication is important to any organization and team effort. Team members must feel comfortable bringing up suggestions issues of concern and asking questions. It is the leader’s role to create an environment in which staff are encouraged to share ideas and not hesitate to ask for clarification or help as needed. When members do not feel free to ask for help, quality of work declines along with morale with a domino effect that can spread to other employees and client deliverables. A team leader can promote communication by having an open-door policy, by having weekly meetings and informal get togethers so that people can build friendships and trust, which inspires communication.

There are certain bosses who shoot down ideas from the people who work from them and have an authoritative approach to leadership. Employees can become uncomfortable in asking questions, find it difficult to accomplish tasks without needed support and become frustrated when they feel they are not receiving the respect and resources they deserve. Conversely, there are other leaders who facilitate communication and are good listeners. A good listener gives the other person a chance to speak, provides verbal and nonverbal cues that they are listening, and asks for clarification as needed. Sometimes just listening helps the staff member to brainstorm and come up with his or her own solution. A good leader will help a person to find solutions to issues, without micromanaging in order to help team members to think strategically and grow.

Fortunately, Nicole Rodrigues, NRPR CEO has built a culture of support and understanding at NRPR Group. She strongly believes in communication and keeping people in the loop and making sure that circles are closed and everyone on the team knows what one person is working on and when tasks have been completed. We have weekly All Hands calls in which status reports are shared and Nicole communicates about agency news, agency direction and what priorities should be for the week. There is a fine line between feedback and criticism and Nicole knows how to make sure that team members feel supported even when being called on the carpet.

A good leader is a good communicator and creates a culture of communication, which results in greater productivity and satisfaction all around.

Lynda Starr is Marcomms Director at NRPR Group.