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Cindy Waters
Digital Communications Strategist - Join me at Nectar!
Cindy Waters is a digital communications strategist with over 13 years of experience working with top-tier tech and consumer brands. She excels in enhancing brand visibility by effectively connecting companies' messaging with audience preferences.
Passionate about staying at the forefront of technology, Cindy enjoys exploring emerging trends like web3 and innovative ways to deliver impactful messages. She finds fulfillment in educating others on novel audience engagement strategies and leading teams to execute successful campaigns.
Currently, Cindy is actively contributing her expertise at Nectar PR, where she leverages her vast experience to drive digital strategies for clients.
Throughout her career, Cindy has collaborated with renowned brands such as Google, Facebook, Netflix, and more, showcasing her ability to navigate and elevate the digital presence of diverse entities.
Her academic background includes a Bachelor of Arts in Media Studies from Pitzer College and additional education in Documentary Production from New York University.
Cindy has held notable positions in various organizations, including VP of Digital Strategy at Nectar Communications, VP of Digital Strategy at Strange Brew Strategies, and management roles at Intuit, VaynerMedia, and The OutCast Agency.
With a proven track record of developing and executing successful digital strategies, Cindy Waters is known for her strategic thinking, leadership in building effective teams, and her creative approach to enhancing brand communications.
Highlights
When we think of communications, we envision someone smooth in an expensive suit, dealing out bridging statements on the fly.
We don’t think of ADHD. We don’t picture our friends on the spectrum in that role. But why not?
I am on the spectrum with ADHD and it makes me a better communicator. Neurodiversity looks different for everyone but here’s how its helped me:
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My inner-anxiety regarding verbal communication pushed me online at a young age. I started my career in social media when I was 9, making me an early adopter of social platforms like Twitter and helping me to carve a niche in an emerging space well before it had become standard practice for agencies to provide social media specialists.
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My obsessive tendencies mean I will happily dive head first into a problem until I feel like it’s resolved. In hindsight, I’ve probably given away hours of free work because I felt guilty charging clients for spending 8 hours learning about their vertical. It’s not like I intended to spend 8 hours, I just couldn’t stop myself.
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My struggles to understand social cues mean I’ve had to work hard on developing skills to help me read the room and work on empathy. I’ll never forget when one of my first leaders pointed out how I got so carried away with a debate that I didn’t realize I was angering her until she explicitly told me. It was a hard lesson that paid back in dividends.
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I’ve never been good at going with the flow. At work, this manifests into my belief that it’s better to forge new best practices than follow current ones. Too often I’ve seen my peers rise through their careers without questioning if the best practices that delivered their initial success will reap the same rewards in the future.
If my story has opened your mind to neurodiverse talent, here are my suggestions:
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Ask job candidates questions with specificity (“What was the last thing you taught yourself?” is my favorite)
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Study up on common neurodiversity misconceptions so you don’t repeat them.
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Discuss with the individual the best way to deliver feedback (e.g. I am someone who needs very explicit feedback or else I’ll think you’re making a passive suggestion).
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Embrace their strengths and weaknesses — use their strengths to offset another’s weakness and vice versa. And be mindful of your expectations if it’s a neurotypical or neurodivergent working on an assignment.
I hope you find this helpful and that it gives you some food for thought as you carve out recruiting and hiring strategies in your organization and/or team, and work with your neurodivergent colleagues. At the very least, I hope that it helps at least one other neurodivergent female find her voice in the comms world like I did. Sometimes neurodiversity makes all the difference.
Requisite hashtags: #neurodiversity #neurodiversityatwork 😉
