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Tag: Growth Strategies

  • 8 Ways to Become the Exceptional Leader That People Actually Want to Follow | Entrepreneur

    8 Ways to Become the Exceptional Leader That People Actually Want to Follow | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Some people may have natural leadership abilities, but the hard work combined with that ability creates a true leader. Moreover, good leaders who are willing to do the work of continuous improvement can learn to become great leaders.

    Here are eight skills that can get you there:

    1. Practice self-awareness

    Awareness of oneself is how an individual consciously knows and understands their character, feelings, motives and desires. Through self-awareness, leaders can inspect and improve their behavioral patterns and, as a result, their contributions to successful outcomes. In addition, a high level of self-awareness opens the door to ongoing self-improvement.

    Related: Why a Self-Aware Leader Is a Good Leader

    2. Look past yourself

    The key to helping senior leaders become great is teaching them to look beyond immediate outcomes. In doing so, they become adept at seeing how their decisions and actions will play out in the next two fiscal quarters, at the end of the year, at the end of the next year, and beyond. Good leaders play checkers; great leaders play chess.

    Related: 9 Reasons Humility Is the Key Ingredient to Exceptional Leadership

    3. Embrace humility

    You are not the only one with great ideas. This means leaders must take an honest view of their own importance, which often requires an outside perspective to achieve it. It also means being humble enough to listen to and act on valid feedback, regardless of who offers it. It’s great when someone can offer truthful feedback in a friendly, constructive way. But even if the delivery is less than cordial, resist the temptation to “get them back.” Instead, focus solely on the core of the message, not the delivery,

    4. Maintain a beneficial schedule

    A beneficial schedule enables leaders to do their best thinking consistently. It requires the right amount of rest and time away from work — even thinking about it. It also means incorporating whatever is needed for a healthy body, mind and spirit, since they all work together.

    There are two specific benefits of keeping a beneficial schedule:

    • It fosters strategic and creative thinking. You can’t lead an organization if you don’t look ahead at different time horizons and think strategically about them. This is where creative thinking happens. Getting into that z one requires you to be physically, mentally and spiritually best.
    • It models healthy work-life balance. Many leaders look to the boss for how long they will work each day, when to begin work, etc. If you respond to emails over the weekend, everyone will think it’s the norm. The brain needs to rest and rejuvenate; working or thinking about work 24/7 is the exact opposite.

    5. Learn impulse control

    The ability to hit the pause button on emotion-driven impulses allows you to truly hear and digest what is being communicated by another person or within a group, respond with reason and intention, and logically document shared thoughts for further analysis. This skill enables you to think more rationally and deeply and consider all ideas – or combinations – to devise the optimal plan for achieving the best outcome. It also requires you to set your ego aside and really understand that finding the best solution is all that’s important.

    6. Meet people where they are

    Learning to listen and seeking to understand are common characteristics in all great leaders. The trick is lowering your own filters so you can stop making assumptions based on your perspective. A good coach can help you do this and provide tools to hone inquiry skills so you can ask great questions at the right times to bring others along — the kind of questions that don’t simply elicit information but provide a window into what makes that person tick.

    Related: The 6 Steps From Startup to Thriving Company Culture

    7. Speak kind truths and hear them

    Kind truths are important building blocks of trust in strong working relationships, which are essential to being a great leader. You can’t do everything yourself and be a great leader; you must achieve through others via collaboration and influence. How do you influence? By building trust.

    Examples of kind truths:

    • Call out the obvious. Call out the elephant in the room. Everyone already sees it, anyway.
    • Give direct feedback in a kind way. Refer to the action, not the person, avoiding “shame” language” – when the word “you” is used along with “should” in the past tense, i.e., “You should have known better.”
    • Speak clearly. Often, we try to soften our feedback, not wanting to hurt the other person. However, this makes the feedback muddled and unclear; kind truths are clear.
    • Invite and receive direct feedback. Most people are afraid to tell the boss where they can improve. Instead, ask them, “What I hear you not saying is…do you feel like this is true?” Say it in a non-confrontational, inquisitive way; you will be shocked when they say, “Yes, wow, that’s right.” The key is to do something about it then.
    • Act on the feedback. When someone gives you feedback, mirror it back, essentially asking what change they’d like to see. You can then speak about its plausibility and shape it to pinpoint exactly what needs to change or improve. Then, commit to doing it, with a date when you will check back with them on the changes they have seen. Then, set up whatever system works for you to make this behavioral change rapidly and permanently.

    8. Adopt reciprocity

    Reciprocity is the practice of exchanging things with others for mutual benefit. You can’t be a truly great leader if you do not give to others for their benefit. They are always giving to you; the higher your role, the more they are giving. Give back to them; give to everyone. All the great and successful leaders of our time did more than just take every beneficial thing that was given to them; rather, they gave at least as much, if not more, than they took.

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    Karen Brown

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  • Here’s How to Recruit and Retain Talent From All Generations | Entrepreneur

    Here’s How to Recruit and Retain Talent From All Generations | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    With boomers staying in the workforce longer and Gen Zers increasingly foregoing traditional career paths and heading straight to work, today’s offices, job sites and conference rooms are more generationally diverse than ever before. The range of experiences and points of view offered by today’s labor pool is helping companies be more productive and successful than in years past, with collaboration between workers of varying ages leading to increased innovation and resilience.

    However, while nearly all of today’s workers show a preference for companies with clear values, their preferences and priorities on benefits, compensation and other offerings vary.

    Related: 5 Ways to Achieve Better Recruitment

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    Alison Stevens

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  • Get a One-Year Costco Membership Plus a $30 Digital Costco Shop Card for $60 | Entrepreneur

    Get a One-Year Costco Membership Plus a $30 Digital Costco Shop Card for $60 | Entrepreneur

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    Disclosure: Our goal is to feature products and services that we think you’ll find interesting and useful. If you purchase them, Entrepreneur may get a small share of the revenue from the sale from our commerce partners.

    The average business owner’s schedule doesn’t leave much room for running errands. A survey conducted by Score found that 33% of small-business owners reported working more than 50 hours per week, and 25% said they worked more than 60. That leaves little room for time wasted on long drives to pick up groceries and other home essentials.

    Costco may be a time-saving alternative due to the wide range of products and services available at more than 500 Costco warehouses. Start shopping by getting a Costco one-year Gold Star Membership and a $30 Digital Costco Shop Card* for $60.

    See how you can save time and money by shopping at Costco.

    Costco has a wide selection that could help you cut down on trips to other stores. Shop for brand-name products, fresh produce, office snacks, and you could even grab a hot lunch at a Costco food court.

    Need a fresh look for the office? See what’s available online or in person for home and office decor. You could even use your $30 Digital Costco Shop Card* to help offset some of the cost of redecorating or upgrading your electronics.

    Whether you’re taking the company car or your personal vehicle, be sure to stop by a Costco Gas Station to fill your tank with gasoline. If your car needs a little more attention, drop by the Costco tire center for brand-name tires.

    One-year of Costco shopping.

    Get a Costco 1-year Gold Star Membership plus a $30 Digital Costco Shop Card* for $60.

    Prices subject to change.

    *To receive a Digital Costco Shop Card, you must provide a valid email address at the time of sign-up. If you elect not to provide a valid email address, a Digital Costco Shop Card will not be emailed. Valid only for nonmembers for their first year of membership. Limit one per household. Nontransferable and may not be combined with any other promotion. New members will receive their Digital Costco Shop Card by email within 2 weeks of sign-up. Costco Shop Cards are not redeemable for cash, except as required by law. Digital Costco Shop Cards are not accepted at Gas Stations, Car Washes, or Food Court Kiosks. A Costco membership is $60 a year. An Executive Membership is an additional $60 upgrade fee a year. Each membership includes one free Household Card. May be subject to sales tax. Costco accepts all Visa cards, as well as cash, checks, debit/ATM cards, EBT and Costco Shop Cards. Departments and product selection may vary.

    *Services are provided to Costco members by third parties.

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    Entrepreneur Store

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  • I Watch Great Teams Make These Business-Destroying Mistakes All The Time. Here’s Where They’re Going Wrong. | Entrepreneur

    I Watch Great Teams Make These Business-Destroying Mistakes All The Time. Here’s Where They’re Going Wrong. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In my 20+ year career as an entrepreneur who’s built, acquired, and sold numerous successful businesses, I’ve observed several factors that can take an otherwise amazing team and viable business idea and drive it into the ground:

    • Not fully understanding who you serve (who your customers are).
    • Selling what you’ve got rather than what they want.
    • Putting out the message where it isn’t heard or seen.

    Let’s explore these considerations and the best strategies and tips I’ve learned to help establish your offering, build your brand and strengthen your competitive advantage.

    Related: Common Mistakes First-Time Entrepreneurs Make and How to Stop Them

    1. Identifying your customers

    If you’ve been in business for a while or have a well-developed business plan, you most likely have a good idea of who your customers are. We traditionally think of customers as those we sell stuff to, whether products or services. That’s fine and undoubtedly important, but we need to think more broadly about all who we provide value to and rely on.

    While generating value for and revenue from clients is essential, to create a sustainable business model and competitive advantage, you must establish and nurture relationships with all the stakeholders that make your enterprise and growth possible.

    Accordingly, I expand the definition of customers to include partners, vendors, investors, employees, advisors, industry, community, natural environment and the other stakeholders I count on. When we build our venture to provide the most value to all parties, we generate goodwill, strong relationships and trust — all of which help us perform at our best and deliver the most to clients (buyers, users, tenants, etc.)

    To explore who your customers are, list all the individuals and organizations you interact with in your business. In a second column, outline everything you provide to each party — get creative.

    Related: How to Target the Right Audience in 5 Simple Steps

    2. Crafting offerings based on actual wants and needs

    As entrepreneurs, we need to know how our stakeholders think. That is, what they value, want, need and fear.

    A common mistake in business and marketing is selling only what you have or know, i.e., building an offer based on what you’ve got. Of course, it’s tough to sell what you don’t have, and you should focus efforts where you have relevant skills and experience; however, you need to dig deeper to understand what customers need and then find ways to supplement or tailor your offering to satisfy those requirements.

    The way to do this is by building an ideal client profile. Let’s look at an example to illustrate. Since I’m a commercial real estate guy, we’ll use an example from my experience (though this concept could apply to any industry).

    Let’s say you own an office building and know your tenants are midsize corporations. They need office space, want it to be up-to-date, and insist on good parking. That’s a good starting point but doesn’t give you much to work with to build a compelling offer and competitive advantage.

    To get a better idea of who your prospects are and what they want, consider the following:

    • What industry are they in, and what unique needs accompany that?
    • How many employees do they have, i.e., how much space do they need? Are they growing?
    • What is their typical budget?
    • What lease terms do they prefer — are they worried about risk or commitment?
    • What is their working and collaboration style?
    • What amenities do they prefer and/or demand?

    We’re alluding to demographics and psychographics (behavioral characteristics) as they apply to organizations and their decision-makers. Let’s do the same for a product or service targeted toward individuals. We can look at:

    • Income level
    • Geographic location
    • Lifestyle
    • Age
    • Education
    • Adoption of technology

    With the insights gathered through this process, you can shape your product or service into something that stakeholders will raise their hand for, saying, “I want this — How do I get it now?”

    This strategy works to understand all your customer groups and is particularly valuable in creating offerings that speak to and attract investors and employees, in addition to conventional customers.

    Related: How Customer Discovery Can Significantly Enhance Your Product-Market Fit

    3. Focusing your marketing efforts where your audience is active

    Another important aspect of your ideal client profile and getting the message out effectively is knowing which websites, social media platforms and publications they interact with and the traditional and digital communication channels they prefer.

    Without solid data that provides a scientific basis to determine your customers’ behavior and communication preferences, trying to get your product/service in front of them is difficult and financially wasteful.

    If you’ve been marketing for a while, you may be sitting on a gold mine of data that could be transformed into actionable knowledge regarding your audience. If you have a lot of data or need help making sense of it, there are data management tools and advisors that can assist with data collection and analysis.

    This brings to mind another important point that I’ve learned from years of experience trying every channel and technology available:

    You don’t need to use every marketing tactic and channel — just those that work and which you can develop a mastery of. Start where you know your potential customers are most active. If they prefer email — roll with it; if they spend hours on social media daily, put your marketing dollars there.

    Once you’ve gained traction in one medium and your system is fine-tuned and generating ROI, slowly build up your tool kit and presence by adding one channel or medium at a time and experiment to find what works best for you and your audience.

    Related: Why Every Marketing Channel Won’t Work for Your Business

    Supporting growth

    Achieving a competitive advantage and sustainable growth is much more feasible when you know your customers, their characteristics, what drives them and the messages that resonate and where to deliver them for maximum response and return. In addition to the quantitative benefits, when your stakeholders feel you’re in tune with their desires, expectations, and values, they’ll buy into your mission and vision.

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    Robert Finlay

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  • 9 Traits to Watch for When Hiring in 2023 | Entrepreneur

    9 Traits to Watch for When Hiring in 2023 | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Every business owes its success not just to its leaders but also to the employees who carry out the day-to-day operations. But how do you find the right employees for your business?

    You can develop a more effective hiring strategy by prioritizing certain traits. Focus on building relationships with the best candidates who show the following qualities.

    1. Personable

    Even in an age of email and chatbots, strong interpersonal skills matter for client-facing roles. And all employees, even remote workers, need to get along with their team members.

    Look for applicants who demonstrate strong people skills: smiling, shaking your hand firmly, maintaining eye contact and mirroring body language are just a few. This trait isn’t about hiring an extrovert over an introvert; instead, it’s about finding a candidate capable of interacting in a likable, relatable manner.

    Related: 10 Strategies for Hiring and Retaining New Employees

    2. Goal-Oriented

    Asking job applicants about their five-year plans may sound cliché, but it’s an easy way to gauge their level of personal ambition. An applicant with a clear plan for the future will tend to be goal-oriented, which extends to how they carry out their day-to-day duties.

    You might also understand a candidate’s aspirations by looking at the awards and achievements listed on their résumé. Previous accomplishments point to an ambitious, goal-driven attitude that will likely carry into the future.

    You can also nurture this trait by providing opportunities for professional development and advancement, which maximizes the talents of your new hire.

    3. Problem-solving

    Business is all about overcoming challenges. The most valuable employees can think through these challenges and develop workable, efficient solutions.

    You know that problem-solving abilities are essential for those in technical fields — but you should also cultivate these skills in everyone who works for your company.

    How do you find out whether a candidate is a problem-solver? Asking questions about when the candidate had to think outside the box to solve a workplace problem is a good start. Sometimes, the candidate’s references can point out clear examples of when the candidate addressed challenging problems head-on.

    Related: What to Consider When Hiring Employees

    4. Technically proficient

    If you’re hiring for a specialized role, you’ll want to ensure that you hire candidates who have the experience and expertise you need.

    For instance, bookkeepers and accounts receivable specialists should be familiar with basic accounting software. You might also prefer candidates who know the same software platforms that your company depends on.

    For hybrid or remote positions, your candidate must have experience using video conferencing or project management applications to better coordinate with you and other team members.

    5. Confident

    Fortune favors the bold — especially in the world of business. You want to assemble a team of decisive thinkers. Employees who delay decisions because they second-guess themselves or overanalyze the situation, will do more to prevent innovation than promote it.

    Instead, seek out job applicants who can clearly articulate their strengths and back them up with real-world examples from their previous positions. While interview jitters are understandable, an applicant who avoids eye contact or struggles to articulate might lack the confidence you’re looking for in your organization.

    Related: Workplace Issues Often Trickle Down From the Top. Have You Tried These 3 Ways to Fix Your Biggest Challenges?

    6. Teachable

    Technical proficiency is important, but every industry is evolving rapidly. Few traits are as valuable as the willingness to learn. While the ideal candidate should be confident about their existing skill set, an ability to adapt to new technologies or business models is often far more valuable.

    Ask candidates about new skills they’ve picked up or acquired from previous employers. Better yet, ask your applicants what skills they want to develop while working for your company. Their answers will reveal a lot about their ability to learn new skills as well as their eagerness to apply these skills in a new setting.

    7. Trustworthy

    Personal integrity is about more than just following the rules. An employee who demonstrates consistent honesty and integrity will contribute to a transparent company culture. You also need employees you can depend on during every business cycle phase.

    The best way to assess the trustworthiness of a job applicant is by contacting their references — particularly previous employers. Ideally, you want to learn that your applicant has a strong attendance record and that their previous employers could rely on their participation and support.

    Related: The Best Employees Have These ’31 Flavors’

    8. Collaborative

    Business is a team sport, so you need to hire candidates who play well with others. Even if the position requires much solo work, you’ll still want to know that your employees can function well as a team when called upon.

    This trait often surfaces during the interview process. When you ask an applicant to list past accomplishments, listen for clues indicating that they collaborated with other team members.

    If you can’t tell from this list alone, ask probing questions about how the candidate has worked with coworkers. You can even ask about how they’ve handled past conflicts to learn how well they’ve navigated office relationships.

    Related: Quiet Quitting Preceded Another Insidious Workplace Issue That’s Unfolding Right Now, Survey Reveals

    9. Loyal

    Employee turnover is a major threat to any company. The time and money you spend replacing an employee can be put to better use in growing your core business. The best employees commit to your company for multiple years, allowing you to build a lasting relationship and maximize their skills.

    Be wary of workers whose resumes indicate a lot of job-hopping. That’s especially true if their past work experience has been in fields similar to yours. Don’t dismiss these candidates entirely — sometimes, finding a company culture that fits takes a while. But make sure to investigate the reasons for so much past instability.

    Identifying candidates with the most sought-after traits will improve your chances of assembling an effective team. It will also make screening your job applicants easier, streamlining the hiring process.

    For critical positions, executive search firms can assist you with screening and hiring top-quality candidates. But to ensure that you staff your business with the right people at every level, look for these key traits of successful employees.

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    Shawn Cole

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  • How to Turn Every Adversity You Face into an Advantage | Entrepreneur

    How to Turn Every Adversity You Face into an Advantage | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Entrepreneurship is a wild ride, right? I would know. I’ve ridden that rollercoaster through storms and smooth stretches. But every time life threw a curveball, I stepped up to bat.

    I still remember when one of our key developers had to leave our company for personal reasons right before we launched a massive update — it was scary. I learned to rely on multiple people to do a given task.

    Life can flip from incredible to terrifying before you can say “entrepreneur.” I still remember when COVID-19 started. My company went from getting high-fives from industry titans to realizing our users couldn’t even step outside, let alone upload content.

    So, join me on the journey where I turn setbacks into my secret weapons.

    Related: 10 Growth Strategies Every Business Owner Should Know

    Embracing the crazy swings of life

    Here’s the thing about entrepreneurship: It’s like diving into an ocean of challenges. When I jumped into this sea of business, obstacles seemed like roadblocks. But guess what? They were stepping stones, leading me to growth and wisdom. It’s like when you learned to ride a bike without the training wheels — scary but exhilarating.

    Big-company solutions often don’t apply to us entrepreneurs. “Never rely on just one person to do a given task” would seem like an obvious lesson an industry titan might give you. Well, guess what? We small business owners often don’t have the luxury of having multiple employees with the same skill sets.

    So what do we do? We get creative. Seek solutions in places you might have never considered. Websites like Fiverr, Upwork and Flexjobs often offer temporary freelance solutions to get you through the day.

    Get comfortable with being uncomfortable because that is what being an entrepreneur is about.

    Related: Creativity, Innovation, And Leadership: The Elements of Transformation

    Why cultural roots are a different kind of power tool

    In Mexico, we’ve got this saying: some of the best engineers don’t need fancy degrees. They just rocked their resourcefulness like pros, using whatever tools they had. As a Mexican entrepreneur, that gritty mindset is my secret sauce. It’s like taking lemons and making the best orange juice you’ve ever tasted. Like, how’d that happen? We got creative.

    When adversity knocks, I knock back. Drawing from my heritage, I tap into the spirit of innovation that’s the heart of the Mexican entrepreneurial scene. It’s like when your grandma used her secret recipe to turn a regular meal into a feast. Our cultural foundation is like rocket fuel, powering us through the roughest storms.

    Related: 6 Obstacles to Creative Thinking and How to Overcome Them

    Turning challenges into allies: My game changer

    Every entrepreneur’s journey is filled with “uh-oh” moments that, with a little twist, become “Aha!” sparks. When my company, Replay Listings, got the side-eye, I flipped it into an invite for collaboration. I turned feedback into business gold, forging partnerships that set the stage for victory.

    For example, given that my business is focused on real estate video tours, I started calling real estate agents who have leveraged our technology and invited them for a cup of coffee or even lunch. During that time, getting to know my user base, their needs and their experiences while using our mobile app was really nice. In fact, many of Replay Listings’ in-app features were built because they asked us to! Who would have known? Listening to your users is helpful and essential when learning your businesses’ areas of opportunity.

    Pay close attention to your users’ needs, and you’ll see more clearly your path ahead.

    Innovation through tough times

    Picture this: a partnership I’d banked on suddenly vanished into thin air. One minute, we were chatting, and the next? Poof! They pulled a vanishing act. Now, instead of moping, I spun it around. I diversified my partnerships to ensure my venture’s future wasn’t hanging by a thread.

    Life’s got a funny way of switching things up. Hard times can be your secret ingredient to success.

    As I’ve mentioned before, It is obvious that not relying on a single employee to do a specific task is advised, but diversifying talent does not need to come at an extra expense. It often needs to take the shape of more partnerships, collaborations, or allies within the industry.

    Allocate some of your time to making allies — it’ll help you in the long run.

    Finding gold in the rough

    As we sail through this entrepreneur sea, remember that every crash can be turned into a smooth wave. Just like I’ve learned from my Mexican roots and my own ups and downs, the trick is to tackle challenges like they’re stepping stones.

    As I navigate the tumultuous waters of entrepreneurship, I realize that the wild ride is not just about braving storms and smooth stretches. It’s about harnessing every twist, turn and curveball to my advantage. Entrepreneurship isn’t just about building a business; it’s about building character and resilience.

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    Rodolfo Delgado

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  • How to Purge Toxic Emotions to Facilitate Healing | Entrepreneur

    How to Purge Toxic Emotions to Facilitate Healing | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    What are toxic emotions, and how do they prevent healing and moving forward? Toxic emotions are negative feelings that manifest within our bodies, minds and spirit. They become harmful when they lead us into a victim state, from which it can be challenging to get out and can cause mental and physical harm. Learning to control certain emotions is imperative, especially when moving on from divorce and other traumas to create a new and happy life.

    The most common negative emotions associated with trauma and difficult life situations are fear, anger, guilt, and sadness/grief. Experiencing these or other negative emotions is normal in most cases. For example, divorce is comparable to a death, and there is a significant separation between the “we” of the partnership and the new “me.” We had entwined our lives with one another, including dreams and a future, so when suddenly one is no longer part of a “we,” it can be traumatic and lead to toxic emotions. Similarly, any time we feel down, negative or unhappy in life, toxic emotions can keep us stuck and unable to heal. The lesson is to prevent the feelings from becoming toxic.

    Related: 12 Ways Successful People Handle Toxic People

    Since it is normal to experience negative emotions about trauma or difficult life events, the first rule of thumb is to let yourself feel them, whatever they may be. Grieve, feel angry, sad, hurt, afraid, guilty or lost…these feelings must be recognized. You might cry, punch a pillow, exercise hard, scream or whatever non-dangerous release helps to relieve tension caused by these feelings. If the feelings are dangerous, cause you to feel so helpless that you cannot function, or have thoughts of hurting yourself or another or of ending your life, you must seek professional help immediately.

    At some point – a time that can be different for each person – you must let go of these feelings and move forward.

    Fear

    This is one of the biggest emotions suffered by those going through trauma. It can also plague those who face difficult times, like losing a job or a home or the death of a loved one. Worrying about what a new life will look like post-trauma is easy. Where will you live? How will you pay the bills? In the case of divorce, a stay-at-home parent may have to return to the workforce for the first time in years, which is scary.

    Being alone is also scary — who will care for you when you are sick or need help? What about parenting responsibilities, the desire to ease the effects of divorce on children and coming up with a plan to co-parent amicably? There is also a fear of being alone for the rest of one’s life (this is especially true with women and even has a name).

    No matter what the trauma or life circumstance that leads to toxic emotions, when we feel afraid and stuck, it actually prevents us from being able to heal, and the longer we nurse this fear within our bodies, minds and spirits, the more troubles we may suffer, both physically and mentally. You may recall a time in your life (even childhood) when you were so afraid of something or someone that you got a stomachache or experienced other forms of stress — imagine what can happen over time when we let fear fester – it’s like an open wound that does not get cleaned and treated.

    Related: 8 Ways to Harness the Power of Fear for Personal Success

    Anger

    Anger is another common emotion experienced by those who experience trauma and big life changes. Since many people do not understand how to start the healing process, blaming others or the universe for their fate becomes easier. With divorce, many will blame the former spouse rather than start looking within for the answers. Blaming equates to a refusal to take responsibility for the self and one’s own happiness, leading to stagnation and the inability to heal and be happy.

    Anger zaps our energy, and it can lead us to a victim state. In this state, we believe everything happens to us instead of realizing we are the only ones who have control over our own lives, we become incapable of taking the reins and turning our lives around. Angry emotions can elevate blood pressure and lead to a plethora of physical and mental/emotional ailments, like poor focus and lack of energy, bodily pains and depression, rapid weight gain or loss, the desire to hurt oneself or others, extreme exhaustion, and lack of motivation, to name a few. This is not the way to heal or be happy.

    Related: 8 Toxic Personalities Every Successful Person Avoids

    Guilt

    Many traumas or difficult situations can lead to feelings of guilt. Divorce is one example, especially when we have been programmed to believe it is wrong or bad and that marriage lasts forever. Many have grown up with these messages from religion, culture or familial beliefs. Sometimes, we may not even recognize that what we have been taught, often throughout our lives, has a limiting effect on our thoughts.

    Guilt is normal when it comes to divorce, and it is important to let oneself feel it and recognize from where it comes so that we can change our mindset and accept that those lessons we were taught are not reality. This usually involves diving deep into the past, especially childhood traumas.

    When feeling guilty for being the “cause” of a trauma or major life change, that mindset must be examined and altered. Using divorce as an example, a marriage is a partnership, and even if one of the parties does things that do not support the marriage, there are still two people involved; both parties need to be working together in the relationship – all the time. Most marriages break down long before divorce is filed; one study indicated that the time frame is six years.

    Other situations and traumas can also lead to feelings of guilt, such as physical and verbal abuse. Many victims of abuse feel that they must have done something wrong to trigger the abusive behavior that is directed toward them, and this, along with fear (of retaliation, of being alone, of the partner going to prison, etc.), is the reason that many victims of abusive relationships do not leave.

    Sadness and grief

    These are the most common toxic emotions regarding trauma, loss and big life changes. For example, it is normal to feel sad and grieve the death of a marriage or a loved one. Embarking upon the healing journey will alleviate these feelings. Although they never go away completely, they will dissipate with healing, and it is possible to create a new life and be happy despite the circumstances or changes.

    Preventing negative feelings from becoming toxic is within our control, and we can learn how to overcome the barriers. Each step has many subparts that may require help from a divorce coach or therapist.

    Related: How to Turn Your Work-Related Stress and Anxiety into Accomplishments

    Steps to overcome negativity and toxicity to focus on healing

    1. Let go of people, ideas and situations that don’t serve you
    2. Get healthy – body, mind and spirit (healthy eating, exercise, breathwork, journaling, spending time in nature).
    3. Express gratitude (especially when you awaken and before bed. Think of at least 3-5 things for which you are grateful)
    4. Try something new by getting out of your comfort zone (take a class, volunteer, learn something – outside of the house, not from a computer)
    5. Focus on the present, not the past — the past is over, and nothing can be done to change it, so don’t waste energy on how it could have been if only…
    6. Replace negative thoughts and actions with positive ones, repeating until it becomes the norm – start telling yourself you are what you want to be by using affirmations, journaling, meditation and doing activities that make you happy; we are what we believe ourselves to be!
    7. Evaluate your support network and make sure you have the right people – many of those within our support networks do not truly support us. Those who love you need to respect your choices and not try to tell you what they think you should or shouldn’t do.

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    Rachel S. Ruby

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  • How to Harness the Power of Positive Psychology | Entrepreneur

    How to Harness the Power of Positive Psychology | Entrepreneur

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    The call for change has never been more resounding in a world of challenges and uncertainties. From technological advancements to environmental concerns, the trajectory of our planet and its people hinges upon our actions today. As an entrepreneur with a vision for change, you have the unique opportunity to uplift society and become the beacon of motivation that guides us all towards a brighter tomorrow.

    The ripple effect of positive psychology

    Positive psychology is more than just a buzzword; it’s a guiding philosophy that enables individuals to harness their inner strength and create meaningful change. Rooted in the belief that focusing on strengths and cultivating positive emotions can lead to greater well-being and success, positive psychology lays the foundation for personal and societal transformation.

    Imagine a world where everyone starts their day with gratitude, embraces challenges as opportunities for growth and extends kindness without hesitation. Adopting these principles can ignite a ripple effect that spreads far beyond your immediate circle. Your actions can inspire others to shift their perspectives, sparking a chain reaction of positivity that transcends borders and cultures.

    Related: Why Embracing a Positive Psychology Will Ignite Success in Your Business

    A journey of self-discovery and impact

    Mahatma Gandhi once said, “You must be the change you wish to see in the world.” These words hold an eternal truth that underscores the transformative power of personal example. To become a motivational force that shapes a better world, you must first embark on a journey of self-discovery and growth.

    Start by identifying your core values and passions. What issues ignite a fire within you? Whether it’s education, promoting environmental sustainability or advocating for societal well-being, discovering your purpose will provide your endeavors with clear direction and profound resonance. Embrace continuous learning and development, as honing your skills and knowledge will empower you to drive meaningful change.

    Related: Why You Must Really Know Yourself Before Starting a Business

    Catalyzing change on a global scale

    Entrepreneurs possess a unique combination of vision, innovation and determination. This potent blend of qualities equips you to thrive in the business world and catalyze societal change on a global scale. Your entrepreneurial ventures can drive positive impact, channeling resources and creativity toward solutions that address pressing issues.

    As you build your brand as a motivational author, remember that your journey is intrinsically tied to the stories you tell. Share your successes and setbacks, your moments of inspiration and moments of doubt. Authenticity breeds connection, and by baring your soul, you invite others to resonate with your experiences and join you on your journey toward transformation.

    Harnessing the power of collaboration

    The path to worldwide transformation cannot be tread alone. Collaboration with like-minded individuals and organizations is pivotal to amplifying your impact. You tap into a wellspring of shared knowledge, resources, and inspiration by forming alliances with fellow change-makers.

    Reach out to other entrepreneurs, thought leaders, and community organizers who align with your vision. Collaborative efforts exponentially magnify your influence and allow you to tackle complex challenges that may be insurmountable on your own. Together, you can create initiatives that transcend borders and boundaries, leaving an indelible mark on the world.

    The legacy of a motivational pioneer

    Your journey as a motivational author and entrepreneur isn’t just about the immediate impact you make; it’s about the legacy you leave behind. The seeds of positive change you plant today will blossom into a world where inspiration is the norm, where individuals are empowered to dream big and pursue their passions fearlessly.

    As your influence grows, your platform will become a vessel for nurturing and uplifting the next generation of change-makers. By mentoring and providing guidance to emerging entrepreneurs, you can ensure that the flame of positive transformation continues to burn brightly long after your time in the spotlight.

    Related: 8 Tiny Changes to Make Your Life 10 Times More Enjoyable

    Your call to action

    The world yearns for leaders who embody the change they wish to see. By embracing the principles of positive psychology, becoming an entrepreneurial force, and forging powerful collaborations, you are poised to be that leader. Your journey toward becoming a famous author specializing in motivation is not just about personal success; it’s about shaping a world where positivity, innovation and empathy reign supreme.

    Now, more than ever, the world needs individuals willing to step up, inspire and drive change. Your potential is limitless, and the impact you can make transcends boundaries. As you take each step on this transformative path, remember that you are not just shaping your destiny but the destiny of a world that eagerly awaits the light you bring.

    The time for change is now. Embrace it. Live it. Be the catalyst of a brighter future.

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    Brian H. Robb

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  • Building a Successful Business on a Foundation of Feedback | Entrepreneur

    Building a Successful Business on a Foundation of Feedback | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Alok Ahuja started Trexity, a last mile, local delivery platform, after realizing there was a specific need for a software platform that offers efficient, same-day delivery from small businesses to the doorsteps of customers. This realization came when Alok was juggling the multiple responsibilities that came with being a stay-at-home dad and caring for his ill father, making it impossible for him to step away from home.

    This gap in the market propelled Alok to change the local delivery game. Back in 2019 when Trexity was first created, he sought out the advice of Uber drivers in order to better understand the industry he was breaking into.

    “I went to those driver’s cars, and I knocked on their windows one by one, and I asked them, ‘Why do you do this? What do you love about it? What do you hate about it? What would you do if you were in charge?’” Alok said. “I started to get a tremendous amount of feedback from these drivers… Now, the crazy thing is, those drivers in 2019 are still my same focus group drivers. They’re still working with Trexity, so I love them. But from day one of deciding to build this out, I only made my decisions based on the feedback I got from the couriers that were already doing it.”

    In addition to seeking feedback from those in the business, Alok highlights how crucial it is to dive deep into the needs and wants of your customer base—and the best way to do that is to listen to them.

    “For me, feedback and focus groups are a part of every decision we make as a company. And it’s so important to stay in touch with making sure you’re actually solving a problem that needs to be solved.”

    Although his business is built on feedback, Alok knows that the number of reviews a company receives can be overwhelming. While it might seem impossible to sift through the commentary, Alok’s personal tip is to allocate a small part of your week to read through what your customers are saying.

    The key is to remember that reviews are written by real humans who typically want to help your business improve. While critical feedback can sting, reviews that are three stars or fewer are the ones Alok pays particular attention to when looking for ways to improve his business.

    “Go to the darkest places of your feedback [from] actual shoppers that have constructive feedback on something that you can do to improve. If they truly care about your business or the value of goods that they’re getting, they’ll give you real feedback,” he said. “It’s not hard to get nowadays. So my advice is to those business owners, don’t be overwhelmed by the amount of feedback you get, but try to home in on the ones where you know you can improve as a business.”

    Reading through reviews is only half of the battle. The next step is deciding how to incorporate feedback. Alok’s advice? Never make knee jerk reactions. Instead, take ample time to think about what is being said so you’re never making decisions based on a temporary emotion. Second, don’t try to get a genuine, critical review removed—that’s the equivalent of silencing your customer.

    Creating a dialogue with reviewers humanizes your business and gives you an opportunity to provide great customer service. Not every reviewer will give you a second chance, but other potential customers will see how you responded or tried to resolve any issues. You might even find some reviewers are open to talking about their experience and just need you to listen.

    For example, Alok shared that a customer might say: “‘Listen, thanks for reaching out. I appreciate you guys trying to solve this problem, but I’m still upset.’ And that is an opportunity for you to go offline and show the humility you have as a company for the issue they went through because of something you couldn’t deliver on or something you couldn’t provide them with.”

    More lessons Alok has learned that other entrepreneurs can apply to their businesses include:

    • Don’t take your company so seriously that you can’t enjoy yourself. Never forget the real reason you started—to fulfill people’s needs while being able to do what you love and are passionate about.
    • As the owner of a business, show humility and grace. Talking to your customers yourself can help you understand them on a deeper level and help you build brand loyalty.
    • Set boundaries. Your business is important, but so is work-life balance. Avoid burnout by taking time away from work and delegating important tasks to your team.

    Listen to the episode below to hear directly from Alok, and subscribe to Behind the Review for more from new business owners and reviewers every Thursday.

    Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, and Soundcloud.

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    Emily Washcovick

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  • How to Use Human Psychology to Crush Your Sales Goals | Entrepreneur

    How to Use Human Psychology to Crush Your Sales Goals | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Although the marketing world has been changing drastically over the years, some things have stayed the same. I’m talking about human psychology. There are tried and true tactics that win every time based on how we behave and what signals our subconscious behavior and emotional triggers.

    According to McKinsey & Co., 80% of consumers want retailers to personalize their experiences — so when you use sales psychology, your audience will believe you understand them and their needs. Knowing sales psychology can also help you predict when your clients are going to buy, which in turn can lead to you being more prepared with inventory and/or employees to gain more sales.

    Related: 6 Psychology-Based Tips to Boost Your Sales

    Start with clearly defined goals

    The first step may seem obvious, but before you start selling, it’s important to make sure you have clearly defined sales goals. At my business, we start by creating sales goals every quarter and making sure we meet those goals on a daily, weekly and monthly basis.

    At my company, we make sure our sales team records all of their calls so we can go through and see what they need to work on. We conduct a weekly sales training call with all of our closers, go through calls they recorded throughout the week and analyze what needs to improve — whether that’s making sure they’re asking prospects the correct questions, using an assertive and supportive tone of voice, building rapport or making prospects feel comfortable and understood.

    If the client thinks you don’t understand their problem first and foremost, they won’t feel confident in your company being the solution they need.

    Understand the unconscious mind

    Did you know that 95% of purchase decision-making takes place in the unconscious mind? If you want to learn how to access the unconscious mind — and your customers’ emotions — focus on these key areas:

    The psychology of color

    Colors evoke different types of emotions so it’s a great way to use it in your branding and marketing. There are usually many different feelings associated with each color, but here are a few to get you started:

    • Brands that choose purple usually portray luxury and feelings of sophistication.
    • Blue evokes feelings of calmness and trustworthiness. That’s why a lot of doctors’ offices and spas will be painted blue.
    • Orange creates feelings of warmth and showcases creativity and adventure. It’s also vibrant and can be well suited to attracting younger crowds.
    • Restaurants that want to evoke feelings of hunger and excitement may want to use the color red.
    • Brands that want to come across as confident and sophisticated can opt for the color black.

    My company’s logo is a mix of blue, red and white. As an American company, we purposefully chose these colors to mimic the feelings that come from the pride Americans have for our flag. Red isn’t just used to evoke feelings of hunger, it’s also used to signify power and fearlessness, which is what we stand for.

    A quick note of precaution on the psychology of color: Each color can also portray a negative emotion along with a positive one. For example, red is great for evoking feelings of hunger, but it can also evoke anger.

    Related: 6 Ways You Can Leverage Consumer Psychology to Drive More Sales

    The psychology of pricing

    I believe that the psychology behind numbers is one of the most powerful tactics you can use. An MIT study shows surprising results regarding the number nine. You may have even done this powerful trick yourself. In fact, it’s so powerful that the MIT study indicated when it came to a dress in a women’s catalog, the experiment tried three different prices $34, $39 and $44. You would think people would have bought the dress the most when it was $34, but changing the price from $34 and $44 didn’t change demand at all, however, changing it to $39 increased demand by a third.

    The psychology of scarcity

    People want what they can’t have, and there are various ways you can leverage this psychology of scarcity. I recommend using flash sales as a quick cash flow increase and to keep your customers on their toes. You can do this through email marketing, ads or social media. On your website, you could also try showing how many items are left in stock. There’s more FOMO (fear of missing out) if there are only four items left versus 100.

    The psychology of social proof

    People want to follow what other people are doing. You might think they just “want to be popular,” but the need comes from wanting to feel like we belong and are well-liked. It’s a basic human need, and as such, we look toward what others are doing when we’re confused. A 2022 study by TINT showed that 75% of customers search for social proof, including reviews and testimonials, before making a purchase — so make sure you use everything from user-generated content on social media to video and written testimonials.

    Related: 5 Psychological Reasons ‘Social Proof’ Beats Everything Else in Marketing

    Focus on why people buy

    There are many factors why people buy, including but not limited to money, status, security, popularity and transformation. At my company, we focus on business growth and transformation, so our ad campaigns specifically revolve around making sure feelings of success, security and power are evoked.

    You should be evoking emotions throughout the entire client journey, from your ad to the purchase and even after you close the sale. This is where a lot of businesses fall off on the client journey, but even after your product is bought, there are still many ways to evoke feelings and make sure you receive a positive client testimonial/review or a referral. Checking up on your clients will make them feel like you care.

    In order to win at selling, at the end of the day you need to focus on selling a lifestyle, not just a product based on features. By defining your sales goals, learning about customers’ emotions and needs and accessing the unconscious mind through pricing, colors, scarcity and social proof, you will be able to leverage sales psychology.

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    Jason Miller

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  • How Trusting Your Employees Leads to Long-Term Business Success | Entrepreneur

    How Trusting Your Employees Leads to Long-Term Business Success | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    There are certainly a lot of talented people out there! Trusting them to help guide your company in the right direction is only the first step. It is also vital to trust yourself that you made the right decision in hiring said talented person.

    In the fast-paced and ever-evolving landscape of business, entrepreneurs are the driving force behind innovation, economic growth and job creation. Their vision, determination and risk-taking abilities are often the catalysts that lead to the creation of successful enterprises. However, as businesses expand and challenges mount, entrepreneurs must navigate the delicate balance between maintaining control and delegating responsibility.

    One crucial aspect that can significantly impact the trajectory of a company is the level of trust entrepreneurs place in their employees to run the business. By entrusting high-ranking employees and subsequent staff with substantial responsibilities, entrepreneurs can unlock a myriad of benefits that propel their companies toward sustainable success.

    Related: The Biggest Obstacle Facing Leaders Is Distrust. Here’s How to Build Confidence in Your Team.

    Fostering a culture of innovation

    Trusting employees to run a company cultivates an environment where innovation flourishes. When employees are empowered to make decisions and take ownership of their work, they are more likely to explore new ideas and strategies. This empowerment sends a clear message that their insights and contributions are valued, thereby igniting their enthusiasm to contribute creatively.

    Google’s famous “20% time,” where employees are encouraged to spend a fifth of their work hours on personal projects, is a prime example of how trust can lead to groundbreaking innovations. This policy has resulted in products like Gmail and Google Maps, demonstrating that when employees are given autonomy, they can become catalysts for revolutionary ideas.

    Enhancing employee engagement and satisfaction

    Fostering a trusting environment sends a strong signal of respect and confidence in their abilities. This affirmation fosters a sense of belonging and dedication among employees, leading to higher levels of engagement and job satisfaction. When employees feel trusted, they are more likely to take pride in their work and invest extra effort into their tasks. This, in turn, contributes to higher productivity and improved performance across the organization.

    The iconic case of Richard Branson’s Virgin Group exemplifies this principle. Branson’s hands-off management style and trust in his employees have created a workforce that is not only fiercely loyal but also highly motivated to contribute their best to the company’s success.

    Empowering leadership development

    It is a powerful mechanism for nurturing leadership skills within the organization when entrepreneurs trust their employees to see the job through. When employees are given the autonomy to make decisions and solve problems, they have the opportunity to develop crucial leadership qualities such as decision-making, strategic thinking and adaptability. These skills are honed through practical experience rather than theoretical training, resulting in a cadre of capable leaders who can guide the company through times of change and uncertainty.

    Jack Welch, the former CEO of General Electric, famously championed the idea of pushing decision-making down to the lowest levels of the organization, which not only improved the efficiency of operations but also created a pipeline of capable leaders.

    Driving organizational agility

    In today’s dynamic business landscape, adaptability is paramount for survival and success. Entrepreneurs who entrust their employees to run the company are better positioned to respond swiftly to changing market conditions and emerging opportunities. When employees have the authority to make decisions without unnecessary bureaucratic hurdles, the company becomes more agile and capable of seizing competitive advantages.

    This was evident in the case of Zappos, the online shoe and clothing retailer, where CEO Tony Hsieh built a culture of trust and autonomy. This culture enabled Zappos to quickly pivot its business model when needed, contributing to its resilience and eventual success.

    Nurturing continuous learning

    Entrepreneurs who trust their employees to run the company recognize that learning is a lifelong journey. When employees are given responsibilities that challenge them and require them to make decisions, they engage in continuous learning and growth. Each decision, whether successful or not, provides valuable insights that contribute to personal and professional development. This culture of learning not only benefits employees but also enriches the organization as a whole.

    Companies like 3M, known for their innovation and research-driven culture, have thrived by trusting employees to explore new concepts and experiment with ideas, fostering a culture of continuous learning and improvement.

    Related: 5 Ways to Integrate Employee Autonomy Into Your Culture

    Mitigating entrepreneurial burnout

    The life of an entrepreneur is often characterized by long hours, intense pressure and the weight of countless decisions. Entrusting employees to share the burden of running the company can alleviate the risk of entrepreneurial burnout. When entrepreneurs trust their team members to handle various aspects of the business, they can focus their energy on high-level strategic thinking, innovation and building key relationships. This not only improves the entrepreneur’s well-being but also allows them to play to their strengths, driving the company’s growth more effectively.

    Additionally, delegating tasks successfully is a crucial skill for entrepreneurs to master as their businesses grow and evolve. Effective delegation not only allows entrepreneurs to focus on strategic priorities but also empowers their team members and fosters a culture of collaboration. Below is a collection of ways entrepreneurs can successfully achieve delegation:

    1. Clearly define responsibilities: Start by clearly defining the tasks or projects you want to delegate. Outline the goals, expectations and desired outcomes to ensure everyone is on the same page.

    2. Choose the right person: Match the task with the skills, strengths and interests of the team member. Consider their expertise and passion to ensure a higher chance of success.

    3. Provide context: Communicate the context behind the task. Explain how it fits into the bigger picture, the reasons for its importance and how it aligns with the company’s goals.

    4. Set SMART goals: Establish Specific, Measurable, Achievable, Relevant and Time-bound (S.M.A.R.T.) goals for the delegated task. This provides a clear framework for both you and the team member.

    5. Empower with authority: Delegate the necessary authority and decision-making power to the team member. This empowers them to make choices and take ownership of the task.

    6. Offer support and resources: Ensure that the team member has the resources, tools and support they need to accomplish the task. This might include information, training or access to experts.

    7. Provide clear instructions: Clearly communicate the steps, processes and guidelines required to complete the task. Avoid assumptions, and be available to answer any questions.

    8. Encourage autonomy: Allow the team member to execute the task in their own way, while still adhering to the agreed-upon goals and guidelines. This encourages creativity and innovation.

    9. Establish check-in points: Set up regular check-in points to monitor progress, address any concerns and provide feedback. This helps prevent misunderstandings and allows for course corrections if needed.

    10. Recognize and appreciate: Acknowledge and appreciate the efforts of the team member. Whether the outcome is a success or a learning experience, provide constructive feedback and recognition for their commitment.

    11. Learn from mistakes: If things don’t go as planned, view it as a learning opportunity for both you and the team member. Analyze what went wrong, identify lessons, and apply them in the future.

    12. Develop growth opportunities: Delegation can be a platform for team members’ growth. Assign tasks that challenge them and help them acquire new skills, advancing their professional development.

    13. Communicate openly: Maintain open lines of communication throughout the delegation process. Encourage the team member to share updates, concerns or questions without hesitation.

    14. Balance workload: Avoid overloading a single team member with too many tasks. Distribute responsibilities evenly among the team to prevent burnout and ensure effectiveness.

    15. Recognize different approaches: Understand that team members might have different approaches to completing tasks. Embrace diversity in problem-solving, and encourage multiple perspectives.

    16. Lead by example: Demonstrate your own willingness to delegate by entrusting important tasks to others. When your team sees you practicing what you preach, they’ll be more likely to follow suit.

    17. Focus on outcomes: Shift the focus from micromanaging the process to monitoring the outcomes. As long as the desired results are achieved, allow flexibility in how the task is completed.

    18. Address roadblocks: If the team member encounters obstacles, be prepared to step in and provide guidance or assistance. Address roadblocks promptly to keep the task on track.

    19. Reflect and adjust: After the task is completed, reflect on the delegation process. Identify what worked well and areas that could be improved for future tasks.

    20. Celebrate success: Celebrate the successful completion of delegated tasks. Publicly acknowledge the team member’s efforts and the positive impact on the company.

    Related: Learning to Let Go of Control and Delegate Can Be Hard. Here Are 3 Components to Make It Easier.

    Successful delegation is a vital skill that entrepreneurs must master as their businesses grow. By clearly defining responsibilities, choosing the right team members, providing context and support, and fostering autonomy, entrepreneurs can empower their teams, streamline operations and free up valuable time for strategic pursuits. Effective delegation not only benefits the entrepreneur but also contributes to a more motivated and engaged team, ultimately leading to business success.

    The benefits of trusting employees to run your companies are far-reaching and profound. From fostering innovation and enhancing engagement to nurturing leadership development and driving organizational agility, it can transform a business from a one-person show into a thriving and sustainable enterprise.

    Entrepreneurs who recognize the power of trust as a catalyst for growth position their companies on a trajectory of success, leveraging the collective abilities and potential of their entire team. As the business landscape continues to evolve, the role of trust in enabling entrepreneurial success remains steadfast, guiding visionary leaders toward a brighter future.

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    Michael Stagno

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  • Why Empathy is Crucial to Your Success in the Business World | Entrepreneur

    Why Empathy is Crucial to Your Success in the Business World | Entrepreneur

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    Empathy is the transformative force in business and life that allows leaders and managers to empower those around them. Beyond numbers and profits, understanding and connecting with others on an emotional level is a hallmark of exceptional leadership. This article delves into the power of empathy in the business arena — spotlighting its impact on leaders, teams and the legacy we all leave behind.

    The essence of empathy in leadership

    Empathy in leadership goes beyond just a soft skill; it’s a strategic imperative. As a manager, your interactions shape the team’s culture and morale. By understanding your employees’ feelings, needs, and perspectives, you forge connections that are the bedrock of trust and collaboration.

    Empathy is the cornerstone of a positive work environment. When leaders genuinely care about their team members’ well-being, it creates a culture of camaraderie. Employees feel valued and appreciated, resulting in increased job satisfaction, higher morale and reduced turnover. By acknowledging individual strengths and challenges, leaders can tailor their approach, empowering employees to thrive and contribute their best.

    Related: 3 Overarching Reasons Why People Quit Their Jobs — and How Employers Should Address Each One

    Effective communication and conflict resolution

    Empathy is a game-changer in communication. Leaders who listen actively and understand their team’s concerns can communicate clearly and tactfully. When conflicts arise, an empathetic approach promotes open dialogue, allowing conflict to be resolved constructively. This prevents issues from festering and maintains a harmonious work atmosphere.

    Related: 8 Great Tricks for Reading People’s Body Language

    Empathy and employee engagement

    Employee engagement is vital for productivity and innovation. Empathetic leaders foster engagement by recognizing employees as whole individuals with specific aspirations and needs. This recognition boosts motivation and encourages employees to invest their energy and creativity in their roles. Engaged teams are likelier to go the extra mile, driving overall performance and organizational success.

    Building trust and loyalty

    Trust is the currency of effective leadership. Empathy is the linchpin of trust-building, demonstrating that leaders genuinely care about their team’s success and well-being. Employees who perceive their leaders as empathetic are likelier to be loyal and dedicated. This loyalty translates to increased effort, reduced absenteeism, and a willingness to weather challenges together.

    Related: Why Do Your Customers Really Buy from You?

    Empathy in decision-making

    Empathy informs strategic decision-making. Leaders who understand the impact of their decisions on employees consider not only the bottom line but also the human aspect. This leads to conclusions that balance short-term gains with long-term sustainability. By incorporating empathy, leaders build a culture where decisions are ethical, considerate, and aligned with the organization’s values.

    Empathy’s ripple effect

    Empathy is contagious. When leaders embody compassion, their teams often emulate this behavior. This ripple effect extends to customer and client interactions, creating authentic connections that enhance customer loyalty and satisfaction. A company culture rooted in empathy can differentiate the organization in a competitive marketplace.

    Related: Why Empathetic Leadership Is More Important Than Ever

    Strategies for strengthening empathy

    Developing empathy requires active effort. We can start by actively listening to others without judgment, acknowledging their emotions, and trying to understand their perspective. We cultivate a culture where people feel seen, heard, and valued.

    1. Active listening: When someone speaks, truly listen without interrupting. Let their words unfold without immediately forming your response. This allows you to absorb the depth of what they’re sharing. Show you’re engaged through non-verbal cues like nodding or maintaining eye contact, indicating that you value their perspective and emotions.
    2. Walk in their shoes: Take a moment to imagine what it’s like to be in their situation. Consider the challenges they might be facing and the emotions they’re likely experiencing. This mental exercise helps you better understand their point of view and fosters a deeper connection.
    3. Open-ended questions: Encourage them to share more by asking open-ended questions. Instead of yes-or-no inquiries, ask questions that require thoughtful responses. This invites them to express themselves fully, helping you gain insights into their feelings and thoughts that you might not have uncovered otherwise.
    4. Set aside biases: Recognize your biases and preconceptions and consciously set them aside during the conversation. Approach the interaction with an open mind, allowing their emotions and perspective to take center stage. By letting go of judgments, you create a safe space for them to express themselves authentically.
    5. Engage in service: Engaging in acts of kindness or volunteering exposes you to diverse experiences and backgrounds. This exposure broadens your understanding of the challenges people face and the emotions they navigate. Being part of a more significant community effort allows you to connect with individuals whose stories may differ from yours.

    Empathy emerges as a fundamental trait that elevates leaders beyond managerial roles. As a leader, nurturing compassion creates a positive work environment, boosts engagement, fosters effective communication, and builds trust. It’s a catalyst that transforms workplaces into thriving ecosystems where individuals feel valued and empowered. By recognizing the transformative power of empathy, leaders shape organizations that achieve financial success and leave a lasting, positive impact on their employees and the world at large.

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    Ryan McGrath

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  • 10 Strategies to Help Businesses Thrive in Times of Crisis | Entrepreneur

    10 Strategies to Help Businesses Thrive in Times of Crisis | Entrepreneur

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    In times of crisis, businesses face unprecedented challenges that can test their resilience and ability to adapt. However, with the right mindset and strategies, it is possible to not only survive but also grow from these circumstances. Many companies invest significant time, money and other resources into crisis prevention. The reality is that this can be futile because crises will happen. And they will often be unforeseen. So, it is more about having the right foundational components in place to address them when they do happen.

    Here are ten effective ways businesses can prepare for, learn from and grow from a crisis without being overwhelmed by it.

    Related: 5 Ways to Help Your Business Win in Times of Crisis

    1. Foster a culture of open communication

    Maintain transparent and open lines of communication with your employees, customers and stakeholders during a crisis. Trying to hide or artificially mitigate problems once they occur is not only disingenuous, but it takes critical energy away from what is important. Share updates, address concerns, and actively listen to feedback. This approach builds trust and enables everyone to work together towards a common goal. Ultimately, how you engage with your workforce and the impacted community during a crisis will go a long way toward forging even stronger relationships.

    2. Build strong relationships with stakeholders

    Develop and maintain strong relationships with your customers, suppliers, investors and other key stakeholders. During a crisis, these relationships can provide valuable support, resources and collaborative opportunities. Cultivate a sense of partnership and mutual trust that extends beyond challenging times.

    3. Analyze and learn from past crises

    Study past crises, and identify the lessons learned. Conduct thorough post-crisis analyses to understand what worked well and what didn’t. Use these insights to refine your crisis management strategies, update your protocols and enhance your overall preparedness.

    4. Seek professional guidance

    Recognize when you need external expertise to navigate a crisis effectively. Engage with consultants, industry experts or mentors who can provide valuable insights and guidance. Their experience and knowledge can help you make informed decisions and identify new opportunities for growth.

    Related: How to Communicate Effectively During a Crisis

    5. Establish crisis management protocols

    Prepare for crises by creating a comprehensive crisis management plan. This is not about trying to identify every potential risk and developing strategies to mitigate them. This is about the process. Knowing who does what and who supports whom when something goes wrong. Assign specific roles and responsibilities to team members, and establish clear communication channels to ensure efficient decision-making during a crisis.

    6. Invest in technology and digital capabilities

    Leverage technology to enhance your business operations and customer experience. Embrace digital transformation, and invest in tools and platforms that allow for remote work, online sales, and effective communication. Adapting to the digital landscape equips your business to navigate crises with agility. Allow, invite, and maybe even require employees to learn all of the platforms. The better-rounded your employees are, the more adaptable and resilient your business will be.

    7. Embrace a growth mindset

    Develop a growth mindset within your organization. Encourage your team to view crises as opportunities for learning, innovation and growth. This mindset will foster resilience and enable your business to adapt quickly to changing circumstances. Fear is often the most powerful negative component of any crisis. When the collective mindset is support, resilience and perseverance, it leaves little room for fear.

    8. Prioritize employee well-being

    Recognize that your employees are the backbone of your business. During a crisis, prioritize their well-being by providing support, resources and opportunities for growth. Regularly check in on their mental health, offer flexibility, and foster a positive work environment that promotes resilience. A great way to do this is to pair up responsibilities so no one person shoulders too much of the burden.

    Related: 3 Keys to Leading a Business Through a Crisis

    9. Diversify creatively

    One way to address diversification is to avoid over-reliance on a single revenue stream that can make businesses vulnerable during a crisis. Explore new opportunities, and diversify your revenue streams to ensure stability. This could involve expanding into new markets, offering new products or services or establishing strategic partnerships. This is a huge opportunity to diversify how you choose to diversify.

    Rather than relying on the same resources, invite employees to feel more vested by asking them for ideas on diversification and expansion to meet and exceed the needs and wants of customers. This will bring fresh ideas and create a stronger sense of pride and dedication from employees. Likewise, diversify the knowledge base by educating more employees as to the roles, responsibilities and processes of others so that more people can fill more roles as needed.

    10. Stay agile and adaptable

    In times of crisis, adaptability is crucial. Embrace a flexible mindset, and be prepared to pivot your business strategy, offerings or operations as needed. Monitor market trends, customer needs and industry developments closely, and be willing to make necessary adjustments to stay relevant and resilient.

    Navigating a crisis can be overwhelming, but it is also an opportunity for businesses to learn, evolve and grow. By building strong relationships and open lines of communication, implementing effective crisis management protocols and staying agile, businesses can not only survive but also thrive in the face of adversity. With strategic planning, agility and a commitment to continuous improvement, businesses can emerge stronger, more resilient and better prepared for future challenges.

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    John Peitzman

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  • How Crafting a Story Helps Founders Define Their Mission and Values | Entrepreneur

    How Crafting a Story Helps Founders Define Their Mission and Values | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    According to Builtin, 46% of job applicants place a high value on company culture, and 47% cite their current work culture as the main reason they’re seeking new jobs. Corporate values influence company culture, which is now one of the most critical aspects of employment.

    Founders should be focused on their mission and vision from the ground up. This also helps them understand themselves better and “find their why.” This purpose then spreads across the company under their umbrella and leads the way for others to feel fulfilled at work.

    Related: The First Time We Tried to Define Our Company’s Core Values, It Failed. Here’s What We Did Differently the Second Time.

    Your story strengthens your values, which strengthens your brand

    The ability to understand and articulate your values helps you understand yourself deeper. It’s something that takes thought, introspection and time to work through. You can’t simply decide on a brand story and build your values around it, nor can you arbitrarily pick values that you think will “sound good” and use them as a basis for your story. You will soon find out that does not work out.

    While it is common that founders must figure out their mission before they share their story, it can work vice versa: Sometimes speaking to a media coach or mentor helps founders understand themselves and flesh out the details of their mission and story. In fact, even talking to the right journalists who ask good questions can be helpful for digging deeper into the roots of who you are and what you want your company to be.

    It’s worth the time and effort to define your personal values and let that be what influences your corporate mission and story. By infusing these essential parts of yourself into your brand, you’re weaving something that resonates as authentic and meaningful into the foundation of your company. Then, when you’re speaking to the media, potential customers or a new team member, your passion and sincerity will be what they pick up on.

    Values are dynamic: Don’t shy away from evolution and growth

    Many people believe they must cling to a single set of values for their entire lives. Otherwise, they will be perceived as unreliable, untrustworthy or even betraying themselves or their families. The same can be said for businesses, too.

    However, research supports that it’s normal and healthy for values to change and adapt over time. For instance, what was important to you as a child may no longer hold the same value as an adult. Or an opinion formed as a teen might not hold up to your lived adult experience. The priorities you have as a single person are likely to shift when you become a spouse or parent. In every instance, it’s reasonable for these value shifts to happen, and nobody would be able to make a serious argument that it was “bad” or “wrong” to make these changes.

    In the same vein, the values your company starts with may be different from the ones that serve your goals in a year or three years’ time. Yes, there will be thematic similarities, just like a founder’s personal values will share common threads reflective of their individual identities. An evolving mission is a healthy part of your brand’s storytelling.

    The ability to revisit, modify and live out each new iteration of your values is also an integral part of your story. This kind of honesty and transparency shows that you, as the founder (and by extension, the company), are willing to embrace vulnerability, be open to change and stand up for what you believe is right. This is a particular type of strength that only a small number of brands — and people — can claim to possess.

    Related: Core Values: What They Are, Why They’re Important, and How to Implement Them Today

    Telling your brand’s story is telling your story, so make it count

    In his own talks about values, Mark Manson, author of the bestselling book, The Subtle Art of Not Giving a F*ck, notes that “we are defined by what we choose to find important in our lives.” This is equally true in business. What founders value most will be reflected in their mission and values and will become inextricably woven into the tapestry of the brand’s story.

    Our values are fundamental to our identity, and our identity (aka your brand story in a capitalistic world) is what draws people to us. The more authentic and aligned with reality your brand story is, the easier it will be to grow your company and employees that will help you thrive.

    Related: How to Develop a Company Vision and Values That Employees Buy Into

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    Anastasia Chernikova

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  • How Visual Literacy Can Help Your Brand Grow | Entrepreneur

    How Visual Literacy Can Help Your Brand Grow | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Our culture is based on visual imagery — even oversaturated with it. In the most general terms, your visual literacy is the ability to interact and understand visual communication — or, in other words, bits of information expressed in the form of images rather than written words and numbers. Colors, forms and shapes can also be parts of visual communication, expressing certain feelings or evoking associations.

    Over the centuries, symbols and concepts constructing visual culture and the means of interacting with it have changed drastically. A seventeenth-century Dutch still-life with fruit and flowers may look like a nice decoration today, but the audiences read it like an open book at its creation. They knew that some symbols — like lilies or fish — represented religious symbols and others, like a half-peeled lemon, expressed the high status of the painting’s owner, celebrating their piety and abundance in their household. More complex and multilayered messages were coded into history paintings or portraits – sometimes up to a point when only a small amount of highly educated noblemen could decipher them.

    Related: How to Innovate Your Brand Through Visual Thinking

    The present age has such symbols, too, although most are much more accessible to the public. Think of road signs or brand logos or icons on your smartphone: most of them were designed to be almost universally understandable. Yet, not all symbols mean the same in different cultures: for instance, white, often associated with mourning in China, would likely confuse a Western European funeral.

    Understanding symbols could help an entrepreneur construct a clear and successful image for your brand and product. So, how can visual literacy help an entrepreneur?

    Formulate your message

    A good product design can express much more than written text pages. Form, shape and color can formulate associations with the brand. References to Classical art are usually associated with stability, if not conservatism and work great for financial institutions, while a frivolous hot pink logo would rather help a lingerie brand.

    Pay attention to symbols and their migrating meanings and contexts, and avoid overcomplicating things. Remember that some images do not age well: the hand salute from Jacques-Louis David’s Oath of the Horatii now evokes associations with Nazism and not Roman patriotism.

    Related: Before Spending Thousands on Custom Designs, Prioritize This to Elevate Your Brand Instead

    Attract your customer’s niche

    Just like in the case of a Dutch still-life, you want your audience to understand and react to your message. If you are looking for customers who share your values and ideas, you must send them a personalized message! Think of your audience, their habits, hobbies, dreams, aspirations and expectations of your brand.

    Remember your target audience’s cultural and religious background to avoid misunderstandings — some symbols originating in Christian culture would not make sense for Muslim or Hindu customers.

    Related: How to Thrive in Niche Markets

    Recognize trends and react to them

    Some brands choose to interact with the latest trends in their niche, while others prefer to keep in their lane and do what they do best. Both approaches are valid and understandable, yet recognizing and understanding trends and tendencies within your sector could be a life-saving tip.

    Instead of simply replicating the aesthetic of a trend, analyze it from the position of values.

    Think of a trend like cottagecore: under its mass-marketed surface, it offered something more than just floral dresses; it offered a more sustainable lifestyle, closeness to nature and value of artisanal labor.

    Related: 5 Ways to Spot and Capitalize on Trends

    How to develop visual literacy

    Visual literacy is not a skill to learn overnight; unfortunately, it has no shortcuts. Watching and learning is the main strategy to develop your understanding of the visual culture around you. Yet, simply wandering through museums and scrolling through feeds will not help. You need to think, analyze and ask the right questions.

    1. Pay attention to the world around you. Although this advice sounds pretty obvious, most of us skim through the masses of visual information without a second thought. We are so used to interacting with images daily that we barely pay attention to how they work and make us feel. Think and ask questions. How does a particular design make you feel? Is it understandable? Do you feel the designer’s intent to make it as it is, or is it a random combination?
    2. Go to art museums and galleries. Studying art history is your next fundamental step in developing your visual literacy. Once again, pay attention to your feelings, notice recurring symbols and compare contexts. Instead of turning away from a painting you genuinely hate, ask yourself what exactly provokes such a strong emotional response. Is it a personal association or a more or less universal thing? Every art movement had a philosophy and message behind it. Exploring art movements and their ideas could help you formulate your visual language so your customers can associate their needs and desires with your brand.
    3. Take breaks! Last but not least, give your brain a rest. In the age of social media, the ubiquity of images and meanings is suffocating and overbearing. To make sense of things and take them seriously, sometimes you have to physically stop the flow of visual information. Turn your attention away from the screen to a printed book, a homecooked meal, or nature — sometimes, it offers the best solutions.

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    Christina Chara Ioannou

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  • Building a Business With Customer Care at The Forefront | Entrepreneur

    Building a Business With Customer Care at The Forefront | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Sometimes the most difficult experiences can push you in the right direction. For Carmen Sturniolo, owner of Ambitious Athletics, that moment came after his father passed away from a medical condition. He realized a desk job wouldn’t satisfy him and began thinking about how he could live his life to the fullest.

    “There’s gotta be something more I could be doing for the world, kind of like my dad did,” Carmen said. “He was a carpenter, also cut hair. He had a small business in his day, and he never had to hand out a business card. Everybody came to him.”

    Inspired by his dad, Carmen quit his job and started working at a gym as a personal trainer, gaining skills and learning more about the industry. Feeling like he could offer more, he pursued his own fitness business, training clients at his house or the park and fostering an unofficial gym community. When it was time to open his first brick-and-mortar business in 2015, he made sure the space was encouraging and inspiring for his clients.

    “With every decision as an entrepreneur, you’re looking to maximize your time and perfect everything right up front. So it was many hours of standing in this shelled out space,” he said. “When you walk in, there’s a big mural with our chevrons up there that says, ‘Strong, fit, athletic.’ And that’s what I always want to bring to our clients, and hopefully our clients want to embody.”

    Yelp reviewer Steven C. said he found Ambitious Athletics on Yelp while reading reviews to find a gym he could feel comfortable going to. Prior bad experiences at other gyms had made him nervous about entering the fitness scene without a lot of experience.

    “What I was really nervous about was, I’ve been to gyms before, and most of the time it’s just like open equipment. So you go and you feel bad about yourself because everyone else is very in shape,” Steven said.

    In order to address common concerns and fears similar to Steven’s, Carmen has a personal conversation with each potential client that comes in and offers a $20 one-week trial period so potential clients have a low risk option to try out the gym.

    “Honestly, it’s so we can just have a conversation with you and be ourselves and demonstrate our quality of training here, our community, and how we carry ourselves and want to actually make a difference in health and fitness,” Carmen said.

    Because he understands how important it is for each client to be cared for, Carmen asks questions during the trial period—ranging from what their fitness goals are to where they are in their life. This creates a safe environment where clients feel understood and less intimidated with a professional to guide them and help them achieve their goals.

    “So you come in for that starter session, and that gives us the opportunity to meet you, understand where you are, who you are as a person, what you’ve done in the past, what you’re currently doing, what you’re currently looking for. What’s your injury history like? Why are you doing this?” he said. “That would be important to me if I walked into any gym, any business where I was investing in myself, to be known as somebody, not just a number, and be a part of the volume of clientele.”

    Backing up that sentiment, Carmen said he and his staff look at a report every Friday to see which clients have been able to come in and which ones haven’t. If clients haven’t shown up, they check in to make sure they’re doing okay.

    “We know that showing up three to four times a week is most beneficial for your goals. And we like to see people. It’s always more fun when there’s more people in here and everyone is in here and laughing and having a great time, ’cause fitness should be fun,” he said.

    When it comes to feedback about the experience his business provides, Carmen takes reviews very seriously and has a process for reading and responding to them.

    “If it’s a one star or a five star, I wanna be able to read it, absorb it, and react logically if there needs to be a reaction, or let it hit me emotionally. So I take the time to carve out like 30 minutes and just absorb it,” Carmen said. “If it’s a current member, I’ll email them and say ‘Thank you so much for taking the time to write this review that you feel is helpful to us, and also helpful to the next person.”

    Other businesses can learn from Ambitious Athletics’s journey, including the following tips:

    • Don’t be afraid to pivot. Carmen wasn’t satisfied with his career and was able to start a business he was passionate about. Oftentimes, your passion can become your competitive advantage.
    • Form relationships with your customers, and let them know you care. Getting to know your clients as people can help them build loyalty toward your business while helping them achieve their personal goals.
    • Make the customer’s comfort and satisfaction a priority. Take the time to understand your target audience to create a personalized experience customers will come back for.
    • Read and respond to reviews. Carmen carves out 30 minutes to read and process his reviews and thanks customers for writing them. Investing in customer engagement can help improve your business’s reputation.

    Listen to the episode below to hear directly from Carmen and Steven, and subscribe to Behind the Review for more from new business owners and reviewers every Thursday.

    Available on: Spotify, Apple Podcasts, Google Podcasts, Stitcher, and Soundcloud.

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    Emily Washcovick

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  • Back In The Office? Why Your Company’s One-Size-Fits-All Approach Is Destined to Fail. | Entrepreneur

    Back In The Office? Why Your Company’s One-Size-Fits-All Approach Is Destined to Fail. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    Many organizations adopt a broad-brush approach to hybrid work that fails to differentiate between various departments and roles. For example, Comcast told every employee to come to the office every Tuesday, Wednesday and Thursday, and work remotely Monday and Friday. Apple asked all of its employees to come in on Tuesday, Thursday, and one more day that each department gets to pick.

    Such indiscriminate treatment generally indicates the leadership of a company did not adopt hybrid work willingly. Instead, their hand was forced by employees threatening to leave without at least some flexibility. Indeed, both Apple and Comcast employees explicitly threatened to quit over the heavy-handed return-to-office plans, and some did so. For instance, the head of Apple’s AI team resigned due to Apple’s lack of flexibility.

    As a result of being dragged kicking and screaming into allowing at least some work from home, the leadership of such companies fails to optimize their approach to hybrid work, undermining its potential for a major boost to productivity, retention, and cutting costs. Having worked with 24 organizations to help them transition to hybrid work, I can attest that getting the true benefits from hybrid work requires creating a customized decision framework for different departments and roles.

    With 79% of all companies switching to hybrid work, according to the EY Work Reimagined Employer Survey, such poor decision-making around this work modality both harms the bottom lines of individual companies and also causes a harmful drag on the economy as a whole. Not surprisingly, according to the U.S. Bureau of Labor Statistics, productivity decreased significantly in the first quarter of 2022 when workers returned to in-person work environments with a drop of 7.5%; that fall marks the largest reduction in productivity since 1947. The second quarter also saw a large productivity decrease at 4.6%. By contrast, productivity increased sharply in the first two years of the pandemic, and that boost occurred specifically in the industries where much of the work can be done remotely such as IT and finance, as found by a recent National Bureau of Economic Research (NBER) study; while industries that require more in-person work fell behind in productivity measures.

    Related: Why Hybrid Work Will Win Out Over Remote and In-Person — Whether You Like It or Not.

    The basis for the hybrid work model decision framework

    The basis for the decision framework centers around two distinct questions. First, what kind of work is best done remotely, and what in the office? Second, what type of work is done in each department and by different roles within them?

    To answer the first question, we need to recognize that extensive investigations illustrate workers are fine with the office itself. What they don’t like is the commute, which takes many hours per week and costs many thousands of dollars per year.

    So the tasks that employees can easily and productively do at home should be done there. And those tasks include the large majority of what many employees do: individual-focused work, asynchronous collaboration and communication, and videoconference and phone meetings. By contrast, the office is best suited for more intense and synchronous collaboration and communication, challenging conversations, cultivating team belonging and organizational culture, mentoring, on-the-job learning and leadership development.

    Answering the first question shows the problematic nature of decreeing a fixed number of days of more than half the work week in the office for all staff, as did Apple and Comcast. Staff in various departments and roles have a different balance of the kind of work they do; their time and efforts are wasted if they do the wrong work in the wrong place, such as coming to the office and doing videoconference meetings. According to Stuart Templeton, the head of Slack in the U.K., “making a two-hour commute to sit on video calls is a terrible use of the office” and kills productivity. Moreover, it breeds staff frustration and resentment, leading to retention problems and higher costs due to replacing talented employees.

    Instead, a decision framework needs to factor in the specific kind of work done in different departments and by specific roles in each department. For example, consider the finance department. Most of the activities of individual accountants involve solitary number crunching, with occasional asynchronous communication and collaboration. However, the end of a quarter, and especially the end of the fiscal year, usually involves more intense and synchronous collaboration. Thus, my clients find that it works best to have accountants come in once every couple of weeks during much of the year. But then, for the last week of a quarter and for the last two weeks of the year, accountants come in nearly every day.

    While this pattern fits the role of most accountants, some accountants occupy more specialized roles. A case in point: auditors. They have a different pattern of work, which involves intense collaboration when preparing for and launching an audit. Next follows individual-focused work analyzing their findings. The end of an audit features intense collaboration — with some challenging conversations. That pattern demands a distinct approach to coming to the office to fit the needs of their particular roles within the accounting department.

    The sales department has its own particularities, depending on what kind of sales a company does. For one of my clients, a B2B IT service provider, sales involve frequent phone calls. My client found it helpful in developing junior sales staff to have them sit together with more experienced salespeople with both making calls. Recently hired staff learned tips and tricks from how senior staff handled sales calls; in turn, experienced salespeople listened to the calls made by newer staff and provided quick feedback on improvements. As another benefit, the kind of sales they do involves frequent rejection, which can be demotivating: having everyone make calls together provides motivation and helps everyone celebrate wins. As a result, the sales team decided to come to the office three days a week to make phone calls and spent the other two days on more individual work at home.

    For a financial management company, the analyst department found it most useful to spend the large majority of time at home. They did individual tasks such as evaluating data and preparing their own initial versions of predictions and recommendations. But then they came together once a month for several days in the office to synthesize the data, hash out differences and develop company-wide predictions and recommendations they could provide to clients about what investments to make for strong risk-adjusted returns.

    In a Fortune 500 consumer products manufacturing company, the HR department had a more differentiated approach based on specific roles. Some staff who handled back-end HR functions worked mostly from home, coming together once a week for socializing and team building. The training staff in the HR department had a more varied approach. They provided some in-person as well as remote training to different business units in that company and came to the office mostly on the days of in-person training events. For a different case in point, recruiters operated largely independently of everyone else; the department found it cost-effective to allow them to work full-time remotely. Another type of role was the HR business partner, who functioned as a support person to the operational manager of each individual product team in the company. They adopted a pattern that reflected the specifics of the department that they supported.

    How to tailor the hybrid work model decision framework

    To tailor the hybrid work decision framework to each department and role, the company’s leadership team should start by determining some broad guidelines and budgeting priorities. Thus, some of my clients closed subsidiary offices, which made it impractical for many staff members to come to the office except for truly important events; others decided to save on salary costs by hiring some fully remote staff in lower cost-of-living areas for individual contributor roles that did not require intense collaboration.

    After that, educate your staff —and especially middle managers who lead departments and teams within them — about what tasks are best done at home and what at the office. Create a broad understanding and acceptance among the management of the burden of the commute and the need to minimize it for the sake of retention, productivity and cutting costs.

    Next, each department should develop an initial plan for itself. This process needs to involve the staff as well as department leaders, to garner buy-in from all staff. According to a November Gallup survey, 46% of employees who work in a hybrid setting reported feeling engaged when their team is able to make their own decisions about when to come into the office. On the other hand, 35% said they feel engaged when leadership determines the policy for the entire team.

    Notably, only 41% of respondents indicated that they are engaged if everyone made the decision individually. This finding might seem counterintuitive. Indeed, when I run focus groups in client organizations, the large majority would prefer to make the choice by themselves. However, the result of such an approach is people coming to the office and not seeing the members of their teams and departments there. The result is disengagement since collaboration is the whole point of coming to the office and braving the commute. That problem highlights the value of coordination at the level of departments, roles and teams.

    Related: You Should Let Your Team Decide Their Approach to Hybrid Work. A Behavioral Economist Explains Why and How You Should Do It.

    Conclusion

    After developing this initial plan, treat it as a draft rather than set in stone. Experiment for a couple of months and measure the success of your decision framework. After three months, have each department reassess the initial plan and update it based on what they found worked well and what needed improvement. This customized hybrid work model decision framework most effectively combines department-level coordination with rank-and-file buy-in from those in different roles and teams, helping my clients gain the best balance of productivity, retention and cutting costs.

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    Gleb Tsipursky

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  • Want to Onboard Like a Pro? Here are 5 Ways to Retain Good Clients and Staff | Entrepreneur

    Want to Onboard Like a Pro? Here are 5 Ways to Retain Good Clients and Staff | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    In my many years of running my own PR agency, I’ve experienced a lot of hiccups when it comes to onboarding. And if I’m being honest, I must admit I caused most of those hiccups. I’m just not particularly good at it — it’s not one of my strong suits.

    Though fine-tuning my onboarding techniques is a work in progress, it doesn’t come naturally to me. Once I find a potential team member I like or I’ve got a hot lead on a potential client, my tendency is just to jump into the deep end, all enthusiasm and “we’ll figure it out as we go along” and very little step-by-step processing that would pave the way for a mutually beneficial and lasting connection.

    On occasion, the “winging it” approach might work. But usually, it doesn’t. So I recently looked closely at my firm’s onboarding procedures from the inside out, which yielded some interesting insights. Before I share them, it’s important to note that the objectives here could not be more straightforward: Regarding internal onboarding, the goal is incorporating a new staffer into a welcoming and positive work environment. When it comes to external onboarding, the goal is as simple as keeping the client happy. That’s it. That’s the end game. Here’s how to win it.

    Related: The Secrets Behind Successful Employee Onboarding

    Winning steps for internal onboarding

    1. Immediately upon bringing a new staffer on board, express gratitude for their contribution. Acknowledge the skills that led you to hire them, tell them how those skills will bolster team efforts and make them feel like you’re lucky to have them, not vice versa. Everybody wants to feel valued at work, even from the very first day.
    2. Pay on time and pay above-market rates. This one may sound like a no-brainer, but small businesses sometimes don’t have automated payroll in place to ensure timely payment. Landlords and banks don’t accept delays, so don’t chase promising new hires away with delays of your own making. As for salary, a higher-than-market rate will often secure you better-than-average talent, but if you can’t afford that right now, other forms of compensation work equally well to solidify employee buy-in, like half-day Fridays, remote work options, the use of company equipment, and a results-based bonus plan.
    3. Provide an overview of the organizational structure, preferably in the form of an org chart. This is essential. People need to know where they fit in to feel like they fit in.
    4. Allow the individual’s abilities to shine bright by supplementing and supporting their output. Here at RPR, every piece of content that is written for our clients passes my desk and is copyedited/proofed by our editorial support people. At first, my content writers sometimes balk at being reviewed, but it’s a win-win for everybody when our customer reviews come back glowing about error-free and accurate assets. Teach your team to, lead your team to and support one another in their roles, not just fulfill their own.
    5. Check in with your people for no reason. For no reason at all. Just send a text, write an email or call to regularly reach out to them to (a) ask how things are going — do they need any support and (b) reinforce continual messaging of how fortunate you feel to have them on board.

    Related: Are You Guilty of Poor Onboarding? The Consequences Are Worse Than You Think.

    Winning steps for customer/client onboarding:

    1. Send a warm introductory email detailing what the client can expect for your initial engagement. Having this in writing can avoid many explanatory phone calls, provide a tangible form of your commitment, and assure the client that they’ve entered a functional, efficient workflow.
    2. Continue to send a chain of emails to follow up; first, to ask the client to confirm that they received the last communiqué you sent them; second, to always open a window for them to write back with questions or concerns.
    3. Go beyond the to-do list. It may be enough just to do your job or what you were hired to do. But to retain long-term B2B clients, why stop there? Be exceptional by exceeding expectations with unanticipated gestures, like forwarding an article of interest, sending the client something that reminded you of them, providing them with referrals or having flowers or lunch delivered for a special occasion.
    4. Speaking of which, recall step #1 for your internal onboarding: Showing gratitude to your client base, as well, is a little action that generates a big reaction. Sending a thank-you note is the simplest but tremendously significant way to let someone know how much you appreciate their business.
    5. Finally, another repeat: Check-in for no reason. You can never go wrong with any contact in the business world by being reliably present, open-eared, and always interested in how they’re feeling about your relationship status. Some people are afraid to initiate unnecessary contact if they receive negative feedback. Better to catch any lapses that are occurring so you can attend to and remedy them than to lose the client based on a lack of authentic communication.

    As I see it, onboarding is the “honeymoon phase” of any business relationship. Once you’re united with this business partner under mutually agreed-upon terms, you want to have fun with them, go places with them in a favorable climate and create and sustain a memorable impression that will fuel and ground your future interactions. Basically, you want to start things off on the best possible footing to point the way toward a smooth and successful venture ahead together.

    So put some effort into planning every onboarding process per new contact, just like you would map out your honeymoon destination and activities. The advanced planning and customized blueprint will lay a strong, solid foundation on which the relationship can continue to grow and expand in positive, productive, and fruitful ways for years to come.

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    Emily Reynolds Bergh

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  • Productivity Is At An All-Time Low Because We’re Failing Employees In 2 Ways. | Entrepreneur

    Productivity Is At An All-Time Low Because We’re Failing Employees In 2 Ways. | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    If Sherlock Holmes were to take on the case of the mysteriously dwindling productivity, he would have a complex enigma on his hands. According to a recent report by the Institute for Corporate Productivity (i4cp), worker output in the U.S. has seen its worst drop since 1947, with labor productivity growth at a historically low rate of 1.1% from 2019 to 2023.

    This phenomenon isn’t localized to the U.S. The U.K. and Canada have seen the weakest annual growth since 2013, and Australia has witnessed its “biggest fall in labor productivity on record.” This global productivity predicament has instigated a plethora of theories, and the one that looks most likely is that top-down, forced return-to-office policies that undermine trust and autonomy are making workers less productive.

    Related: We’re Now Finding Out The Damaging Results of The Mandated Return to Office — And It’s Worse Than We Thought.

    The office return policy: A wolf in sheep’s clothing?

    To truly grasp the productivity problem, we need to peer beyond the surface-level statistics. When Microsoft asked employees about their productivity versus leaders’ perception of their teams’ productivity, the disparity was stark. A whopping 87% of employees reported they were productive at work, while only 12% of leaders shared the same confidence. This chasm of misunderstanding widens when we start enforcing return-to-office policies.

    Remember the last time you were forced to do something you didn’t want to? You likely felt resentment and a lack of trust. This is exactly what’s happening with forced return-to-office policies.

    The return-to-office mandate has not been received kindly. We’ve seen thousands of Amazon employees walk off the job in protest, Apple employees petition against the company’s three-day-a-week in-office policy, and Farmers Group experienced widespread outrage after the new CEO required employees to be in the office three days a week. And when workers feel their employment terms are being rewritten, trust erodes faster than a sandcastle at high tide.

    Trust: The invisible fuel of productivity

    Productivity and trust share a symbiotic relationship. They thrive together and wither apart. It’s like trying to bake a cake without flour — you can’t expect a delicious result without this crucial ingredient.

    The i4cp report found a clear correlation between trust and productivity. High-performance organizations prioritize both the “what” and “how” of goal achievement. These organizations understand that empathy and productivity are not mutually exclusive. They cultivate a culture of trust by providing flexibility and considering employees’ needs and preferences.

    According to the i4cp’s Organizational Trust Index®, trust in an organization is composed of five key elements:

    • Senior leaders trust employees.
    • Managers trust their team members.
    • Managers are trusted by their direct reports.
    • Employees trust their team members.
    • The senior leadership team is trusted by employees.

    These elements are like the five fingers on a hand — each one is crucial for the hand to function effectively. And it’s not just theory. The presence of these five elements explains an 18% increase in productivity since the start of the pandemic for participating organizations.

    The power of trust in creating healthy cultures

    A fascinating trend emerges when we compare high-performance organizations with low-performance ones. High-performance companies are more likely to strongly agree with the five trust statements by a factor of 3 to 11 times over low-performing companies.

    In stark contrast, only 2% of respondents from low-performance organizations strongly agreed that their senior leaders trust employees, and a mere 3% stated that employees trust senior leaders. On the other hand, those from high-performance organizations were a whopping 11 times more likely to strongly agree that there is trust between these groups.

    If trust is the fuel for productivity, lack of trust is the pollutant that leads to organizational toxicity. The i4cp study found that those who described their organizations’ cultures as toxic were 16 times more likely to state “lack of trust in senior leaders” as a problem that needs addressing. Moreover, these respondents were 10 times more likely to report an “unsafe environment for expressing opinions or concerns” as a major issue in their organizations.

    On the flip side, a healthy organizational culture is marked by a strong presence of trust. Those who perceived their organizations to have very healthy cultures reported that they have leaders who lead by example, are held accountable for employee outcomes, regularly communicate values and address poor behavior immediately.

    So, the writing on the wall is clear. Trust is the secret ingredient in the productivity recipe. A return-to-office mandate, if imposed without thoughtful consideration of employees’ needs and preferences, undermines this trust. The key lies in maintaining flexibility, fostering a culture of trust and letting productivity flourish naturally. After all, trust is not a nice-to-have; it’s a must-have.

    Autonomy: The invisible catalyst for productivity

    If trust is the fuel of productivity, then autonomy is the catalyst. It speeds up the process, sparks creativity and fosters innovation.

    According to the i4cp report, companies with the highest productivity provide the highest levels of autonomy to their individuals and teams. This autonomy is closely tied to trust, and together, they account for a significant proportion of productivity. Specifically, the autonomy of individuals and teams explains 15% of the variability in productivity.

    When companies mandate a return to the office, they may unknowingly be sapping their employees’ autonomy and, in turn, trust. It’s like unintentionally adding a slow-acting poison to a flourishing garden. These two factors — autonomy and trust — are vital to innovation and productivity. By undermining them, organizations are, in essence, hampering their own progress.

    The most innovative companies understand this well. They provide flexibility and autonomy, allowing teams and individuals to determine the right work model for their roles. This approach is akin to giving the master chef the freedom to experiment with ingredients, techniques, and recipes.

    However, not all organizations have grasped the importance of autonomy. The i4cp report reveals a stark contrast between high and low-performing companies. High-performing organizations are more likely to offer high levels of autonomy to individuals (77%) and teams (82%). On the other hand, low-performing companies trail significantly, with only 58% providing high levels of autonomy to individuals and 62% to teams.

    Naturally, forced, top-down return-to-office policies that don’t get buy-in from employees undermine autonomy, for individuals and teams alike. And that hurts productivity.

    Related: Want to Be More Productive? Stop Trying to Finish Every Task, and Do This Instead

    The future of work: Autonomy, trust and flexibility

    The message is clear: If we want to boost productivity, we need to rethink our approach to the workplace. Autonomy, trust and flexibility should be at the forefront of this transformation.

    As we stand at the crossroads of productivity, it’s time to reconsider our direction. The forced return-to-office strategy is like trying to fit a square peg in a round hole — it’s not only difficult but also damaging. We need to put trust back in the driver’s seat and give employees the flexibility to choose their working environment. That’s what I tell my clients when helping them figure out their return-to-office policies — you need to make sure to get employee buy-in to cultivate trust and provide autonomy for team decision-making in determining their in-office work time to facilitate autonomy.

    The future of work shouldn’t be a return to the past. It should be a leap forward, embracing the lessons we’ve learned during the pandemic and using them to create a work culture that fuels productivity, not hinders it. Forced return-to-office policies may seem like a simple solution, but they risk damaging the very factors that drive productivity.

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    Gleb Tsipursky

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  • How to Turn Marketing into a Sales and Revenue Engine | Entrepreneur

    How to Turn Marketing into a Sales and Revenue Engine | Entrepreneur

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    Opinions expressed by Entrepreneur contributors are their own.

    We’re all being asked to deliver bigger, better results with less investment. A friend of mine who’s a marketing leader at a B2B fintech told me last week that her company slashed her budget by 40% — but kept targets the same. Sadly, she’s not alone. As Gartner’s 2023 CMO Spend and Strategy Survey outlines, 71% of CMOs said they lack the budget to fully execute their strategy this year. Three-quarters say they face “increased pressure to do more with less.” This trend is set to continue.

    Other pain points include proving that the marketing function directly contributes to revenue growth, creating better leads, having a better view of the customer across the business and increasing conversion. Sound familiar? I see this every day with the clients we work with, and the struggle is real — which is why we’re going down a different path.

    Related: Aligning Sales and Marketing Needs To Be Your Priority

    Blended ABM

    It’s all about creating target account acquisition strategies that align marketing and revenue teams around customer experience and growth — increasing conversion, retention and expansion (while reducing budget wastage). We call this blended ABM (account-based marketing), and it sits at the heart of our proprietary AMPLIFY process.

    Why? If you actually want to succeed with less, you must move into a space where you are highly targeted on who you can — and cannot — acquire. This is why we evangelize blended ABM over demand generation. Don’t get me wrong: Demand gen has a relevant place in the marketing mix, but in my view, it’s more reactive to the market instead of intentionally targeting it.

    Do any of us have the time and budget these days to be solely reactive instead of proactive? I’d argue no. Let’s be real: 80% of buyers make a decision before talking to your sales team, so your content is mainly used for research only; no one can afford to just educate people. We need to sell to people.

    Let’s break it down, starting with target accounts. This entails being entirely clear on your most successful ideal customer profile (ICP) and personas — as well as defining your buyer’s journey so you know exactly who your target customer is, what type of company they work for, what their pain points are, who makes up their buying committee and how they buy.

    By sticking with the types of companies with which you have short sales cycles, long business relationships and consistently upsell and expand revenue, you’ll know exactly who to target with a blended ABM approach — and your sales and leadership teams will come to love the strategy. It’s about being bold, confident and deliberate about your target accounts and why you’re targeting them. And for the record, that pool of accounts could still be 1,000 or 2,000 strong.

    Related: The Rise of Account-Based Marketing

    Research and intent data

    Additionally and within those accounts, you’ll likely need multiple micro strategies, for example, a compete strategy. How do you identify the good-fit clients currently utilizing your competition? How do you pinpoint potential customers currently looking at your business rivals?

    Simple: research and intent data! If you start layering intent data on top of this, you can start to see exactly when someone is in the market to buy from a competitor or seeking a product/service like you offer and target them accordingly. With blended ABM, you enroll them in a 1:Many approach, moving them up to 1:Few or 1:1 if difficult to close and worth the time and effort.

    Only focusing on high-probability target accounts increases the likelihood of conversion. There are, of course, a swathe of buying committees currently sitting on their hands; when you can accurately convey your value and how you transform the buyer’s world, you have a greater likelihood of success with activating those too.

    For successful blended ABM, you need a single view of the customer. Align your marketing, sales and customer success teams around a CRM like HubSpot and start sharing vital information on customers, targets, companies and content that’s working (or not).

    Related: Here Are 5 Trends to Watch Out For in Sales and Marketing in 2023

    With blended ABM as the basis of your strategy and the enhanced knowledge of your customer achieved through the above, you’re using far more focused content and ads to only go after those target accounts in the market — especially as only 6% of your target audience is in the market at any one time. This in turn drives higher quality SQLs and clearer campaign ROI, meaning your goals across sales and marketing become aligned, too — and the latter can unequivocally prove its contribution to revenue.

    And as Ewan McIntyre, Chief of Research and VP Analyst in the Gartner Marketing practice said in the aforementioned study, “CMOs need to become a new type of enterprise leader…assuming a more business-focused role that pivots into a period of investing for profitability. Those that carry on status-quo will face significant challenges.”

    This path is for marketing leaders who are pragmatic, if not a little brave — and definitely tired of the status quo. Your leaders will need a bit of education, but the outcomes are clear: higher profitability, better alignment and customer experience. What’s not to love?

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    Paul Sullivan

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