Tag: executive coaching

  • How has Blogging Changed?

    Andy Crestodina

    By Andy Crestodina Share

    Five years ago on a summer day, we set out to learn more about this thing called blogging. We made a little survey, did a lot of outreach and eventually got 1000 bloggers to respond.

    You are now reading the 2019 Annual Blogging Survey. In it, you’ll find a goldmine of blogging statistics, data and trends. Together, the numbers tell the story of huge changes in blogging and content marketing.

    We’ll be answering…

    1. How long does it take to write a blog post?
    2. How long is the typical blog post?
    3. How frequently do bloggers publish?
    4. What content formats are bloggers using?
    5. What does the typical blog post include?
    6. How many draft headlines are bloggers writing?
    7. Are bloggers working with editors?
    8. How is your content typically promoted?
    9. How often do bloggers research keywords?
    10. Are bloggers using analytics?
    11. Is it part of your strategy to update older blog posts?
    12. Are bloggers getting results from their content?

    Here is a sample of the stats you’ll find:

    • The average blog post takes 3 hours and 57 minutes to write …up 65% from 2014
    • The average blog post is 1236 words long …56% longer than in 2014
    • 52% of bloggers report that it’s getting harder to get readers to engage with their content

    One of the final questions is about success, and we correlate that answer with the other answers, we can see what’s working today. Here is the summary, ordered by effectiveness. It shows not only shows which tactics are the most effective, but how few bloggers use them.

    Blogger summary- The least common blogging tactics are the most effective

    Note: “Strong results” data is self-reported and naturally depends on the goals of each blogger. Because results such as traffic, engagement and revenue vary widely across content programs, we did not ask bloggers to provide Analytics or revenue data. You’ll find more info about the methodology and data at the end of this report.

    Here are the final statistics, analysis and input from blogging and content marketing experts.

    1. How long does it take to write a blog post?

    The average blog post takes 3 hours and 57 minutes to write.

    The time invested in each article rises every year. This year the average time spent per post jumped 30 minutes and is up 65% since 2014.

    How long does it take to write a blog post_

    The data from 2014 to 2016 showed big drops in bloggers who spent two hours or less per article. This year we see big jumps in the percentage of bloggers who spend four hours or more.

    How long does it take to write a typical post_

    Does the extra time and effort pay off? Yes, bloggers who spend more time per post are the most likely to be successful. 38% percent of the bloggers who spend 6+ hours per article report “strong results” from blogging. Click To Tweet

    Percentage of bloggers who report “strong results” by time invested per post

    Note: 30% of bloggers reported “strong results.” That’s the benchmark. We’ll discuss this in the final section.

    2. How long is the typical blog post?

    The average blog post is 1236 words long.

    That’s 53% longer than six years ago. Articles keep getting longer, as bloggers invest more time and effort in long-form, detailed articles.

    Length of typical blog post

    Look closer and we see the big jump is in the 1500-2000 word range. It’s as if editors everywhere updated their guidelines for length from 1000 to 1500 words.

    How long is a typical blog post

    Compare the percentage of bloggers at the far ends of the spectrum. An approach that was once rare is now quite common.

    Percent of bloggers writing short vs. long posts

    Perhaps we’ve seen a tipping point in the awareness of the benefits of big content. Lots of studies have found a correlation between long-form content with higher rankings, greater social engagement and better results in general. Here’s one more: bloggers who write longer content are far more likely to report success. More than half of the bloggers who go big report “strong results” from blogging.

    Percentage of bloggers who report _strong results_ by average blog post word count

    Joe Pulizzi, Founder, CONTENT MARKETING INSTITUTE “In looking through the data, it’s almost like going into the past where longer, meatier articles were king, and each article took hours of time. This gives me hope for the future of content consumption. At least for blogging, snackable content is clearly dead. Audiences expect more, and bloggers are giving them better researched more advanced and well-thought-out content.”

    Gill Andrews, COPYWRITER AND WEB CONSULTANT “I am surprised by how much the average blog post length has increased over time. It either means that more bloggers have finally realized that they need to try harder to get results or that the reader’s expectations increased drastically. If it’s the latter, I wonder if that means that at some point in the future, small businesses won’t be able to blog at all, because they won’t have the resources to produce the content an average online reader expects.”

    Gini Dietrich, founder and author, SPINSUCKS “There are many days I complain about how I have six hours of meetings without time to pee or eat, let alone write or record a podcast. And then I read this survey that shows a significant number of bloggers now spend six hours writing one blog post. Six hours! ONE blog post. This means that kind of time, research, and collaboration results in cold, hard cash. So pack your desk drawer with protein-packed snacks and get to work!”

    3. How frequently do bloggers publish?

    About half of bloggers publish weekly or several times per month.

    Has the increase in time and length affected how often bloggers hit the publish button? Yes. There has been a steady decline in the “several per week” category since 2014.

    Around half of all bloggers publish 2-4 posts per month. That’s holding steady, but notice the jump in daily blogging.

    Is there a relationship between publishing frequency and results? Yes. Bloggers who write more (either in length or in frequency) are more likely to report strong results. But there seems to be a point of diminishing returns with frequency. Bloggers who publish daily are more likely to report strong results than bloggers who publish several times per day.

    Bloggers who report “strong results” based on publishing frequency

    4. What content formats are bloggers using?

    We’ve seen the size. Now let’s look at the shape of the content.

    • Practical, how-to content is dominant in content strategies.
    • About half of bloggers publish news. About half publish opinion.
    • Just one-third of bloggers use collaborative formats: round ups and interviews.
    Which content formats have you published in the last 12 months_

    Here is the correlation between content formats and blogging performance. This reinforces the previous findings about the value of in-depth, visual and collaborative content.

    • Most likely to succeed: Bloggers who create long-form guides, ebooks and original research
    • Least likely to succeed: Bloggers who publish news and opinion
    Bloggers who report “strong results” by content format

    Mega-Trend: Research on the rise

    Last year, 25% of bloggers added original research to their mix. Now we see a big jump up in that number. More bloggers are conducting and publishing original research as the word gets out about its effectiveness.

    • 35% of bloggers conduct and publish original research
    • 85% of bloggers who publish original research report some/strong results from blogging (39% of them report strong results)

    To gate or not to gate

    This year we asked if bloggers are putting content behind lead gen forms, requiring readers to give their email address prior to getting access. About one-third of bloggers do this, even though almost half of bloggers publish guides and ebooks.

    • 32% of bloggers gate content
    • 88% of bloggers who gate content report some/strong results from blogging (35% of them report strong results)

    5. What does the typical blog post include?

    Now let’s look at the features of specific articles, including images, video, statistics and contributor quotes. These statistics show how visual, scannable and collaborative blog posts are in general.

    The typical blog post includes the following elements

    When we check the correlation data, you can see which specific elements correlate with success when included in blog content.

    Bloggers who report “strong results” by content format

    You can see that video makes the biggest difference. We’ve seen the correlation between video and success grow year after year.

    Just how visual is blog content?

    Most bloggers add a few images to their content. But fewer than 10% of bloggers are producing very visual content with 7+ images per article. Does that sound high? The average article here on the Orbit Media blog includes 14 images, not including the author’s picture.

    How many images do you include in a typical post_

    There is a clear correlation between highly visual content and success. The more images a blogger adds to a typical article, the more likely they are to win at the content game.

    Percent of bloggers who report “strong results” based on number of images included in a typical post

    Just 3% of bloggers add 10+ images per article, but they are 2.5x more likely to report “strong results” than the average blogger.

    This along with the trends in video shows the importance of visuals. It shows just how visual blogging has become. Is blogging more about images or words? Are blogs post written or designed? It seems the more visual the content strategy, the more likely it is to succeed.

    Just how collaborative is blog content?

    Seeing the big trends of influencer marketing inspired us to ask about the popularity of collaborative content, which we define as content that includes contributor quotes, roundups or interviews. The response indeed shows that most bloggers do collaborate.

    • 32% of bloggers never collaborate
    • 1% of bloggers always collaborate
    How often do your posts involve influence collaboration_v2

    Is there a correlation between collaboration and success? Yes. The more often bloggers collaborate with influencers, the more likely they are to report “strong results.”

    Bloggers who report “strong results” based on influencer collaboration

    Here at Orbit, as a rule, each article we write includes a contributor quote from at least one expert. Just as a journalist wouldn’t publish an article without a source, we would never publish an article without an expert POV.

    6. How many draft headlines are bloggers writing?

    The average blogger writes four headlines before selecting one.

    Everyone sweats over headlines, or so we assume. As an all-important element for blog posts, it’s worth the extra attention. After hearing that some content teams consider 20+ headlines before selecting one, we decided to pose the question.

    We see that most bloggers write a couple of headlines before choosing one and a tiny percentage are writing more than ten. Fewer than 1% of bloggers write 20+ draft headlines per article.

    How many headlines do you write for a typical post_

    Yet bloggers who consider more headlines are far more likely to report success. Very few bloggers are doing the thing that correlates with results.

    Bloggers who report “strong results” based on number of draft headlines written per article

    Ann Handley, Cheif content officer, MARKETING PROFS “We all recognize the value of a great headline. Well done, us! Now let’s spend as much time thinking about the first line of a piece. PRO TIP: Write as many first lines as you do headlines. Why? Because the headline makes a reader click. And the first line makes them actually read the piece.”

    7. Are bloggers working with editors?

    30% of bloggers have a formal process for editing.

    For our final question about process, we ask about working with editors. Most bloggers edit their own work or get “a second set of eyes” on their content before publishing. Only 30% have a formal process for editing. That’s way up from five years ago when just 1 in 10 bloggers had a formal process.

    Are bloggers working with editors_

    Bloggers with a formal editing process were about 50% more likely to report strong results. Working with multiple editors doesn’t seem to make strong outcomes more likely. And bloggers who edit their own seem to be doing pretty well.

    Bloggers who report “strong results” based on editing process

    Another tip from Ann: “Behind every decent writer is a fantastic editor! If you want to be a better writer… get yourself a great editor to work with you.”

    8. How is your content typically promoted?

    Social media, of course. But just one in five bloggers uses influencer outreach and paid promotion.

    Obviously, the fast, easy and cheap promotion channel is the most popular. Virtually all bloggers share their content on social media. Two-thirds use search and email, both of which have become much more popular over the last five years.

    • The percentage of bloggers using email marketing has increased 2x since 2014
    • The percentage of bloggers using paid promotion has increased 3x since 2014
    • 1 in 5 bloggers leverages influencers to help drive traffic (that’s down from two years ago)
    • 1 in 5 bloggers buys traffic (that’s leveled off after a dramatic rise)
    Bloggers who report “strong results” based on editing process

    Let’s see what’s working. The less popular promotion channels are more strongly correlated with success. This may be because they are more difficult (or expensive) and this is another example of hard work paying off.

    Bloggers who report “strong results” based on how they drive traffic to their posts

    9. How often do bloggers research keywords?

    Half of bloggers research keywords for the majority of their content.

    As SEO has grown in popularity and importance, keyword research as a skill and practice has become more common. Most bloggers do it sometimes. Half of all bloggers do it most of the time.

    How often do you research keywords for your posts_

    It’s work that pays off. The more the blogger researches keywords, the more likely they are to report success. Bloggers who are also SEOs report “strong results” at much higher than average rates.

    Bloggers who report “strong results” based on keyphrase research

    10. Are bloggers using analytics?

    Half of bloggers usually check the analytics for a post. The other half check occasionally, rarely or never.

    The trend here is mostly flat. Use of Analytics has remained steady for years. But it remains one of the big indicators of blogging performance. Bloggers who measure the performance of every post are far more likely to report “strong results” than the average blogger.

    If they aren’t using analytics, you have to wonder how they even know if they’re getting results.

    How often do bloggers check their analytics_
    Bloggers who report “strong results” by frequency of checking Analytics

    Jay Baer, luminary, CONVINCE AND CONVERT “What’s most interesting to me is the combination of expanded blog post length and corresponding time spent per post with the decline in attention paid to Analytics and keyword research. It’s remarkable to me that bloggers would spend nearly 4 hours to craft an 1800 word post, yet only 57% of them check their analytics with any degree of frequency and only about 50% of the time are they actually thinking about keywords when writing that post. If I was going to spend four hours on something, I would want to make sure that I had a measurement and success schema identified before I wrote the first of those 1800 words.”

    11. Is it part of your strategy to update older blog posts?

    Two-thirds of bloggers update previously published blog posts.

    An obvious trend has emerged since we started asking this question a few years ago. Nearly 70% of bloggers now report going back to older content and making updates.

    Is it part of your strategy to update old posts_

    ian cleary, founder, RAZOR SOCIAL “Updating old content is an essential part of any online strategy so it’s good to see that this year the percentage of people updating old content. It’s great for SEO, especially when combined with keyword research, adding more media and careful internal linking.”

    Ian’s right. Updating old content appears to be an SEO tactic. Bloggers who research keywords are 3x more likely to update old posts. It’s a powerful way to improve rankings and search traffic quickly. Also, bloggers who publish news and original research are more likely to update old posts. Makes sense.

    This is another of those tactics that have a very strong correlation with success. Bloggers who update old posts are 2x more likely to report success.

    • 35% of bloggers who update old content report “strong results”
    • 16% of bloggers who do not update old content report “strong results”

    12. Are bloggers getting results from their content?

    Most bloggers are getting results, but just 30% are getting strong results.

    We’ve seen this correlated with other statistics throughout the survey. Now here’s the raw data on success. Naturally, the definition of success varies as bloggers have a wide range of goals, from rankings to revenue, likes to leads.

    If you put 10 bloggers in a room…

    • 5 would report getting some results
    • 3 would report strong results
    • 1 would report disappointing results
    • 1 wouldn’t even know if they’re getting results
    Which of the following best applies to your blog_

    Is there a trend here? No. These numbers have changed very little over the last four years.

    Bonus: What are the biggest blogging challenges?

    This year we added a few questions about the challenges. What is the hardest thing about blogging. The most common answer is personal: finding time.

    What are your biggest blogging challenges_

    We included an “other” category and gave respondents the opportunity to add their own answers. The most common responses were related specifically to business blogging: getting internal buy-in and measurement/attribution.

    The challenges are timeless, but when we ask bloggers what’s getting harder now, we see where the headwinds are coming from.

    “It’s getting hard to…”

    Henneke Duistermaat, ENCHANTING MARKETING “If reader engagement feels like your biggest challenge, it’s worth asking yourself whether your content strategy needs fine-tuning. Do you have a clear idea who your ideal reader is and how you can help them solve their problems, answer their questions and achieve their aims? Is the traffic to your site relevant? Are you writing to engage your reader or to impress Google? How human is your writing?”

    Robert Rose, founder, THE CONTENT ADVISORY “It’s no surprise, but it’s very refreshing to see the quantity and quality challenge expressed in such contrast. Time spent on each post is up. Length and exploration of depth is up. And the biggest mentioned challenge to not only attract attention but hold it. A loud noise gets your attention – but it’s what kind of noise you’re making that determines whether people stay and listen.”

    Bloggers are struggling with search and social more than email marketing. This is probably because search and social are dominated by digital monopolies, which control user experience. Google and Facebook have reduced clickthrough rates to websites in order to keep visitors on their platforms. But email isn’t owned by anyone. There’s no intermediary between the blogger and their audience. Bloggers are reporting an easier time.

    Most bloggers (54%) are finding it harder to keep visitors engaged with content. It’s a constant struggle. The signals that indicate that a reader is connecting with the post aren’t looking good.

    Two key takeaways

    There are a few big themes here. There seem to be two main factors that are the strongest indicators of success: depth and consistency.

    Deep Content

    Bloggers who do more are getting better results. These are the bloggers most likely to report success:

    • Bloggers who write 2000+ words
    • Bloggers who include 10+ images per post
    • Bloggers who consider 20+ headlines

    Consistent Performance

    Bloggers who are more consistent are getting better results. These are the bloggers most likely to report success:

    • Bloggers who always research keywords report strong results
    • Bloggers who always collaborate on content report strong results
    • Bloggers who always check Analytics report strong results

    These tactics are so effective because bloggers are using them every time.

    Methodology and Data

    The respondents to this survey are self-described bloggers that we connected with over many years on social media and at live events. The data set is heavily populated with my network, which skews toward LinkedIn users, B2B marketers and people in the US. Responses were gathered from July through September 2019.

    No one was incentivized to take the survey. This is a survey of bloggers (individuals), not companies or brands (groups). Here are the three ways we gathered responses along with our estimates for their contribution:

    1. Email to past respondents (30% of responses)
    2. Social media and shares by influencers (30% of responses)
    3. Individual outreach through messages and email (40% of responses)

    Original article appears here: https://www.orbitmedia.com/blog/blogging-statistics/?utm_source=october17-newsletter&utm_medium=email&utm_campaign=blogger-survey-2019

  • Be The Change

    https://www.slideshare.net/meecoinstitute/culture-transformation-are-you-ready
  • If You’re So Smart, Why Aren’t You Rich?

    New research suggests personality has a larger effect on success than IQ.

    How much is a child’s future success determined by innate intelligence? Economist James Heckman says it’s not what people think. He likes to ask educated non-scientists—especially politicians and policy makers—how much of the difference between people’s incomes can be tied to IQ. Most guess around 25 percent, even 50 percent, he says. But the data suggest a much smaller influence: about 1 or 2 percent.

    So if IQ is only a minor factor in success, what is it that separates the low earners from the high ones? Or, as the saying goes: If you’re so smart, why aren’t you rich?

    Science doesn’t have a definitive answer, although luck certainly plays a role. But another key factor is personality, according to a paper Heckman co-authored in the Proceedings of the National Academy of Sciences. He found financial success was correlated with conscientiousness, a personality trait marked by diligence, perseverance and self-discipline.

    To reach that conclusion, he and colleagues examined four different data sets, which, between them, included IQ scores, standardized test results, grades and personality assessments for thousands of people in the U.K., the U.S. and the Netherlands. Some of the data sets followed people over decades, tracking not just income but criminal records, body mass index and self-reported life satisfaction.

    The study found that grades and achievement-test results were markedly better predictors of adult success than raw IQ scores. That might seem surprising—after all, don’t they all measure the same thing? Not quite. Grades reflect not just intelligence but also what Heckman calls “non-cognitive skills,” such as perseverance, good study habits and the ability to collaborate—in other words, conscientiousness. To a lesser extent, the same is true of test scores. Personality counts.

    Heckman, who shared a Nobel Prize in 2000 and is founder of the University of Chicago’s Center for the Economics of Human Development, believes success hinges not just on innate ability but on skills that can be taught. His own research suggests childhood interventions can be helpful, and that conscientiousness is more malleable than IQ. Openness—a broad trait that includes curiosity—is also connected to test scores and grades.

    IQ still matters, of course. Someone with an IQ of 70 isn’t going to be able to do things that are easy for a person with an IQ of 190. But Heckman says many people fail to break into the job market because they lack skills that aren’t measured on intelligence tests. They don’t understand how to behave with courtesy in job interviews. They may show up late or fail to dress properly. Or on the job, they make it obvious they’ll do no more than the minimum, if that.

    John Eric Humphries, a co-author of the paper, says he hoped their work could help clarify the complicated, often misunderstood notion of ability. Even IQ tests, which were designed to assess innate problem-solving capabilities, appear to measure more than just smarts. In a 2011 study, University of Pennsylvania psychologist Angela Duckworth found that IQ scores also reflected test-takers’ motivation and effort. Diligent, motivated kids will work harder to answer tough questions than equally intelligent but lazier ones.

    Teaching personality or character traits in school wouldn’t be easy. For one thing it’s not always clear whether more of a trait is always better. The higher the better for IQ, and perhaps for conscientiousness as well. But personality researchers have suggested the middle ground is best for other traits — you don’t want to be so introverted that you can’t speak up, or so extroverted that you can’t shut up and listen.

    What does any of this have to do with economics? “Our ultimate goal is to improve human well-being,” Heckman says, and a major determinant of well-being comes down to skills.

    A newer study published in the journal Nature Human Behaviour focused on the flip side of success: hardship. After following some 1,000 New Zealanders for more than 30 years, researchers concluded that tests of language, behavioral skills and cognitive abilities taken when children were just three years old could predict who was most likely to need welfare, commit crimes, or become chronically ill.

    The lead author of that paper, Duke University psychologist Terrie Moffitt, says she hopes the results would foster compassion and help, not stigma. Her results also suggested that helping people improve certain kinds of skills before they’re out of diapers would benefit everyone.

    Faye Flam is a Bloomberg Opinion columnist. She has written for the Economist, the New York Times, the Washington Post, Psychology Today, Science and other publications. She has a degree in geophysics from the California Institute of Technology. This column does not necessarily reflect the opinion of the editorial board or Bloomberg LP and its owners. For more columns from Bloomberg Opinion, visit http://www.bloomberg.com/opinion.

  • What High-Performance Workplaces Do Differently

    by Rob DeSimone

    December 12, 2019

    Employees now look to their workplace for purpose and development Companies that create a high-development culture achieve high performance Learn four development strategies to retain your best employees You’ve heard of high-performance workplaces, but how do they become “high-performance”? Gallup has discovered that one of the most important factors in creating a high-performance workplace is instilling a high-development culture: one that values the growth of individuals. Organizations that have made a strategic investment in employee development, Gallup finds, report 11% greater profitability and are twice as likely to retain their employees. It makes sense. High-achieving people (the ones who can grow your company) seek development. And all employees have a psychological need to learn and grow as human beings. Development at work satisfies two of the five essential elements of well being by fulfilling a person’s drive for career and social well being. Having a sense of purpose makes people feel great about what they do at work and helps them enrich and deepen their relationships outside of it.

    Nearly nine in 10 millennials say professional development or career growth opportunities are very important to them in a job. “Career growth opportunities” is the No. 1 reason people give for changing jobs. People need to be connected and involved in their workplace, and they want to be when that workplace offers them not only purpose, but also employee training and development. How to Create a High-Development Culture Perspective Paper Employee Engagement: Maximizing Employee Potential Learn how to build a high-development workplace culture driven by engagement that improves productivity, performance and profitability. Creating a high-development culture means more than adding a few learning programs and development plans to the roster. Here are four strategies that set the highest-performing workplaces apart:

    1. They protect their investment in employee development with a focus on increasing employee engagement. Many leaders fear that they will invest in their employees’ development only to see them walk out the door anyway. This does happen — but the best way to keep it from happening is to secure people’s psychological commitment through an employee engagement strategy. Organizations can foster commitment and improve engagement by meeting employees’ basic needs with clear expectations, sincere recognition, the right materials and equipment — and the rest of the 12 elements we outline in our employee engagement practices. People won’t stay with an organization or perform at their best — even if they’re given lots of development and learning opportunities — if they’re not engaged in their work and committed to the company. Read more about building a high-development culture through employee engagement.

    2. They avoid the most common misunderstanding about development. Companies have typically defined growth and development as a promotion. While effective development may involve a promotion, it doesn’t have to. Often, the employees who are really good at what they’re currently doing don’t necessarily want to be promoted — but they still want growth. From Gallup’s extensive workplace research, development should primarily be: A process of understanding each person’s unique talents (naturally recurring patterns of thought, feeling or behavior that can be productively applied) and finding roles, positions and projects that allow them to combine their talents and abilities with experiences to build strengths (the ability to consistently provide near-perfect performance in a specific activity). Giving people the opportunity to understand themselves, develop what they’re good at and use their strengths every day at work can be more fulfilling than a new title for most of your employees. Gallup research shows that when employees know and use their strengths, they are more engaged (nearly six times more), have higher performance and are much less likely to leave their company. NEW BOOK It’s the Manager Learn why the manager is key to every aspect of your workplace.

    3. Their managers are highly involved in the development of individuals — they act as coaches, not bosses. The manager is the vessel that makes culture change and engagement a reality. Managers are closer than HR or leadership to employees’ daily realities, so they’re more likely to understand how to develop employees and engage them. And since people are more likely to learn and grow when they receive immediate feedback that is specific and targeted to their development, managers become the perfect people to coach employees and link them to practical learning and action. Learn more about the importance of the manager in employee development.

    4. Their leadership owns the culture change (not HR alone). Culture change does not happen through all-hands meetings, emails, newsletters and strategy retreats. Consistent communication does help. But the fundamental driver of culture change is commitment from leadership to high-performance workplace practices that is backed by their actions. When C-level officers model a focus on development and put resources toward it, managers and employees will begin to mimic that focus on their own. This behavior change is foundational to making culture change stick. The Best Employees Will Always Seek Development A focus on developing people has the potential to outperform practices like Six Sigma in creating organic growth for companies. High-achieving employees continuously seek purpose and development — so if they’re engaged at your company and you provide those growth and development opportunities, they won’t have a reason to leave, and you’ll attract even more top talent. It’s a powerful opportunity for companies to capture the loyalty of hardworking employees who want to invest in their future and the future of your business. Start creating a high-development culture today: Download our latest perspective paper, Building a High-Development Culture Through Your Employee Engagement Strategy. Learn what Gallup recommends for a transformative learning and development strategy for your company. Get our bestselling book, It’s the Manager, to learn more about how managers play a key role in creating your ideal culture. Rob DeSimone is a Gallup Consultant based in Washington, D.C. Jessica Buono contributed to this article. Related Topics Include: Article CliftonStrengths Culture Development Employee Engagement Leadership Learning & Development Millennials Performance Management Profitability Retention Workplace Gallup at Work Newsletter Get the insights you need to create an exceptional workplace. Subscribe to the Gallup at Work newsletter to get our latest articles, analytics and advice. * Email Address * Country or Region I’d also like to be among the first to know about new Gallup offerings and services. I understand that I may unsubscribe from these offerings at any time. Recommended

    Original article appears here: https://www.gallup.com/workplace/269405/high-performance-workplaces-differently.aspx?utm_source=workplace-newsletter&utm_medium=email&utm_campaign=WorkplaceNewsletter_Jan_01212020&utm_content=whattheydodifferently-CTA-1&elqTrackId=d70ff841135e453c850d4e8572f3becd&elq=88f3f8febfec49ed937b26c4fb54216d&elqaid=3132&elqat=1&elqCampaignId=696

  • The Human Skills We Need For An Unpredictable World

    The more we rely on technology to make us efficient, the fewer skills we have to confront the unexpected, says writer and entrepreneur Margaret Heffernan. She shares why we need less tech and more messy human skills — imagination, humility, bravery — to solve problems in an unpredictable age. “We are brave enough to invent things we’ve never seen before,” she says. “We can make any future we choose.”

    Original article appears in: TED Talks Ideas worth spreading: https://www.ted.com/talks/margaret_heffernan_the_human_skills_we_need_in_an_unpredictable_world/transcript?utm_source=newsletter_weekly_2019-08-02&utm_campaign=newsletter_weekly&utm_medium=email&utm_content=top_left_button#t-4855

  • Referral Marketing for Beginners: The Power of Referral Programs

    March 25, 2019

    When it comes to small business marketing, trust is by far the most valuable currency. Driving web traffic and increasing brand awareness are great goals, but there’s nothing more impactful than engendering trust in your business. This can be achieved in a number of ways, but word-of-mouth consistently produces the best results. Indeed, 92 percent of customers say they are inclined to trust “earned” media like word-of-mouth and personal recommendations. Referral marketing is the simplest and most effective way to generate this invaluable buzz, so take a look at what you need to know to get started.

    What Is Referral Marketing?

    There’s no question that word-of-mouth is a powerful force. Plenty of businesses have succeeded largely on the strength of word-of-mouth marketing. In-person recommendations generate over five times more sales than paid marketing efforts, making them a holy grail of advertising. Unfortunately, most businesses can’t afford to simply sit back and wait for these recommendations to happen organically. The solution, then, is referral marketing.

    In its most basic form, referral marketing simply means offering some kind of incentive to encourage satisfied customers to spread the word about your business. Why is this necessary? While 83 percent of customers are willing to spread the word about great products or services, just 29 percent actually do so on their own. Offering a referral program can tap into that remaining 54 percent and lead to a huge increase in your word-of-mouth recommendations. It’s a simple strategy that can produce serious growth, but it’s not right for every situation.

    Is Referral Marketing Right for Your Business?

    An effective referral marketing campaign requires that a business has a few things in place. The first requirement is a truly excellent product or service. After all, few customers are going to suggest a subpar product to their family and friends. Even worse, offering a referral program for something that doesn’t meet expectations can backfire in a serious way. Good reviews for your offerings, positive feedback from customers and unsolicited referrals are all good signs that referral marketing is a fit for your business.

    Another prerequisite is excellent customer support. This serves a few important purposes. The first is to ensure that your business can adequately handle an influx of new customers. It’s no guarantee, but a referral program can sometimes bring in a major increase in traffic. Can your company handle this increase appropriately? The second factor is to make sure that each new customer has as good an experience as the person who made the recommendation. A single referral doesn’t do much good, but a negative experience can stop the chain before it even begins. The best campaigns rely on each referred customer subsequently bringing even more referrals on board.

    The Basics of Creating a Referral Program

    The first step in building a referral program is defining the goals you’d like to achieve. What would constitute a success for your campaign? For some businesses, it may involve hitting a specific sales figure in a certain time frame. For others, it may be more important to bring on a particular number of new customers. Perhaps the most important factor for your industry is building greater trust and recognition. No matter what success looks like to you, it’s important to be specific and set tangible targets that can be used to track your progress later on.

    The next task is to choose the right incentives. In some cases, simply thanking your customers and asking them to spread the word if they’re satisfied is enough to jump-start the process. In other cases, it’s best to offer a reward to help spur your customers into action. Take a look at what your competitors are doing and consider which incentives are appropriate for your industry. Popular options include the following:

    • Priority service
    • Credits or cash back on purchases
    • Access to exclusive deals and discounts
    • Free or upgraded shipping

    Promote, Refine and Refocus

    Once you’ve determined your goals and settled on incentives, the key to success is building awareness of your program. As with incentives, the right approach to promotion may vary depending on your industry and the goods or services you offer. Reaching out to existing customers with an invitational email is almost always a great place to start. A prominent call to action on your website is usually an effective approach as well. It’s also a good idea to incorporate your referral program into your newsletter. Recent studies have shown that 90 percent of people who are prompted to subscribe to a newsletter opt to do so.

    After the program has been launched, it’s important to track the results and adapt your approach as necessary. Unfortunately, it sometimes takes some trial and error to hit upon the most effective combination of incentives and promotional strategies for your industry and customer base. Regularly refining your approach and refocusing your long-term aims will help you maximize your returns. Utilize the metrics that are most important to you to track your success. Consider requesting feedback from customers to gauge their response to your program and use this information to shape any changes moving forward.

    The modern hyperconnected, media-saturated world has given businesses more avenues for marketing than ever before. Nonetheless, word-of-mouth is undoubtedly still king. In fact, it’s the primary motivating factor behind a staggering 50 percent of all purchasing decisions. The most successful small businesses capitalize on this and turn satisfied customers into true allies. With small business referral programs, you can engender trust, give back to the customers who fuel your success and open up new opportunities for strong and sustainable growth.

  • The Association of Corporate Executive Coaches elevates the value of executive coaches in the sea of organizational relationships

    by Esther LaVielle

    The Association of Corporate Executive Coaches (ACEC) is an association for master-level executive coaches who focuses on the results of the business side of coaching and who offer a Certification as a Master Corporate Executive Coach (MCEC) through their sister organization MEECO Leadership Institute.

    The association supports best practices to expand one’s executive coaching business to reach the level of an ‘Enterprise-wide Business Partner™’ with their clients. It also provides the opportunity to make valuable high-level connections with organizational leaders and colleagues. “The vision is to have corporate executive coaches be transformation catalysis for the 21st century and beyond, creating organizations of the future,” says CB Bowman, CEO of the ACEC and the MEECO Leadership Institute (the sister association to ACEC). “The mission of both associations is to elevate corporate executive coaching into a recognized critical profession in any organization’s success.” Each applicant must fulfill a list of requirements prior to acceptance into either association.

    Each ACEC member receives the following benefits:

    • Access to a network of like-minded executive coaches who share experiences, data, and provide support for client challenges
    • Discount to the annual executive coach leadership conference presented by the MEECO Leadership Institute
    • Free webinars on business and executive coaching topics and trends
    • Opportunities to source and collaborate with high-level talent within the network
    • Marketing opportunities to sell products and services to colleagues and organizations
    • Incentive programs
    • Researched and curated content
    • Publication of articles for organizations and industry
    • Ability to use the MEECO Leadership Institute™ as a lead generator
    • Increase visibility through Google ranking
    • Ability to present as a Subject Matter Expert (SME) to organizations
    • Ability to qualify for book endorsements
    • Conference speaking opportunities, etc.
    • Opportunity to be certified as a Master Corporate Executive Coach (MCEC) through the MEECO Leadership Institute.

    The benefits to membership in MEECO are similar but organization-focused, which includes the opportunity to select SME (Subject Matter Experts) to assist them through organizational challenges.

    Expansion and growth starts with data

    As the ACEC and MEECO continued to grow, they began looking for solutions to simplify the application process for new members, review and evaluate applications for the MCEC certification, attract conference sponsors, collect data to publish a book, and to ensure they were staying true to the membership base. They were also seeking a better way to collect and evaluate data for organizations who apply for a MEECO Leadership Designation™, a designation for organizations who present best-case behavior related to employee sciences™, corporate culture, and executive coaching.

    Through their membership with TechSoup, ACEC found QuestionPro to be the most viable solution to reach all four business objectives over the past year. Although it took time to learn all of the features and practical applications of the different types of data points collected, ACEC was able to significantly decrease the length of time applicants needed to complete applications. They can collect and organize critical data, and provide an easier way to compare and contrast candidate information to present designations for their sister organization (the MEECO Leadership Institute), as well as track the satisfaction level of its members. All of this is critical to their growth path.

    QuestionPro allows the ACEC and MEECO to focus on the customer experience

    After implementing QuestionPro’s solution,100% of the admissions team, the designation team, and the certification review team were delighted with the smoother process. They were able to review more applicants faster and more efficiently than before. Data collected via surveys through the MEECO Leadership Institute are discussed and shared throughout the network and are opening doors to new sponsorship opportunities. The data collected will also be the foundation for a new book on the topic of executive coaching.

    CB Bowman CEO ACEC “Our main objective for ACEC and MEECO is to be a part of the fabric of organizations and lead transformation and innovation. Without QuestionPro, we were unable to compare, contrast, organize and use data effectively. We’re pleased with the impact QuestionPro has made in our customer experience and look forward to continuing our partnership with them, as we are discovering even more ways to incorporate QuestionPro to streamline our business.”

    – CB Bowman, CEO of the ACEC and MEECO Leadership Institute.

    Original Article click here: https://www.questionpro.com/blog/questionpro-helps-acec-and-meeco-to-focus-on-customer-experience/

  • The Leadership Challenge No One Talks About

    by Cindy Knezevich

    View original publication on smarttribesinstitute.com/

    As a leadership and culture coach, I’m often asked: what is the hardest part about being a CEO? Although as a CEO you get to shape a company in your image, hire people to work with you, and receive recognition for your accomplishments…

    …It’s also incredibly lonely.

    CEOs claim the biggest leadership challenge they face in their roles is not having anyone to confide in. Given the overwhelming responsibility and pressure to appear calm for employees, to consistently deliver results and to be where the proverbial buck stops, it’s no wonder CEOs have a tendency to isolate themselves.

    And it’s a problem.

    The Loneliness Dilemma

    According to the Harvard Business Review, half of CEOs express feelings of loneliness, 61% of which believe loneliness hinders their job performance. The office environment is intense enough… But then there’s the media.

    CEOs are now seen as public figures, more so than they ever used to be. In 2015, Fast Company published an article comparing the best and worst leaders, with CEOs making both sides of the list. Then Business Insider joined the conversation and detailed the worst American CEOs of all time.
    Unfortunately, technology has blurred the lines between private and public life. Feeling a strong lack of privacy contributes to deeper feelings of isolation… And that’s not good for the brain.

    Loneliness can make you sick. How? It’s been proven that social isolation affects behavior and brain operation. Isolation and loneliness trigger that fight-or-flight response, which can lead to ill health and even death. Loneliness can affect your sleep patterns, stress hormones, and even the production of white blood cells. It’s crucial to learn how to overcome these feelings of loneliness at work so you can be healthier and work more efficiently.

    Here are my top 3 tips for overcoming the leadership challenge of loneliness as a CEO.

    Join A Support Group

    Support groups for CEOs are on the rise. Many of our clients find Young Presidents’ Organization (YPO) and Entrepreneurs’ Organization (EO) to be terrific networking communities as well as support systems, as many of them are facing the same leadership challenge of loneliness.

    Joining a support group will give you the safety, belonging, mattering you crave in a community of those who are similar to you, and aren’t afraid to give you some tough love and honest feedback. Forming connections with others also strongly alleviates stress. People with strong social ties live longer and have better mental health than those who feel isolated and lonely.

    Balance Work And Home Life

    As a CEO, it can be impossible to ever feel ‘done’ with work. When work begins taking over all aspects of your life, it can be difficult to have time to form crucial social connections. There are a few ways you can cultivate a balance between your work and personal life.

    Leave the Office Before Dark: Leaders like Sheryl Sandberg (Facebook), Spencer Rascoff (Zillow), and Hiroshi Lockheimer (Google) all make an effort to be home for dinner. They say it gives them more time to spend with their families and allows them to create boundaries between work and home life.

    Stay Present: Do you ever find yourself not entirely present in the moment? Your mind can wander anywhere, from a business meeting to the family dinner table. Sometimes, creating a necessary balance can be as simple as staying in the moment.

    Vulnerability Is Actually Strength

    What would it look like to allow yourself to be vulnerable? To Swiss Life’s Patrick Frost, the ability to be vulnerable means not being afraid to show weakness. In fact, Frost believes weakness is important in a business setting because it fosters discussion about key problems. CEOs lead by example… Letting your team know you’re open to discussing important issues will make them feel more comfortable coming to you. Start by being in touch with how you feel at any given time.

    Allowing others into your personal world cultivates trust and respect, and is the perfect solution to loneliness. If you’re confiding in others, and letting them really see you, you’re breaking that barrier of isolation that comes with the job title.

    The Net-net

    It’s lonely at the top — but it doesn’t have to be. Let people in, confide in support groups, and take time to yourself to reconnect with those most important to you.