The Beginner’s Guide to Online Marketing


“Your product should be like honey to bees – inevitable”

Marketers are generally far too concerned with the changes in our channels and tactics, and have failed to see the paradigm shift in consumer behavior. We have taken the consumer funnel for granted for a long time, but things have changed. The way consumers discover, compare, decide, and evaluate has fundamentally shifted…significantly.

Today’s consumers are driven by research. By the time they’re ready to reach out to your company, they’re already far along in their shopping journeys. To succeed, businesses need to empower their audiences with information. Stop trying to sell, and focus on helping your customers learn.

online marketing channels

Shoppers look for information online, in stores or from other sources. They will make purchases online or in brick-and-mortar stores. They will often start in one venue and finish in another. They might start the process using a PC at home and finish it on a tablet or smartphone in the store. Throughout their journey they expect a seamless experience between online and offline sites.


“Data may err but not people and their opinions”

Online marketers are obsessed with traffic acquisition numbers and conversion rates. It’s easy to forget that your consumers are real people on the other side of the computer screen. In addition to chasing numbers, marketers need to understand and speak to people.

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Digital Marketing Strategy – Building a killer strategy.


A simple bite sized guide to building a Digital Marketing and Social Media strategy for any business.

Social media marketing has become inevitable for businesses for promotion and sustenance. Udemy has come out with a great course on “DIGITAL MARKETING” strategies which will help you leverage the reach of social media in enhancing the reputation and establishing your brand strongly in the minds of the consumers.

Digital Marketing has almost become synonymous with social media marketing and one who overlooks this opportunity to reach-out to customers are completely lost in this net-savvy world.

Go for this course offered by  Joe Wilde for a reasonable $25.

Pop Up Banner – Best Way for Advertising


Pop Up Banner – Best Way for Advertising

By Jublina BlissPosted: July 09, 2014

A mixture of advertising thoughts has been attempted by individuals out there, yet the particular case that still makes heads turn is doing anything huge. Pop up banners do the precise same thing and speak to the normal man. It is the human inclination that individuals get awestruck or stunned when they take a gander at an option that is greater than them. Pop up banner stands serve this reason exceptionally well. Utilizing a pop up showcase at your stall in a meeting or show makes your organization region like a considerable measure more expert but it doesn’t cost you much. Utilizing a pop up banner dependably creates an impression.

Make Awesome Sales Videos To Get Leads for your Business

Publicizing Strategy

They are a popular and very compelling publicizing strategy. Such a banner will dependably make a traveler turn and look. The realism that is utilized for the banner is accessible in color and of a high determination. It additionally has a choice of a sparkle or matt completion. Diverse materials might be utilized to create the realistic of which the most usually utilized is flexible. A pop up presentation could be utilized within courses, presentations, gatherings and wherever where you need to promote and business your item. It may be utilized as simply a showcase stand or even a setting to a stage setting.

popup banners for advertising

Framework of pop up banner

There are bunches of points of interest to the pop up banner stands. These banners have a scissor framework in its development so it makes collecting and dismantling the item much less demanding than anticipated; additionally no apparatuses are needed for gathering. The banner gets collapsed up in a little transport case that is not difficult to convey. The manufacture of the banner and the transport case is solid and strong. The transport case could be changed over into a counter by appending a realistic to its sides and utilizing a table top on it.

The banners realistic might be printed in any outline that we require and can likewise be overlaid. The realistic utilized is wrinkle safe and printed in 4 – C color sublimation printing. Once the banner stand has been raised, the realist might be connected to it by utilizing an attractive strip or Velcro straps. As a discretionary you can likewise append halogen or LED lights to the pop up banner and upgrade the vantage purpose of the banner.


Leading Workplace Change in Six Steps


Leading Workplace Change in Six Steps by by Leslie Allan

Also See: Why Employers Use Social Media Recruiting?

Many organizations muddle through change. How is your organization progressing at implementing that new accounting system or moving to a new employee performance management process? Are your managers nodding approval in public but sabotaging the initiative in private? Are your employees shell-shocked and just giving up? Do you have no money left over for post-implementation support?

Change Management Techniques


Whatever change your organization is trying to implement, knowing about and working through the necessary steps will go a long way to making your change initiative a success. I have distilled these crucial steps into a process model for change. The model is called the CHANGE Approach, with each letter signifying a step in the process. I have summarized below the key features of each step leading to a successful change transition.

Create tension

With this first step, articulate why change needs to happen and why it needs to happen within the planned timeframe. Many change programs start with a big bang, but then peter out ending in a whimper. Other programs struggle to develop the initial momentum. Think about the immediate force that will get your people moving in the right direction. This could be impending legislative changes, new entrants to the market, high levels of customer dissatisfaction, etcetera. Think also about the impacts of not changing, such as loss of market share or fines from regulators. To prepare your company for the impending objections, collect as much data as you can to back your assertions.

Harness support

Next, get on board the key decision makers, resource holders and those with the potential to subvert your change process. Start by identifying the key stakeholder groups; the people with something to lose or gain from your change proposal. Include in your analysis the end receivers of the new products or services, such as suppliers, customers and end users of software. Also include internal decision makers and program implementers, such as information technology staff. Then construct a communication plan that tailors the communication content and style to each stakeholder group’s preferences. Be sure to keep the lines of communication with each group open throughout the entire process.

Articulate goals

This step involves defining your organization’s desired outcomes in specific and measurable terms. Doing this removes any ambiguity about your purpose and draws a clear picture of where you want your organization to be at the end of the program. Avoid wishy washy goals, such as “Improve product quality”. Instead, involve your stakeholders in fleshing out meaningful and verifiable outcomes, such as “Reduce customer complaints by 50% by year end”. Break the goals down into manageable chunks and set a baseline for comparison. Most importantly, set up a measurement regime to help keep track of progress.

Nominate roles

With goals clarified and agreed, now assign responsibility for their attainment to specific individuals in your organization. Make sure you articulate task and outcome responsibilities for people in each of the change role categories. The categories you need to consider are the change drivers (such as program sponsor and steering committee), change implementers (such as project managers), change enablers (such as supervisors) and change recipients (such as operators). Ensure that everyone involved has the needed skills to fulfill their responsibilities and implement training where skill gaps have been identified.

Grow capability

To ensure success, build your organization’s systems and people capabilities needed for thoroughly bedding in the change. Ensuring people capability means everyone having the required skills and knowledge to implement the change and then behaving as per the new way of working. Draw up a formal training plan following a proper needs analysis and ensure that the training is practical and focused on behaviors. Make sure that people are well supported back on the job. On the systems side, ensure that supporting systems are up to the mark. These systems may include information, human resource and financial systems. Plan for the necessary systems procurements, implementations and upgrades as part of the initial change program plan.

Entrench changes

This final step is about institutionalizing the change to make it “the way we do things around here”. To prevent backsliding to the old ways, align your organization’s systems and culture to the new required behaviors. Encouraging the new way of working may mean building in performance feedback and reward systems, celebrating some “quick wins”, creating a new look environment, ensuring managers “walk the talk” and updating recruitment and selection criteria.

The above process steps have been found by experience to accompany successful change initiatives. Leaving out one or more of these critical steps is a sure road to failure. On the other hand, paying attention to all of these steps is no guarantee of success. Much depends on the skill of the change leaders, the innate capacity of the organization for change and the intrinsic merit of the change idea itself. Also, the change steps as I have described them here are not meant to be followed in an exact linear fashion. Change in organizations is messy. So, you will sometimes find yourself backtracking to previous steps before you can move forward again. I wish you well on your change journey as you apply the CHANGE Approach process to your organization’s change initiative.

(c) Leslie Allan. All rights reserved.

Leslie Allan is Managing Director of Business Performance Pty Ltd; a management consulting firm specializing in people and process capability. He has been assisting organizations for over 20 years, contributing in various roles as project manager, consultant and trainer for organizations large and small.
Leslie is also the author of five books on training and change management. Find out more about change management and download the free introductory chapter to his practical guide, Managing Change in the Workplace.

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