Tag: Marketing

How To ‘Turn Your Passions Into Profits’

by Bright Osadiaye, posted in BriSights, Leadership, Management, Personal Development, Workplace Learning
Photo by Pavel Danilyuk on Pexels.com

‘A consistent content format makes things easier for you and your audience. They know what to expect and that’s a good thing.’

‘The purpose of creating content is to serve those who consume it.’

‘You should spend five times as long promoting your content as creating it.’

‘The key to creating better content is to create more content. You need to practice, practice, practice.’

‘The secret to coming up with lots of great content ideas is to come up with lots of content ideas period, including bad ones.’

‘If you want more content ideas, consume more content not with the mindset of learning, but with the mindset of sharing.’

‘Your goal with segmentation is simple- make the person receiving each email feel like it was written specifically for them.’

‘Continually offer just a little bit more than you promise. It doesn’t have to be completed to take that much time. But it can make a huge difference and create raving fans!’

‘Don’t pretend your audience’s doubts don’t exist. Don’t sweep them under the rug. Acknowledge them, validate them, make them seen normal. Then share how you and others overcame similar doubts.’

‘People come for the content but stay for the community.’

Source

Matt McWilliams (2023). Turn Your Passions into Profits: The Proven Path for Building a Rewarding Online Business

Leading Inclusion: How To Get It Right

by Bright Osadiaye, posted in BriSights, Employee Engagement, Leadership, Management, Personal Development, Workplace Learning
Photo by Alexas Fotos on Pexels.com

‘Business leaders can help eliminate race-based workplace disparities by listening to and connecting with employees of all races.’

‘It is difficult to build and lead an inclusive organization without first understanding the experiences of those who have been traditionally excluded.‘

‘You must create and maintain an environment in which traditionally underrepresented groups do not face systemic hindrances and are unequivocably safe to voice the injustices they experience.’

‘To understand how to enhance the experiences of employees from traditionally underrepresented groups, leaders must connect with all employees.’

‘Although it is vital to address both interpersonal and systemic bias in organizations, focusing on the systemic bias will have a faster and more scalable impact.’

‘Leaders must recognize and fix their own implicit biases.’

‘To really understand employee experience, understand how managers behave.’

‘Employees who are subordinated and waiting for systemic change know that disproportionately focusing on ‘the money’ only perpetuates the very problem that needs to be solved.‘

‘Your executive team members can make or break your efforts to build an inclusive culture.’

‘Multicultural competency should be an essential leadership expectation, like financial and marketing acumen.’

Source

Gena Cox (2022). Leading Inclusion: Drive Change Your Employees Can See and Feel