Do It! Marketing Blog: Marketing for Smart People™

Guest post by Steve Markman

Marketing mix: Your marketing and PR efforts should be in the forefront of your organization, given today's competitive climate and the uncertain economy. Standing out from the crowd, regardless of your organization's industry, is a huge challenge. How can you meet this challenge?

Many organizations have recognized the value of holding seminars at which their executives make presentations. The problem with these seminars is that, more often than not, the attendees are existing customers, clients or individuals who are already familiar with the firm.

Companies need to expose their expertise to prospective customers and clients. What is a proven method of accomplishing this objective? By speaking at public forums - at conferences, seminars and forums held by independent event organizations, associations, professional and industry trade groups, and academic institutions and think tanks - enormous exposure is created.

There is much evidence in the field of professional services marketing that speaking in public forums often results in new business, by providing increased awareness of your company in general and specific subject areas in particular, to an audience of your potential customers or clients. Presentations about industry trends or "how-to" talks can make a large impact on your audience.

Speaking opportunities for consulting firm principals, corporate executives and entrepreneurs represent a strong marketing, public relations, and business development tool for the following reasons:

    1.    Attendees get to learn about your firm's expertise firsthand and can interact directly with your speaker immediately before or after the presentation. An attendee asking for a business card can be the first step to obtaining a new client. The press in attendance also present opportunities for added exposure. 


    2.    Gaining increased visibility in vertical/industry sectors or broad-based areas that your firm has determined is in need of greater exposure. This can be an established line of business where your firm speaks from a position of strength and is known as a "go-to" firm for a particular area. Conversely, presentations can cover an area that is just getting off the ground or at an early stage in its development and needs some fast exposure to let your potential customers know about your newly offered products or services. 


    3.    Your company gains "advertising" by having its name and your executive speaker's name published in the agenda of thousands of brochures and promotional announcements mailed or e-mailed by event organizers.

What should your professional services firm be doing to get your executives and managers out on the speaking circuit? Take the following eight steps:

    1.    Decide which product or service area(s) your firm should be targeting for increased visibility. Make sure that you have executives in those areas committed to the idea of making public presentations. Some will resist the idea of taking time away from other business activities so make sure that you have their full support. 


    2.    Get the right speaker on board. Proposed speakers should be experienced executives and, preferably, experienced speakers. Small-to medium-sized organizations should nominate their CEO or other senior executive. Large organizations can also nominate staff at the director or manager level, depending on the criteria of the speaking opportunity. 


    3.    Speak to the right audience. Thoroughly research the events for which representatives of your firm can be proposed as speakers, as solo presenters or as panelists. There are so many events taking place on so many topics, frequently simultaneously, that you'll need to choose diligently in order to maximize the time and expense associated with speaking. Identify speaking engagements whose audience represents the customers and industries your organization wants to reach.


    4.    Develop a proactive speaker placement program. It's fine to evaluate unsolicited speaking opportunities. However, having someone dedicated to the task who will aggressively identify opportunities, develop relationships with event organizers and write and submit speaker proposals, should lead to an increase in the frequency of speaking engagements and thus increased visibility for the executives participating and the firm as a whole. 


    5.    Decide on the geographic area to target for speaking engagements - locally, regionally, nationally or even internationally. There are thousands of speaking opportunities held worldwide every year. 


    6.    Create high-impact presentations. Audiences want to get actionable information they can take back to their organizations. They don't want to hear that your firm is the leading firm in this or that subject area. A solid, informative presentation that covers applications or technologies and is not product or company specific will create instant credibility and obviate the need for a "sales pitch." A presentation that turns out to be a sales pitch will ensure low evaluations by the audience and a one-way ticket home from the conference organizer. The speaker who gives a sales pitch is duly noted and rarely invited back, oftentimes tainting the entire company in the eyes of the event organizer. 


    7.    Learn the process for submitting a speaker proposal to the event organizer - follow the format established by the organizer for writing a presentation abstract, submitting bios and speaker expertise, previous speaking experience information, and, of course, meeting the proposal deadline date. Make sure you tailor the abstract and the bio to each speaking opportunity so that they fit the objectives of the audience. 


    8.    Follow up continuously and persistently with the event organizer to help your company stay above the noise, since you will often be competing with several other companies for the same speaking slot.

By developing an effective speaker placement program for your organization, you will have taken a big step in meeting your marketing, PR, and business development objectives.

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Steve Markman is President of Markman Speaker Management (MSM) a Needham, Mass.- based speaker placement and conference development firm established in 1994.

Guest post by Rob Brown

Marketing coach tip: Let's talk about referrals. You do all this networking to either win direct business or cultivate relationships that will lead you to direct business. This second strategy is referrals.

The problem is that few people can tell you what a referral is.

Getting terms mixed up can make you sound a bit confusing when you ask for help. What you think is a referral might be a lead to someone else. You can see how it will help to get people on the same page. Would it help you to get a definitive answer on this?

Knowing exactly what a referral is should be the logical starting point in any guide on winning more referral business. Otherwise you ask 20 different people what a referral is and get 25 different answers!

See, many people mix up words like referrals, introductions, recommendations and leads. Then they wonder why the whole process is so confusing and why their customers and contacts struggle to pass them the business they want in the way they want it. So let's define some terms:

A LEAD. A lead is a contact that may come from any number of sources. This contact is generally not expecting your call. For example, if someone gave you a list of people who bank with a rival and are in your target range, you might consider that a lot of good referrals. Unfortunately, because the prospects are not expecting a call from you, it'sbasically not much better than a cold-call.

A RECOMMENDATION. A recommendation is something different. It's an endorsement to action. It makes you want to do something. It is similar to a referral, and makes a fine substitution. But all it does is tell you to call someone, go see that movie, eat at that restaurant. It is similar to a lead in that the person you approach still may not be expecting your call. A recommendation comes in the form of wise advice. The tone is ‘if you were me, you'd do this.' They have your interests at heart. Take action and you'll get good things!

A REFERRAL. A referral is a little more. It has more engagement and attachment from those involved parties. A referral is the opportunity to do business with someone in the market to buy your product or service who's been told about you by a mutual friend or associate.

"A referral is not a guaranteed sale. It is an opportunity for somebody to present their business where that presentation will be looked forward to with anticipation."
-- Dr. Ivan Misner, Founder of BNI

With a referral, you hope that when you contact them, they already know who you are and what you do. It is stronger than just a lead because the prospect has talked to your referral source and is generally expecting your call. Hence, they are referred.

AN INTRODUCTION. An introduction is simply the bringing together of interested parties. It's what you should do with a lead or referral. You've probably introduced people on email, by phone and of course, in person. When you bring people together, you become the social glue that oils the wheels of commerce. You are the catalyst that makes things happen. You are the conduit and the hub through which social capital travels.

When I talk about referrals , I'm expecting that you involve your referral sources as much as you can to bring about those introductions. When you do that, you're more likely to convert your referrals and keep everyone happy! A word of caution. Unless your network of customers and contacts are familiar with the word ‘referrals' and know exactly what it means and how it works, then we suggest you make ‘referrals' an internal word. Here is a great quote from Bill Cates, one of the top referral gurus in the USA.

'When we ask for referrals, what we really want is an introduction - a connecting to the new prospect. An introduction implies recommendation, but goes a step further and creates a connection. Someone can recommend us to someone, but not connect us to them. Likewise, someone can introduce us, but not recommend us. Which would you rather have? I'll take the introduction any day of the week. Ultimately, you should use the word that works best for you and flows most naturally for you. This way, you'll engage in the process more regularly.'

To recap... a lead is cold, a recommendation warmer, an introduction warmer still, and a referral the package of all three. So your mission is to generate a whole lot more of them for your business!

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Rob Brown is the UK's leading authority on how to perform better and win more business through networking and referrals.

Marketing concept for today: Storytelling for Business. This infographic came across my desk recently from the folks at Fathom Business Events. Whether your preferred method of telling your story is LIVE, such as speaking and seminars, or other online/offline channels, THIS is exactly what you should be spending your time doing:

What do you think? Please use the COMMENTS area below to (wait for it...) share YOUR STORY about how these strategies have worked for you!

Today's marketing concept is another stunningly simple one.

When it comes to your public relations or article marketing strategy...

Write What They Want to Publish - Don't Try to Publish What You Want to Write

If you're trying to put your expertise in the spotlight, don't go to the marketplace with a fixed number or pre-written articles and say "OK, where can we get these puppies printed?" When you're brand new, that might be enough - but once you're a truly up-and-coming though-leader, you start to need to pay close attention to:

1. Editorial guidelines (follow 'em)
2. Functional requirements such as word length (make overworked editors lives easier)
3. Editorial calendars with themes and topics (don't make editors stretch too far)
4. Current trends (be relevant and up-to-date)
5. Today's headlines and top stories (be timely so you ride the wave of attention)

It's the old marketing mantra of "Find a need and fill it" - but when it comes to niche PR, association publications, trade magazines and industry journals, we too often lose sight of the fact that editors are buyers and our content is our product.

Tailor, customize, and work hard to meet the demand and you will be published over and over and over again. Because you're writing what they want to publish.

What do you think? Leave a comment below to share your article marketing or niche PR success story, tip, or question. Eager to hear from YOU:

Case in point - a Philadelphia area communications and design firm whose list I have been on for more than 7 years. They have never - NEVER as in NOT ONCE - sent me a single solitary message that was relevant to me, my business, my marketing, my design needs, or my ANYTHING. Not a shred of value in sight. Zilch. Nada. None.

Every single flippin' email blast they send out is about THEM, THEIR awards, THEIR staff, THEIR media mentions. I mean it's over-the-top ridiculous. I could go on and tell you - but I'd rather SHOW YOU...

For some bizarre reason, I'm removing their name to protect the guilty. I dunno - maybe it's the holiday spirit of thankfulness that I'm not this big of an IDIOT myself. (See previous post on the Real IDIOT's Guide to Social Media for the backstory on this acronym.)

I've used green bold text to show each instance of "I, me, my" syndrome in this incredibly self-centered, years-long and completely ineffective email marketing approach.

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Subject: Good things come in three for IDIOT Design+Communications 

Good things come in three for IDIOT Design+Communications
25th Anniversary, ranked 7th and scholarship winner 

[Unnamed town], PA - November 21, 2011 - IDIOT Design+Communications (ID+C), a brand design firm, is proud to announce three major milestones for the company. 

ID+C celebrates its 25th anniversary in 2011.  What started as a freelance graphic design job in 1986 has grown into a full service design agency serving the Northeast corridor from Virginia to New York. Their expertise includes integrative brand campaigns that span internal and external audiences. Branding initiatives include brand touch points that create and spark perception of brand positioning. ID+C specializes in employee communications and internal branding. According to President and founder, Susan Idiot, "I would have never imaged owning my own graphic design and communication business. It is the support of long-term clients and friends that has allowed me to do the work I love and for that, I am grateful." ID+C built their reputation in the industry on strong partnerships and would like to take this opportunity to thank each of their clients. 

Ranked 7th Among Philadelphia Design Firms  In July, the company was ranked Number 7 in the 2011 Philadelphia Business Journal among Graphic Design firms in the Philadelphia region.    

[Blah blah Name Changed here too] Executive Scholarship ID+C wishes to extend a special thank you to Women's Business Enterprise National Council (WBENC) for their continued support and for awarding Susan Idiot the [Blah blah Name Changed] Executive Scholarship. Idiot used the opportunity to attend Northwestern University's Kellogg Graduate School of Management's Executive Program on Branding. From elite scholars in marketing to an international contingency of fellow business owners and branding professionals, Susan Idiot gained invaluable insights into branding strategy. As a result, ID+C can assist its clients to discover and express their brands' positions and future direction in a dynamic, global marketplace.         

IDIOT Design +Communications
address block
website
phone number
Susan Idiot

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Questions for YOU:

• Is this the kind of email you would pass along to your best business colleagues?
• Would you be motivated to go through your database and see who else could benefit from such a terrific email newsletter?
• Would you rush to your web browser and immediately check out their site to see what OTHER valuable resources they have to offer you?
• Finally, would YOU give these people your email address so they could spam you with their accomplishments, awards, milestones, and anniversaries and spend nary a second in 7 whole years talking about branding, advertising, communications, or marketing ideas that might help you, your organization, or your career?

Yeah... me neither. Click. Unsubscribe. Bye, bye.

BOTTOM LINE: Don't let this happen to you.

What do YOU think? Please use the COMMENTS area below to share your thoughts on "I, me, my" Syndrome or share a success story of more prospect-centered email marketing! 

Today's marketing concept for you is simple - check this out:

Your marketing and sales process should be easy, effortless, and enjoyable.

Period. End of sentence.

If it is not - and if you're attracting difficult, high-maintenance or non-enjoyable prospects - here's another marketing concept for you:

If the dating doesn't go well, it won't get better once you're married.

As the great business sage, Donald Trump, once said:

"Sometimes the best deals are the ones you don't do."

Amen, brother Trump!

5 Signs that Your Prospect is Giving You Too Much Bullsh*t

1. Agreeing to sign on and then backing off at the last minute or the next day to ask for references, birth certificates, blood tests, or guarantees.

2. Bargaining. Namely, asking for a price reduction with no corresponding reduction in services, terms, value, or relationship. (Asking for a price concession "just because" is a classic form of prospect bullsh*t!)

3. Undervaluing your services, track record, and expertise. "I could do this myself, I just don't have time..." or "We've outsourced this to several vendors and have never been happy..." (Run, my friend, run!)

4. Telling you upfront, "We're notoriously difficult to work with / a control freak / a perfectionist / highly demanding - but don't take it personally." (This means they've been fired by other service providers in the past and they're prepping you for the same eventuality while playing BOTH sides of good cop / bad cop. Nice!)

5. Using terms of false affection like "Big Guy'" and "My dear" or false compliments like "You are a great salesperson!" (Obviously, if you were a great salesperson, you would not be wasting your time with this narcissistic sociopath nightmare client from hell, would you?)

As poet Maya Angelou has so eloquently said, "When someone SHOWS you who they are, believe them."

Finally, a cautionary (and VERY funny) video to illustrate the point about Prospect Bullsh*t and how it looks in everyday life:

Grab your FREE copy of the Strategic Marketing eBook.

And then leave a comment below with your questions, thoughts, and advice on the ideas above.

Are you a DO IT freak? Welcome to the club!! Please use the social media buttons at the top of this post to share it with your network. YOU are a rock star!

Every day here at Do It! Marketing HQ, we work hard to make sure the clients we love are extremely happy with our work and our results. At the same time, we work hard to keep OUT clients who will make us nuts, sap our energy, or for whom it will be impossible to do our best work.

In this spirit, here is today's marketing concept: Your Client GPS tool (Goofball Prevention Screening)

A client may well prove to be a Goofball if they…

1. Lack high standards of excellence – Good enough is good enough…
2. Don’t care about increasing their knowledge – Not committed to becoming valuable resources to their own clients and customers…
3. Refuse to work hard and commit to their own success – Lack persistence and are unwilling to try new things to achieve results…
4. Think they already know everything – And are unwilling to accept help in expanding their skills, expertise, or capabilities…
5. Resist investing in themselves and their business – They fail to understand that this is the best investment of all…
6. Operate from a mindset of fear and scarcity – They can’t make good decisions long-term because they are so risk-averse in the short term…
7. Won’t (or can’t) pay their bills – Their lack of financial responsibility spills over onto others in the form of late payment, non-payment, and endless excuses…
8. Exude negative energy – Negative self-talk, pessimism and cynicism repel new opportunities, new partners, and new ideas (all vital to success)…
9. Can’t commit to mutually supportive relationships – In business and in life, the most successful people don’t make it alone…

And then leave a comment below with your questions, thoughts, and advice on the ideas above.

Are you a DO IT freak? Welcome to the club!! Please use the social media buttons at the top of this post to share it with your network. YOU are a rock star!

As a marketing speaker and marketing coach, the question often arises about how to deliver persuasive speech topics effectively. 

This week, we lost one of the great journalists of our time, Andy Rooney. As a side note, there is a strong case to be made that Andy Rooney was the very first video blogger - and certainly the first man to produce viral videos. You can see some examples here and here and a CBS-produced retrospective here. 

So as you're crafting your next persuasive speech topic, here are seven lessons from Andy Rooney to inspire your preparation and increase your effectiveness...

1. Start strong - don't waste a lot of time in the wind-up. Begin like a good courtroom lawyer and come out swinging with no doubt as to your position and perspective.

2. Use specific examples we can all relate to. Model your favorite stand-up comedian: "Don't you hate it when..." "How come that every time you..." or "The thing that makes me crazy about ABC is XYZ." Specificity sells your ideas - and in the case of comedians, it also adds humor.

3. Go negative when it makes sense. And it almost always makes sense. Yes, when it comes to marketing and persuasion, some people will tell you to plant yourself firmly in the world of aspirations, dreams and goals. I disagree - the sound bite is "If you're going to sell fire extinguishers, first show the fire." Sell their problem - then you can sell your solution.

4. Don't be afraid to share your opinions on the facts, not just the facts. Yes data is important - but it's emotion that sells. Andy Rooney always had plenty of emotion behind his comments - and he often tapped into yours. Spark an emotional reaction and you'll quickly separate your supporters from your detractors. And when you're trying to persuade, it's the middle of the road where you find the roadkill. 

5. Don't let the critics get you down. As I always say to my audiences as a marketing speaker, "if you don't risk turning some people off, you'll never turn anybody on." If you are working on a persuasive speech topic that is selling an emotionally charged idea or one that requires your audience (prospects, colleagues, boss) to take a leap of faith, you will have to deal with critics, skeptics, haters and even some saboteurs. Take it all in stride and understand what my friend, motivational speaker Marvin LeBlanc likes to say - "You ain't nobody 'til somebody hates you."

6. Charm will go a long way. Even at his most ornery moments, Andy Rooney always had a twinkle in his eye. Yes, he could be sarcastic, negative, nasty even... but although he took his subject matter seriously, he never took himself too seriously. And his good-natured charm showed through his most acidic banter, sarcasm, and negativity. It set a unique contrast. It was effective for him and it might be effective for you.

7. Share your passions. Persuasive speech topics are nothing without the persuasion - so once you've made your case, don't be afraid to go positive in a strong way and share what you love, what you believe in, and what you want your audience to believe in. One of the greatest examples from Andy Rooney is this piece in honor of newspapers.

Andy's obituary in today's New York Times concluded like this:

Mr. Rooney frequently said he considered himself “one of the least important producers on television” because his specialty was light pieces. “I just wish insignificance had more stature,” he once said.

But he put things in perspective in his 1,097th and last regularly scheduled “60 Minutes” appearance.

“I’ve done a lot of complaining here,” he said then, “but of all the things I’ve complained about, I can’t complain about my life.”

Thanks, Andy - for showing us how to persuade, how to spread your ideas, and how to have a great time doing it.

Guest Column By Lee Thayer

Firing someone is often a distasteful, sometimes painful, act. It is the end of something. Hiring someone is usually full of hope and expectation. It can be exciting. It is the beginning of something.

You could learn a great deal about yourself and about others from the process of firing someone, however.

If you can do a better job of firing, you could do a better job of hiring. The most direct way of learning how to do a better job of hiring lies in what you can learn from the process of firing.

Here’s why:

• Hope and wishful thinking clouds your perspectives when you are hiring someone. But when you fire someone, you are challenged to understand why.
• Firing can clear the lenses. It can be – ought to be – a very rational process. If you do it right, you are dealing with bedrock criteria, not wishful thinking.
• If you can figure out why and how and when to fire someone, it will clarify why you went wrong in the first place.
• If you did a perfect job of hiring people, you would have a perfect understanding of how to fire people. But most organizations haven’t done a better job of hiring people in spite of the tsunami of advice about how to do it.
• You have to come at it the other way around. There is no reliable recipe for doing a perfect job of hiring. You have to learn from your failures – as all leaders have had to do.
• It is figuring out who needs to be fired and why that provides the clarity needed to get better and better at hiring.

There are always the conventional reasons for firing someone: poor performance, redundancy, obsolescence, RIF, attitude, and myriad others. There are reasons. And then there are the real reasons.

It is these real reasons the chief executive needs to uncover. You have to plow through the verbiage and your own thinking to arrive at the real reasons. Was it a poor hire? Was it just a poor “fit”? Was it the culture of the organization that was at fault? Was it the attitude of the person’s peers? Was it the person’s boss? Could it even be you?

Done well, this kind of forensic exploration begins to illuminate better hiring practices by starting with reality rather than the jargon of the day.

To the person targeted for being fired, there is often no correlation between the reasons offered and that person’s assessment of his or her own performance. Big clue.

Here is the crunch issue:

The person being fired was probably not told at the time of hiring the specific reasons that might lead to dismissal.

Three mistakes were likely made:

1. The person was probably provided with a list of activities to be performed. That’s the way conventional “job descriptions” are constructed. There may have been some past experience or credentials thrown in for the company to hedge its bets.
2. It was likely nothing was said about what was to be accomplished. You can’t measure activities objectively. But you can measure accomplishments.
3. The person was most likely hired for a “job.” He or she was not hired to a role in the organization’s future. It is the future that really matters, not the past. Past performance does not predict well to future performance.

Competence is difficult to measure. So most organizations measure what’s easy to measure – the financials. But, to use a provocative metaphor:

Financial performance can only be measured in the wake of the ship. It is where the ship is headed that matters most. And then it is how it is powered and steered to get there.

It is full competence in every role in the organization that seals its fate. If you hire for full competence to carry forward in a well-specified role, you won’t have to fire for incompetence.

A key ingredient of competence is being in the “learning mode.” The best evidence for being in the “learning mode” is that the person performs his or her role better today than they did yesterday. You fire for lack of that. Maybe you should hire for the presence of that.

And, if it isn’t necessary for the person to perform his or her role better, poor performance may not be the person’s fault. It may be your fault for not making continuous improvement in every role necessary.

What is necessary will likely happen. What is not necessary may not happen.

Every organization, like every person, arrives at a status quo – ways of doing things that take precedence over doing them right. Percy Barnevik of ABB fame considered the status quo to be the enemy. His suggestion? Kill it.

There are people who have one year’s experience repeated 20 times. They become deadwood. How frequently do you clear the deadwood? Ranchers cull their herdsat least annually, in order to get better breeding.

Jack Welch eliminated the bottom 10% of performers annually. That takes the uncertainty and pain out of firing.

Outstanding performers are disruptive of the status quo. They are therefore more likely than mediocre performers to get the axe. If the culture of your organization is a safe haven for mediocrity, you are not doing a good job of firing.

And if you aren’t, you can’t do a good job of hiring.

One of the hidden reasons for firing people is that they don’t seem able to learn from experience. They never seem to get consistently better at what they do. Lesson? Make that explicit.

The best CEOs are not in their role to do the job. They are there to learn how to perform their role better today than they did yesterday. They expect the same of others.

If that’s not why you are there, you should be fired. You are, after all, the exemplar.

The best time to fire someone is the day before you hire them. If you can do that, you will be doing a far, far better job of hiring.

The bonus is that firing the wrong people for all the right reasons makes room for hiring more of the right people for the right reasons. But you have to know clearly what those are.

This is why knowing the real reasons for firing people will help you to make better and better judgments about hiring. In other words, the best way to get better at hiring is to get better at firing.

For what good reasons would you fire yourself? If you really figure that out, you will do a far better job of hiring – including casting yourself in the right role.

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Lee Thayer has been a CEO coach and consultant for 45+ years and is known worldwide for his work “in the trenches” with executives to create high-performance organizations. Dr.Thayer has also held distinguished professorships in many of the major universities worldwide. His recent, acclaimed books include: Leadership: Thinking, Being, Doing; The Good Leader; Leaders and Leadership; Leadership Virtuosity; How Leaders Think; Explaining Things and The Competent Organization.