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Internet Marketing Tactics: Do’s and Don’ts

Internet Marketing Tactics: Do’s and Don’ts

Internet marketing is a must-try marketing strategy that always creates new opportunities to grow your business.

What should you try… what should you not? Yes, that can be a little bit confusing.

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There are sure rules to consider while doing any sort of internet marketing to guarantee the advertising endeavors are worth it, despite all the trouble. These internet marketing tactics will show great marketing strategies versus terrible marketing methods. The fundamental rules and regulations can be summarized easily. Clearly the application will be more troublesome than only expressing them, however, the initial step may be the hardest one.

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Have a look at the most important do’s and don’ts:

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Landing Page Design

  • DO: Design a professional and dedicated landing page that can help you bring more traffic.
  • DON’T: Do not link too many ads to your landing page. Doing that would mean they are not focused on, and you know your landing page have to be targeted.

Web Language

  • DO: Use client-centered web language and it’s “you, you and you.” Outline yourself and your organization as far as what you offer the client.
  • DON’T: Do not spend too much time discussing your business and organization. It will alienate your customers.

Product Review

  • DO: Talk about the advantages first. What is your item or what services you are going to offer them? How will your products or services help them? How your products and services will make their life better.
  • DON’T: Do not just focus on the features of your products. Those are helpful, yet not everyone needs to know a group of technical specifications.

Web Content

Quick Internet marketing Do’s

  • Always try to use a domain name for your site that is very easy to remember, short and simple. If you choose a domain name that is very difficult to remember, then it will be difficult for you to get more traffic.
  • Always try to provide useful information. Giving your website visitors what they need will make the site simple for them to use. An easy to use site is one of the fundamental elements that brings repeat web traffic.
  • Start to learn search engine optimization and actualize it into your website. When individuals discover your site as an aftereffect of a web crawler referral, you have an opportunity to win cash without paying out marketing dollars to grow traffic.
  • Stimulate connection through your site. Use surveys to discover data about your target audience. Make changes to your website according to the demand of your audience. Also focus on search engine marketing.
  • Always use a short and effective email signature. Your email signature should contain a URL of your website. It is an extraordinary approach to get activity to a site. Keep the email signature short to guarantee readers will pay consideration on it.
  • Design a blog for your site. This will permit user interaction and increase activity to your site. Update your blog regularly and always try to offer new items to the readers.

Quick Internet Marketing Don’ts

  • Never publicize your site before it is totally prepared for the traffic or visitors. In the event that individuals visit a site that is not prepared for perspective, they will not feel any interest to come back when it is prepared.
  • Do not use black hat SEO strategies. This sort of promoting will get the site banned from web index listings and expelled from offshoot programs that acquire income for the web page.
  • Never require your visitors or website users to register to get any information about your business. This normally sends the users running in the opposite direction. If registration is important for a legitimate reason, keep the required information to a minimum to make the registration procedure simple for the users.
  • Do not send long email messages. Your customers or clients won’t take that much time to read the whole message. Keep it simple, short and of course, to the point.
  • Never forget your customers, clients or website users. They are your target audience. Keep them in mind before you try any marketing strategy.

Above internet marketing tactics will let you explore your business. Let us know which marketing strategy you are going to try this year.

Featured photo credit: Internet Marketing Tactics via lifehack.org

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Last Updated on April 9, 2020

5 Types of Leadership Styles (And Which Is Best for You)

5 Types of Leadership Styles (And Which Is Best for You)

It takes great leadership skills to build great teams.

The best leaders have distinctive leadership styles and are not afraid to make the difficult decisions. They course-correct when mistakes happen, manage the egos of team members and set performance standards that are constantly being met and improved upon.

With a population of more than 327 million, there are literally scores of leadership styles in the world today. In this article, I will talk about the most common types of leadership and how you can determine which works best for you.

5 Types of Leadership Styles

I will focus on 5 common styles that I’ve encountered in my career: democratic, autocratic, transformational, transactional and laissez-faire leadership.

The Democratic Style

The democratic style seeks collaboration and consensus. Team members are a part of decision-making processes and communication flows up, down and across the organizational chart.

The democratic style is collaborative. Author and motivational speaker Simon Sinek is an example of a leader who appears to have a democratic leadership style.

    The Autocratic Style

    The autocratic style, on the other hand, centers the preferences, comfort and direction of the organization’s leader. In many instances, the leader makes decisions without soliciting agreement or input from their team.

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    The autocratic style is not appropriate in all situations at all times, but it can be especially useful in certain careers, such as military service, and in certain instances, such as times of crisis. Steve Jobs was said to have had an autocratic leadership style.

    While the democratic style seeks consensus, the autocratic style is less interested in consensus and more interested in adherence to orders. The latter advises what needs to be done and expects close adherence to orders.

      The Transformational Style

      Transformational leaders drive change. They are either brought into organizations to turn things around, restore profitability or improve the culture.

      Alternatively, transformational leaders may have a vision for what customers, stakeholders or constituents may need in the future and work to achieve those goals. They are change agents who are focused on the future.

      Examples of transformational leader are Oprah and Robert C. Smith, the billionaire hedge fund manager who has offered to pay off the student loan debt of the entire 2019 graduating class of Morehouse College.

        The Transactional Style

        Transactional leaders further the immediate agenda. They are concerned about accomplishing a task and doing what they’ve said they’d do. They are less interested in changing the status quo and more focused on ensuring that people do the specific task they have been hired to do.

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        The transactional leadership style is centered on short-term planning. This style can stifle creativity and keep employees stuck in their present roles.

        The Laissez-Faire Style

        The fifth common leadership style is laissez-faire, where team members are invited to help lead the organization.

        In companies with a laissez-faire leadership style, the management structure tends to be flat, meaning it lacks hierarchy. With laissez-faire leadership, team members might wonder who the final decision maker is or can complain about a lack of leadership, which can translate to lack of direction.

        Which Leadership Style do You Practice?

        You can learn a lot about your leadership style by observing your family of origin and your formative working experiences.

        Whether you realize it, from the time you were born up until the time you went to school, you were receiving information on how to lead yourself and others. From the way your parents and siblings interacted with one another, to unspoken and spoken communication norms, you were a sponge for learning what constitutes leadership.

        The same is true of our formative work experiences. When I started my communications career, I worked for a faith-based organization and then a labor union. The style of communication varied from one organization to the other. The leadership required to be successful in each organization was also miles apart. At Lutheran social services, we used language such as “supporting people in need.” At the labor union, we used language such as “supporting the leadership of workers” as they fought for what they needed.

        Many in the media were more than happy to accept my pitch calls when I worked for the faith-based organization, but the same was not true when I worked for a labor union. The quest for media attention that was fair and balanced became more difficult and my approach and style changed from being light-hearted to being more direct with the labor union.

        I didn’t realize the impact those experiences had on how I thought about my leadership until much later in my career.

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        In my early experience, it was not uncommon for team members to have direct, brash and tough conversations with one another as a matter of course. It was the norm, not the exception. I learned to challenge people, boldly state my desires and preferences, and give tough feedback, but I didn’t account for the actions of others fit for me, as a black woman. I didn’t account for gender biases and racial biases.

        What worked well for my white male bosses, did not work well for me as an African American woman. People experienced my directness as being rude and insensitive. While I needed to be more forceful in advancing the organization’s agenda when I worked for labor, that style did not bode well for faith-based social justice organizations who wanted to use the love of Christ to challenge injustice.

        Whereas I received feedback that I needed to develop more gravitas in the workplace when I worked for labor, when I worked for other organizations after the labor union, I was often told to dial it back. This taught me two important lessons about leadership:

        1. Context Matters

        Your leadership style must adjust to each workplace you are employed. The challenges and norms of an organization will shape your leadership style significantly.

        2. Not All Leadership Styles Are Appropriate for the Teams You’re Leading

        When I worked on political campaigns, we worked nonstop. We started at dawn and worked late into the evening. I couldn’t expect that level of round-the-clock work for people at the average nonprofit. Not only couldn’t I expect it, it was actually unhealthy. My habit of consistently waking up at 4 am to work was profoundly unhealthy for me and harmful for the teams I was leading.

        As life coach and spiritual healer Iyanla Vanzant has said,

        “We learn a lot from what is seen, sensed and shared.”

        The message I was sending to my team was ‘I will value you if you work the way that I work, and if you respond to my 4 am, 5 am and 6 am emails.’ I was essentially telling my employees that I expect you to follow my process and practice.

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        As I advanced in my career and began managing more people, I questioned everything I thought I knew about leadership. It was tough. What worked for me in one professional setting did not work in other settings. What worked at one phase of my life didn’t necessarily serve me at later stages.

        When I began managing millennials, I learned that while committed to the work, they had active interests and passions outside of the office. They were not willing to abandon their lives and happiness for the work, regardless of how fulfilling it might have been.

        The Way Forward

        To be an effective leader, you must know yourself incredibly well. You must be self-reflective and also receptive to feedback.

        As fellow Lifehack contributor Mike Bundrant wrote in the article 10 Essential Leadership Qualities That Make a Great Leader:

        “Those who lead must understand human nature, and they start by fully understanding themselves…They know their strengths, and are equally aware of their weaknesses and thus understand the need for team work and the sharing of responsibility.”

        The way to determine your leadership style is to get to know yourself and to be mindful of the feedback you receive from others. Think about the leadership lessons that were seen, sensed and shared in your family of origin. Then think about what feels right for you. Where do you gravitate and what do you tend to avoid in the context of leadership styles?

        If you are really stuck, think about using a personality assessment to shed light on your work patterns and preferences.

        Finally, the path for determining your leadership style is to think about not only what you need, or what your company values, but also what your team needs. They will give you cues on what works for them and you need to respond accordingly.

        Leadership requires flexibility and attentiveness. Contrary to unrealistic notions of leadership, being a leader is less about being served and more about being of service.

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        Featured photo credit: Unsplash via unsplash.com

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