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4 Ways To Launch A Better Website With A Smaller Budget

4 Ways To Launch A Better Website With A Smaller Budget

Your website is your online shopfront, the outward facing persona of your business, so it’s important to get it right when it’s time for a website redesign. This can be tough when you or your team continually have lots of great ideas to be incorporated in the new site. It can be tempting to delay the launch to add just one more new feature.

However, this can also result in some massive headaches. What features should you prioritise? Will the website do it’s job? And importantly, will it fit the budget? With that in mind, here are some simple ways you can ensure that your website redesign project runs smoothly and within budget.

1. Nobody Gets It Right The First Time Around

Getting your new site absolutely perfect first time around is impossible. The most successful businesses understand that achieving ‘perfection’ as far as their website goes is an ongoing pursuit that they need to pursue each month, making incremental improvements and gains where they can. These businesses understand that the traditional way of building a website and then redesigning it in 2 year cycles is flawed, and this is essentially hindering their business online for 2 years at a time.

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Some tips to be aware of when planning a website redesign:

  1. The objective of the first launch of the new website should be to bring live the new visitor friendly design framework you have decided upon.
  2. Future design changes should improve upon the UI of the site, add content and restructure pages to improve the return on investment from the site.
  3. The site should be built in such a way that it can be added to and improved each month.
  4. Aiming to get everything ‘absolutely perfect’ for launch is generally a waste of time and resources. Once the site goes live you will be able to gather data on its performance and the path users take through the site, enabling you to quickly make improvements based on data.
  5. Have a clear cut off for all features that will be in the first version and what will be added later.
  6. Any new features you think of during the development process should not go live until after the site launch

2. Avoid Scope Creep

One of the biggest reasons web design projects going over budget is scope creep, which is when you think of new additions and functionality for the website once the project has started and work has begun.

This severely hampers progress and can be very costly, especially if functional changes to the site conflict with the existing work that you or your developers have done, as well as adding unnecessary costs for ‘nice to have’ features that may not actually offer much real benefit for customers, or could be added later

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Not only does scope creep slow down the project and cost more, it can often ruin the entire layout and focus of the new website by adding functionality and areas of the site that don’t fit well or conflict with the main objective of the site. Therefore, the solution is to avoid adding any new features while the site is in progress. Remember, the first iteration won’t be 100 percent perfect, but will have the most important functionality included.

3. Trim The Fat

It can be tempting to plan that all functionality from your old site be included in the new one. However, do you have evidence to back up whether or not certain features are actually useful to your customers? A more effective process is to include core functionality, then add optional functionality piece by piece and run user tests on the site to determine what would help users the most, and what doesn’t add to their experience.

Consider testing your old website using whatusersdo.com to get people in your target market to test the site. Learn what parts of the site are useful and what aren’t. Use this to guide your process and trim the fat – don’t rebuild any parts of the site unless there is evidence that it improves the user’s experience.

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4. Educate Yourself About Growth Driven Design

Many of the points described above are part of an emerging web design process called Growth Driven Design. Adopting a Growth Driven Design approach for your next website project can help to eliminate these main causes for website projects to go over budget, as well as a number of other key benefits:

  1. A more effective method of redesigning a web site
  2. An agile method of continuously improving the performance of your website using real time data from the website
  3. Requires a much smaller time investment
  4. Quick to launch
  5. Maximises the return on investment from your project spend

In order to successfully use this framework for a website project, it’s important that if you’re working with a team on your website project that everyone’s on the same page. Therefore, preparing a presentation to educate everyone else involved in it about the Growth Driven Design philosophy and ensure all activity is done with this process in mind can really help ensure your time is used productively.

Once everyone is in agreement, you can refer back to this process any time features are suggested. These features can then be added to an ongoing plan, allowing you to keep your initial website redesign project within your budget, while having a solid plan for when to add in new functionality.

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The result is a more efficient website design process, saving both time and money!

Featured photo credit: Helloquence via unsplash.com

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Last Updated on August 16, 2018

10 Huge Differences Between A Boss And A Leader

10 Huge Differences Between A Boss And A Leader

When you try to think of a leader at your place of work, you might think of your boss – you know, the supervisor in the tasteful office down the hall.

However, bosses are not the only leaders in the office, and not every boss has mastered the art of excellent leadership. Maybe the best leader you know is the co-worker sitting at the desk next to yours who is always willing to loan out her stapler and help you problem solve.

You see, a boss’ main priority is to efficiently cross items off of the corporate to-do list, while a true leader both completes tasks and works to empower and motivate the people he or she interacts with on a daily basis.

A leader is someone who works to improve things instead of focusing on the negatives. People acknowledge the authority of a boss, but people cherish a true leader.

Puzzled about what it takes to be a great leader? Let’s take a look at the difference between a boss and a leader, and why cultivating quality leadership skills is essential for people who really want to make a positive impact.

1. Leaders are compassionate human beings; bosses are cold.

It can be easy to equate professionalism with robot-like impersonal behavior. Many bosses stay holed up in their offices and barely ever interact with staff.

Even if your schedule is packed, you should always make time to reach out to the people around you. Remember that when you ask someone to share how they are feeling, you should be prepared to be vulnerable and open in your communication as well.

Does acting human at the office sound silly? It’s not.

A lack of compassion in the office leads to psychological turmoil, whereas positive connection leads to healthier staff.[1]

If people feel that you are being open, honest and compassionate with them, they will feel able to approach your office with what is on their minds, leading to a more productive and stress-free work environment.

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2. Leaders say “we”; bosses say “I”.

Practice developing a team-first mentality when thinking and speaking. In meetings, talk about trying to meet deadlines as a team instead of using accusatory “you” phrases. This makes it clear that you are a part of the team, too, and that you are willing to work hard and support your team members.

Let me explain:

A “we” mentality shifts the office dynamic from “trying to make the boss happy” to a spirit of teamwork, goal-setting, and accomplishment.

A “we” mentality allows for the accountability and community that is essential in the modern day workplace.

3. Leaders develop and invest in people; bosses use people.

Unfortunately, many office climates involve people using others to get what they want or to climb the corporate ladder. This is another example of the “me first” mentality that is so toxic in both office environments and personal relationships.

Instead of using others or focusing on your needs, think about how you can help other people grow.

Use your building blocks of compassion and team-mentality to stay attuned to the needs of others note the areas in which you can help them develop. A great leader wants to see his or her people flourish.

Make a list of ways you can invest in your team members to help them develop personally and professionally, and then take action!

4. Leaders respect people; bosses are fear-mongering.

Earning respect from everyone on your team will take time and commitment, but the rewards are worth every ounce of effort.

A boss who is a poor leader may try to control the office through fear and bully-like behavior. Employees who are petrified about their performance or who feel overwhelmed and stressed by unfair deadlines are probably working for a boss who uses a fear system instead of a respect system.

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What’s the bottom line?

Work to build respect among your team by treating everyone with fairness and kindness. Maintain a positive tone and stay reliable for those who approach you for help.

5. Leaders give credit where it’s due; bosses only take credits.

Looking for specific ways to gain respect from your colleagues and employees? There is no better place to start than with the simple act of giving credit where it is due.

Don’t be tempted to take credit for things you didn’t do, and always go above and beyond to generously acknowledge those who worked on a project and performed well.

You might be wondering how you can get started:

  • Begin by simply noticing which team member contributes what during your next project at work.
  • If possible, make mental notes. Remember that these notes should not be about ways in which team members are failing, but about ways in which they are excelling.
  • Depending on your leadership style, let people know how well they are doing either in private one-on-one meetings or in a group setting. Be honest and generous in your communication about a person’s performance.

6. Leaders see delegation as their best friend; bosses see it as an enemy.

If delegation is a leader’s best friend, then micromanagement is the enemy.

Delegation equates to trust and micromanagement equates to distrust. Nothing is more frustrating for an employee than feeling that his or her every movement is being critically observed.

Encourage trust in your office by delegating important tasks and acknowledging that your people are capable, smart individuals who can succeed!

Delegation is a great way to cash in on the positive benefits of a psychological phenomenon called a self-fulfilling prophecy. In a self-fulfilling prophecy, a person’s expectations of another person can cause the expectations to be fulfilled.[2]

In other words, if you truly believe that your team member can handle a project or task, he or she is more likely to deliver.

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Learn how to delegate in my other article:

How to Delegate Work (the Definitive Guide for Successful Leaders)

7. Leaders work hard; bosses let others do the work.

Delegation is not an excuse to get out of hard work. Instead of telling people to go accomplish the hardest work alone, make it clear that you are willing to pitch in and help with the hardest work of all when the need arises.

Here’s the deal:

Showing others that you work hard sets the tone for your whole team and will spur them on to greatness.

The next time you catch yourself telling someone to “go”, a.k.a accomplish a difficult task alone, change your phrasing to “let’s go”, showing that you are totally willing to help and support.

8. Leaders think long-term; bosses think short-term.

A leader who only utilizes short-term thinking is someone who cannot be prepared or organized for the future. Your colleagues or staff members need to know that they can trust you to have a handle on things not just this week, but next month or even next year.

Display your long-term thinking skills in group talks and meetings by sharing long-term hopes or concerns. Create plans for possible scenarios and be prepared for emergencies.

For example, if you know that you are losing someone on your team in a few months, be prepared to share a clear plan of how you and the remaining team members can best handle the change and workload until someone new is hired.

9. Leaders are like your colleagues; bosses are just bosses.

Another word for colleague is collaborator. Make sure your team knows that you are “one of them” and that you want to collaborate or work side by side.

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Not getting involved in the going ons of the office is a mistake because you will miss out on development and connection opportunities.

As our regular readers know, I love to remind people of the importance of building routines into each day. Create a routine that encourages you to leave your isolated office and collaborate with others. Spark healthy habits that benefit both you and your co-workers.

10. Leaders put people first; bosses put results first.

Bosses without crucial leadership training may focus on process and results instead of people. They may stick to a pre-set systems playbook even when employees voice new ideas or concerns.

Ignoring people’s opinions for the sake of company tradition like this is never truly beneficial to an organization.

Here’s what I mean by process over people:

Some organizations focus on proper structures or systems as their greatest assets instead of people. I believe that people lend real value to an organization, and that focusing on the development of people is a key ingredient for success in leadership.

Learning to be a leader is an ongoing adventure.

This list of differences makes it clear that, unlike an ordinary boss, a leader is able to be compassionate, inclusive, generous, and hard-working for the good of the team.

Instead of being a stereotypical scary or micromanaging-obsessed boss, a quality leader is able to establish an atmosphere of respect and collaboration.

Whether you are new to your work environment or a seasoned administrator, these leadership traits will help you get a jump start so that you can excel as a leader and positively impact the people around you.

For more inspiration and guidance, you can even start keeping tabs on some of the world’s top leadership experts. With an adventurous and positive attitude, anyone can learn good leadership.

Featured photo credit: Unsplash via unsplash.com

Reference

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