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Five Strategies to Supercharge your Email Marketing

Five Strategies to Supercharge your Email Marketing

Let’s be honest. When we’re creating an online entity, making money can be one of our main incentives. After all, we are trying to run a business. While it’s beneficial to ensure that you have an active presence on social media, you also need to ensure that other marketing funnels don’t fall by the wayside. One such funnel is that of e-mail marketing which acquires 40 percent more conversions than Facebook and Twitter combined, so it’s certainly an avenue worth investigating if you’re looking to improve your current turnover.

However, not any old email will do, so it’s important that you invest some time and effort into your marketing material before clicking that “send” button. The following five tips shine some light on the processes used to create that perfect marketing email so you can make use of them in future marketing endeavors.

1. Make Sure to Spend Time On Your Subject Line.

When it comes to creating marketing emails, it can be easy to assume that the bulk of the effort should be put into the content. While every effort should be made to ensure that the content is relevant and engaging, just as much effort should also be spent on the title.

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The title can be seen as the “hook”, and while you shouldn’t resort to a clickbait title (they don’t often resonate well with audiences), you should ensure that the headline is punchy and to the point. It can help to have a set process in place such as the following:

  • First, think of 20 possible subject lines.
  • From these, select the best five.
  • Pitch these five to friends or colleagues to see which they prefer.

Of course, you don’t have to conform to this particular process, but you should have something that allows you to really invest time into your headline rather than opting for the first thing that pops into your head.

2. Use Text for Your Headlines- not Images.

While many online users will state they prefer emails laden with pictures, the opposite is true. This was proven with a recent experiment that showed people prefer to receive plain-text emails.

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This isn’t to say that those asked were telling any untruths, but what we think we prefer isn’t always the case. Those looking to construct marketing emails should rely on the stats and omit any images in favor of relevant text. This also portrays a more personal approach than images which can seem very corporate and off-putting for some.

3. Concentrate on the Timing of Your Email.

Just as the context and content of your email is important, so too is the time it is sent. Of course, we aren’t able to find out what time each and every person checks their email, but there are some stats that show sending an email between 8.00 a.m. and 9.00 a.m. or at 3.00 p.m. often yields the best results.

As well as the time, there’s also the day of the week to consider. As you would imagine, people are often catching up on Monday and spend less time in their inbox Friday through Sunday, so sending an email on a Tuesday, Wednesday, or Thursday generally generates the best results. Of course, there will be some of us who have demographics spanning numerous time zones. In this case you should look at the slew of online tools which ensure that you are able to send emails based on different locations.

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4. Give Potential Customers a Reason to Buy.

Many customers will receive a series of emails asking them to part with their hard-earned cash, so it makes sense not to fade into the background when trying to gain their attention. Similarly, online consumers are less likely to be persuaded by some sales patter and would rather know what the product does and what benefits it can offer them.

Those looking to make an impact with their marketing emails should look to include information that is thorough, but not overwhelming. It can also be useful to ensure that any potential calls-to-action are listed clearly. This could be done by using a different font, be it the color, the size, or both.

You could also think of some additional incentives to get your subscribers clicking through more quickly, such as a limited-time special offer.

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5. Ensure you Monitor Your Email Data.

If you’re sending marketing emails but are unable to see the impact they have made, you’re pretty much firing in the dark when it comes to determining what is yielding the best results. You should ensure that you have a reliable analytics solution such as Google Analytics or “the whole package” email marketing software like MailChimp that can help you monitor the percentage of material being interacted with, allowing you to implement changes when they are required.

Conclusion

The early days of email marketing can very much be a testing phase, and there’s certainly nothing wrong with this since it will hone your skills moving forward. It will allow you to highlight areas of success so these can be dealt with while omitting any elements that aren’t performing as desired.

As you can see, there can be a lot to consider when it comes to constructing a successful marketing email. However, knowing what to do in the early stages of email marketing can ensure that you’re not left behind when it comes to the ever-evolving online presence.

Of course, it could be that you simply don’t have the time to carry out such duties yourself, but this shouldn’t mean that they are left undone. Taking a bit more time and effort with your email marketing will mean that you create greater exposure and conversion.

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Dmytro Spilka

Head Wizard

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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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