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How to Market Your Ebook and Drive Leads

How to Market Your Ebook and Drive Leads

With the rise of digital content, marketers have been forced to adapt in order to continue to reach consumers. Because of increased content saturation, it’s no longer beneficial for your business to keep running mediocre campaigns or write shallow blog posts that offer little to the consumer.

While there are many ways to take your content to the next level – including infographics and podcasts – the way that provides the most value to potential customers, or clients, is through the use of eBooks.

In a time when people do extensive research before making a purchase – 81 percent of consumers research online before buying, according to a 2014 retail study – an information-filled eBook puts them at ease and allows your authority and knowledge to shine through. In the end, you have the opportunity to drive high-quality leads while building trust, loyalty, and brand-recognition.

If you haven’t attempted to write and market your eBook yet, this is the guide for you.

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First, Ask Yourself: What Value Does an eBook Provide?

An eBook is an electronic version of a book, designed specifically for you to download and read on a digital device—computer, mobile phone or iPad. eBooks for businesses are a unique marketing tool because they exist to deliver expertise and often entertainment to your target audience.

Because they are the opposite of a hard sell, they’re often not viewed as a direct marketing tactic by consumers, making them more effective at cultivating leads. The best part is, they’re effectiveness is easy to track.

According to the Content Marketing Institute, eBooks are easily quantifiable because eBooks containing links make it easy for businesses to track their success and ROI for marketing efforts.

Lead-Driving Tip: Use Google Analytics, or whichever tracking tool you prefer, to tag each link and then track which ones drive the most clicks. Use this information to create a new eBook that’s better optimized down the road.

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How Do You Write an eBook?

Before drafting an eBook, it’s important to consider the topic and the audience you’re writing for. Work to solve a problem or answer a question that your audience might have about your industry. For example: how to work out on the go, how to stay healthy during the holidays, and quick home workouts would all be great topics for fitness professionals.

Keep these other ideas in mind as you determine a topic and write the content:

  • The topic has to be something you’re very familiar with and can offer valuable knowledge on.
  • While it should be related to you and your industry, it should not solely be written about your product or the services you offer.
  • Sprinkle links to your website and call-to-actions (CTAs) throughout the book. Be sure to include a CTA at the end as well. While you don’t want to be outright sales-y, you do want to remind readers that you sell a product or provide a service that they want.
  • Don’t forget to brand the eBook as well with your logo, color scheme, images, and even font. The more connected it is to your brand, the more effective it will be at driving leads.

Lead-Driving Tip: Put a small version of your logo on every page, along with a page number. This subtle messaging can go a long way in reminding readers of your potential value to them, as they’ll connect what they’re learning to your brand.

Market & Promote to Generate Leads

After you’ve done the work and published your eBook, you have to drive traffic to it in order to generate leads. The best practices to market your eBook involve a multi-channel approach. However, don’t start funneling money toward traffic just yet.

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Keep these tips in mind as you prepare for marketing:

  • Build an attractive landing page where the eBook and sign-up form will live. If you don’t have a separate landing page, you’re limiting the promotional possibilities.
  • The medium and design of your promotional methods will vary—Facebook post, versus blog article, versus Tweet—but the foundation of information will come directly from your eBook.
  • Test the download form as you go, by asking for different pieces of information. For example, people may not be interested in providing their name, email, phone number, and address to download your eBook (in which case you’d see a low number of downloads), but they may be willing to provide their name and email (in which case you may see a spike in downloads). This will allow you to determine friction-points to optimize your efforts.

If you want to choose just one marketing method, consider Facebook ads. The targeting options are extensive, allowing you to serve ads to people who are almost guaranteed to be interested in your eBook topic.

Lead-Driving Tip: Test all promotional funnels for one month and then narrow it down to just one or two outlets where you found the greatest concentration of high-quality leads coming through. This will ideally allow you be effective with less money.

Email Marketing is Essential

While you do want to reach new customers with your eBook, don’t forget about trying to reach your existing customers with email marketing. “We developed a very successful email marketing campaign that consisted of convenient snippets from the book to current customers,” explains Paul Moore, author of The Definitive Guide to Smith Mountain Lake Real Estate. “Our audience views us as the experts and we’ve seen a very tangible response from our eBook.”

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These eBooks can help to strengthen your relationship with existing clients and work to build that brand loyalty so that the next time they are ready to purchase—you’ll come to mind. After spending time and money on creating a great eBook, it’s smart to get as much mileage from it as you can, and this is a great way to do that.

Lead-Driving Tip: Segment previous buyers to determine who would benefit the most from various parts of the eBook. Consider re-purposing these into blog posts or informative emails that you can then send to those specific clients.

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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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