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10 Best Marketing Books Of 2014

10 Best Marketing Books Of 2014

Katy Perry is not necessarily everyone’s idea of a musician, but she is the epitome of an excellent marketer. By knowing her consumer base sheis consistently able to brand her image to their liking. Ms. Perry is also able tomanage both traditional and social media outlets to a point where even Bing Crosby fans know and listen to her music. But whether or not you’re a Katy Perry fan, if you need a bit of help either creating your own brand image or marketing yourself to the top of the corporate ladder, here are 10 of the best marketing booksto help.

1. 80/20 Sales and Marketing: The Definitive Guide to Working Less and Making More — by Perry Marshall forward by Richard Koch

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    If you’ve been in the corporate world, or had some kind of business experience, you’ve hear of the 80/20 rule — 20% of the people accomplish 80% of the work. Marshall’s book takes this adlibbed truism and shows you how to apply itto“almost anything you can measure in a business.”

    2.The Art of Social Media: Power Tips for Power Users — by Guy Kawasaki and Peg Fitzpatrick

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      Kawasaki’s book is written to help you learn how to “rock social media.” And unless you’ve been living with the Flintstones in the Rock Age, you know that all businesses require a social media platform.This books helps you to empower social media to help you past just the basics of blogging and Tweeting.

      3. Jab, Jab, Jab, Right Hook: How To Tell Your Story in a Noisy Social World: by Gary Vaynerchuck

      jabjab

        Because, “social media is no longer just pulling the audience away from traditional marketing; it’s cannibalizing digital media, too,” Vaynerchuck’s book has become an important guide in how to marry communication and content to attain stellar results.

        4. The Power of Visual Story Telling:How toUse Visuals, Videos, and Social Media to Market Your Brand– by Ekaterina Walter and Jessica Gioglio

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        storytelling

          “Images don’t just paint a thousand words. They can communicate something far more specific than words — specific emotions, specific feelings, specific moods, things that are almost impossible to convey using words.”Amen.

          5. What Great Brands Do:The Seven Brand-Building Principles That Separate the Best From the Rest — by Denise Lee Yohn

          brands

            While it is definitely true that rapid advancements in technology over the past ten years have changed much of how business is conducted, one thing has not changed — companies still need to have a positive a brand image. Much like Johnson & Johnson — who has not only managed to overcome some very difficult situations, but has also managedmaintain its status as a household name, muchbecause of its well formed credo –Yohn’s book “is an examination of how great brands manage to avoid the fate of Kodiak and other faded companies by using their brands as management tools to fuel, align, and guide every person in the organization and every task they undertake.”

            6. Triggers: 30 Sales Tools you can use to Control the Mind of your Prospect to Motivate, Influence and Persuade — by Joseph Sugarman

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            triggers

              Even though we live in a technologically advance world, insales and marketing you cannotignore thebasics of the human psyche. Take QVC–owned by Liberty Media Corporation — for example. QVC has done an excellent job of creating acalamity which triggers consumers to buy something they don’t want or need just because of how the QVC salesperson presents the items. Sugarman’s bookdelves deep into the psyche to show youhow “using a trigger and changing just a few words” can create a huge response to your product or service.

              7. Decoding the New Consumer Mind: How and Why We Shop and Buy — by Kit Yarrow

              decoding

                As people have become more consumed with technology, they have become less focused on human interaction: increasing everydayanxiety and definitivelychanging consumer behavior.Yarrow very cleverly focuses on “three fast-developing sociocultural shifts, each reinforced by the others, have transformed customers over the last decade,” and teaches you “four marketing strategies on how to meet them.”

                8. Hooked: How to Build Habit- Forming Products — by Nir Eyal and RyanHoover

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                hooked

                  Human beings are creatures of habit. Think about it, this morning on your way to work you probably stopped by a Starbucks to purchase an over priced morning jolt of java. You probably didn’t even think of going to another coffee spot — and thus Starbucks has successfully mastered a“habit-forming product-design” which “makes their goods indispensable.” Eyal’s book very cleverly teaches you how to trigger themind into believing you or your product is indispensable.

                  9. Ultimate Guide to Google Ad Words: How to Access 100 Million People in 10 Minutes — by Perry Marshall and Bryan Todd

                  google

                    You can’t have a top 10 Best Marketing Books list without a book about Google — yawn. However, the best thing about Marshall and Todd’s book is that is very easy to follow and specifically teaches you how to used Google to your advantage whether you’re just beginning your Google experience or you’re well versed with Google. And just as a reminder, “Google gets searched more than 1 billion times everyday. That’s 720,000 searches a minute. Google can bring thousands of visitors to your website, 24hours a day, 7 days a week, 365 days a year…whether you’re taking a shower, eating breakfast, driving to work, picking up your kids at school, taking a phone call, sleeping, sitting onthe commode, daydreaming, busting your butt to beat a deadline, chasing some customer, typing an email message…And it all can happen on autopilot : 100 percent predictable and completely consistent, like clockwork.”

                    10. The 60-Second Sales Hook: How To Stand Out And Sell More Using the Power Of Your Story — by Kevin Rogers

                    hook

                      Back in the day, when I was working in marketing– insert RUN DMC song here — one of my mentors told me we are all story tellers. If we tell a good story, then we will get good results. If we tella bad story, then we will not get such good results. This is the premise of Roger’s book, that “when your selling your product, the best story to tell is your own.” Roger’s teaches you how to sell by using your own story — well.

                      Featured photo credit: Fotocitizen via pixabay.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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