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5 Tips For Freelance Writers To Earn A Lot

5 Tips For Freelance Writers To Earn A Lot

It’s tough for freelance writers to make a go ofit. In the current market, their skills are largely undervalued and they are therefore frequentlyunderpaid. To counter that trend, here are some tips freelance writers should keep in mind to start earning more.

1. Write where you’ll be noticed

A lot of sites will ask you to write for free in exchange for “exposure.” Most of the time, it’s a website that isn’t even read by that many people. If it did reach a wide audience, they would probably be offering something to its freelance writers. But some outletsare worth working for reduced rates because of the attention it will bring to your work and the samples that come out of it that you can include in future job pitches.

Know how to spot the difference between places that are exploiting you and places that are giving you a spot to shine by looking at their social media followings and reading up about the outlets online.

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2. Write faster

Most new freelance writers spend way more time oneacharticle or project than they need to in order to deliver a quality article. Researching is avery common form of procrastination. After awhile, you have enough information to start writing. Learning to stop delaying the actual writing process is key to your success.

Stop overthinking things and just lay it allon the page. Your work may even end up better for the spontaneity. Even if you’re not happy with the initial results you can always, and should always, revise it later.

3. Offer expertise

If you’re writing about a broad, general subject,you probably aren’t making much for your efforts. The most successful freelance writers specialize in certainnichesand industries. Because of the specific expertise they offer their clients, they are able tocommand much higher rates. If you’re not an expert in topics that are in-demand for freelance writing jobs, go ahead and learn some.

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I highly recommend Lynda, awebsite chock-full ofvideo tutorials where you can learn about a bunch of different, marketable subjects for a prettylow monthly fee.

4. Know when to charge hourly and when to charge a flat rate

Common convention calls for freelance writers to charge a flat rate for their work. This makes a lot of sense. You should price your services based on the value you offer your clients, not the amount of time you put in. You also wouldn’t want to punish your client when you have an unproductive writing day, nor should you punish yourself when you’re ableto finishyour workefficiently.

However, there are some cases where an hourly rate might be worth bringing up, like if someone is insisting that you do a lot of work for little pay. If a potential client is demanding that you write 2000 words for $10 (which would equate to a pitiful 0.5 cents per word) explain to them how little they’re offering you per hour so they understand that they’re not offering a fair wage.

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5. Keep hunting

A lot of people (like me), really, really hate applying to jobs. Freelance writers have it easier than people applying foran on-location jobs because usually their applications only require a brief introduction and some samples. Still, the processgets old fast. But, even though I’m already working full-time, I’m still looking on the job boards for freelance writers because I want to continue to find higher-paying and more fulfilling work.

You shoulddo the same. One way to save time is to have a template for your introductions, revising just a few things each time to make them feel personalized. You can also keep a handy document (or better yet, a web page on your online portfolio) where your best clips are stored so that you can quickly plug them into anew application.

With tips like this, you can make the application process less painful and keep vying for opportunities to progress furtherin your career and earn increasingly more money as a freelance writer.

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Featured photo credit: Home office/David Martyn Hunt via flickr.com

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Matt OKeefe

Matt is a marketer and writer who shares about lifestyle and productivity tips on Lifehack.

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Last Updated on June 18, 2019

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 leadership styles 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.

        More About Leadership

        Featured photo credit: Unsplash via unsplash.com

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