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Social Media Marketing Secrets Revealed

Social Media Marketing Secrets Revealed

We’ve all heard the hype and seen the blogs: everyone in the online world is simply gushing over the results they’ve had with social media marketing. It’s certainly hard to disagree with them, as the potential benefits certainly outweigh the cost — it is free, after all.

But how exactly does one transcend into social media superstardom? What is the secret, and how do they do it? Here are some quick and easy tips that most people haven’t tried.

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1. Don’t Discount Myspace

The truth is, Myspace is still one of the most popular social networking platforms on the Internet, and it truly doesn’t deserve all the negative hype it gets. According to the Guardian UK, “The website claimed that about 40,000 people a day had signed up to Myspace since it introduced new ties with rival social networks, Twitter and Facebook.” The article estimated Myspace’s total number of users at about 25 million, and now that the once struggling social media platform has hitched its wagon onto Facebook and Twitter, that number is projected to keep growing.

2. Post Smarter, not Harder

Once you have your company Facebook page established and you’ve got a couple of “likes” it’s time to start delivering content that will engage people. You want as many likes, shares, and comments as you can get, but how do you get people to go from an amused observer to an engaged user? The answer is not to kill yourself coming up with content all day long, but to utilize some easy strategies to get a bigger response, with less effort.

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  • Research suggests that 2-5 posts a day is ideal. You want to walk that razor thin line between always being there in someone’s newsfeed, but you don’t want to overwhelm them with spam and make them angry.
  • Keep your posts at 80 words or fewer. A study performed by Buddy Media showed that posts between one and 80 characters had, on average, a 27% higher engagement rate than posts with over 80 characters. Nobody wants to read an essay, it’s Facebook!

3. Be Consistent

The biggest mistake many people make with social media marketing is that they lose interest and slow down. The winners are the ones who faithfully post day after day. Many people start large scale social media campaigns and hit the ground running with hourly updates, and a constant stream of fresh content. These are usually the same people who have completely unrealistic expectations, thinking that everything they post will instantly go viral—when they don’t see the results they were anticipating, they get discouraged and their pages die.

This kind of marketing is a marathon, not a race. Regular updates over a solid period of time will always win over sporadic posting sprees.

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4. Have a Clear Goal Before You Start

Okay, if you’ve already started, it’s still not too late to set goals. Many misguided folks jump on the social media marketing bandwagon because their favorite blog told them to. You should have a deeper reason other than “because everyone else is doing it”. Ask yourself what exactly you’re trying to do with all this. Do you want to build customer loyalty? Increase brand awareness? Boost conversion rate? Most people might answer “all of the above”, but in reality you can’t effectively do all three with the same profile. For example, if you really want to increase sales, then you may want to create a separate profile so you can push the envelope in your marketing without the risk of damaging your brand name.

5. Understand That Nobody Cares About You (Yet)

Many small businesses and startups make the same mistake with their social media strategy as oafish men who don’t know how to hit on girls. They swagger into someone’s online life and brag about themselves thinking that their audience will be impressed. Don’t boast about your company in your blog or brag excessively on Facebook; It’s obnoxious, and only your mom is going to retweet it (sad). According to a study done by Social Media Scientist Dan Zarrella, tweets that contain a self-reference get far less RTs than those that don’t. The same rings true for almost all social media platforms. Unless you’re an established, beloved brand with a captive audience who will do whatever you say, people are going to share your content because it’s good content; not because they want to help your company, so give them good stuff that is not simply self-serving!

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Don’t Learn Your Lessons the Hard Way

Social media marketing is like a siren call for businesses. It tempts them forward with irresistible promises of high rewards, but most of the time, people steer towards this fickle niche without knowing what they’re doing, only to wind up shipwrecked on the jagged rocks of failure. Get a clue about how to do it right, before the sweet sounds of success lead you down a path of imminent demise.

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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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