5 Keys to Running an Effective Lead Nurturing Campaign

5-tips-to-revitalize-your-lead-nurturing-campaign-part-2Missing out on an opportunity to properly engage a lead means losing the opportunity to sell to a contact. With a great lead nurturing campaign, the conversion rate improves. Here are five key tips to running an effective lead nurturing campaign.

Nix the promotional language. A person who has requested information from you wants to hear more about the product or service. This is your chance to provide additional, valuable information to the lead. Make the content provided informative and enlightening. People are extremely shrewd and know when they are being sold to. To prevent prospects from tuning out, filter out the sales language. Avoid the practice of over-selling.

Focus on the pain. When a person wants to learn more about a product or service, he or she wants you to speak directly to the pain of the problem. The easiest way to convince a prospect is to address the concerns that keep them up late at night. The email copy should address those pains. Research shows that people can connect more with marketing messaging that isn’t overly promotional in nature.

Categorize your contacts appropriately. A person responding to a blog post is entirely different from a person who has filled out a contact form to request more information. Qualifying your contacts appropriately provides you with an opportunity to properly address each prospect with the right messaging.

Your system components should be easy to track. An overly complicated system may seem ideal for a business, but it may be inappropriate for the company. Make sure that the system’s components can be properly tracked. If it’s too complex, scale it down into something measurable. It may be necessary to start out with a much smaller system that is much easier to manage than developing a much larger system where scoring would be more difficult.

Match the person to the best solution. This can be hard for the business owner who really needs business, but this is about building trust. If after taking an honest inventory of the solution you have to offer to the prospect you determine your solution isn’t really what they need, refer them to another resource. Qualify your leads with integrity and build trust.

Make sure that every correspondence with your contact is purposeful and fits the position he or she occupies within the funnel. Treat every lead as a potential dollar that your company could possibly generate. Engage each lead on every level and move them along through the funnel with great content to build trust with your leads. Following these recommendations to properly qualify and nurture your leads is the best way to improve your conversion rate.

Author Bio

This article was written by Hayley Granton and Michael Myles. Follow Michael on Google+. Visit http://www.activeinternetmarketing.com/blog/online-business-strategy/lead-nurturing/  to learn how lead nurturing can help increase your sales.


How to Plan a Successful Employee Reward Program

bonusschemesEmployee award programs are one of the best ways to increase employee productivity, but you need to implement them correctly for their success. Planning ahead is critical to ensuring that an employee rewards program is both motivational and fair. Properly done employee award programs gives employees goals to work towards while making them feel appreciated and valued.

You should make employee rewards programs available to all employees in the interest of fairness. This means that profit-generating centers such as sales may need a different class of reward from other centers such as accounting and administrative staff. By including everyone you avoid resentment in your staff. To avoid any complications, base the goals on merit rather than luck.

You can also decide to reward your staff by departments, people, or both. In general, individual rewards will motivate some employees more, but will also encourage competition. This type of reward is probably best suited towards sales staff, whereas clerical staff would probably be more suited towards a single goal.

Once you have decided how your employees will be rewarded and what they will be rewarded for, you need to decide on the rewards. While it is often cost-effective to use a product or service that the company itself is related to (such as a printer at a printer company) it’s often not motivating or exciting. The rewards should be something that genuinely gets the employees excited. When in doubt, even a small percentage of profit-sharing usually motivates employees significantly.

An example of a successful employee reward program is a program that gives sales employees a percentage of sales once they meet a specific sales cap. This rewards program will encourage the employees to meet and exceed their sales cap for personal gain. It will also boost their morale because they’ll feel they’re being rewarded for being good employees.

Another example of a successful program would be a program that gives an accounting department a small party if they come in under budget each quarter. This encourages the accounting team to work together to cut their budget so that they can all share in a reward. It will also make them feel like their efforts are being recognized.

There are almost limitless ways to create an employee reward program, and almost any reward program is better than not having one at all. As long as you listen to your employees and discuss what motivates them you should be able to both increase productivity and employee morale at once.


Why Great Leaders Are Taught, Not Born

stevejobsLeadership is a trait sometimes attributed to genetics, appearance, networking or an extroverted personality. Yet studies of the most effective leaders point to the opposite being true. Leadership is not innate; rather, the best leaders are taught. What this means is that these leaders are continual students as well. They remain students throughout their careers, because they recognize that even the greatest leadership can always be improved. There are many ways to continue learning while leading. Some leaders choose to earn an advanced degree while others enroll in corporate training classes. Other leaders seek out influential mentors to guide them. The best approach will incorporate all of these learning methods.

Going From Good to Great

In his book “Good to Great,” author Jim Collins released results from an international study of more than 1,400 companies. His research team’s goal was to identify the “secret formula” that helped a select few companies from this group transition from good to great results. Just 11 companies fit the team’s criteria for achieving sustained greatness over a 15-year period.  Collins’s team discovered that each of the 11 had a nontraditional leader at its helm. Individuals outside of the company often failed to recognize the CEO’s name, yet the company and its leader’s effectiveness were globally recognized. Collins concluded that the leaders who guided their companies from good to great had two qualities in common: personal humility and professional will.

Leadership 101

Collins’s study indicated that the greatest leaders cultivate commitment to organizational good over personal visibility. The company itself is the “star,” and the CEO is simply its chief facilitator. Great CEOs stay out of the limelight unless public appearances contribute to the company’s greater good. They view themselves as teachers, training and mentoring the next generation of the company’s leaders. Rather than hiring a publicity team to keep their name known, these leaders recognize that when the company succeeds, the public will naturally find out. As well, many are sometimes shy and prefer to avoid the limelight even when it comes to them. The “arrogance” sometimes attributed to CEOs is seen for what it really is — sheer force of will. The CEOs for each of Collins’s 11 great companies were viewed from within as unstoppable forces, as they worked to accomplish their company-wide goals.

The Importance of Education

Great leaders understand the importance of education. They seek to know what happened before they arrived on the scene and then use that knowledge to avoid others’ errors. Many return to the top 10 business schools where the latest management and leadership practices are taught. Because today’s marketplace is global, the best leaders also seek out classes that attract international business and thought leaders.

The Four Traits of Great Leaders

Inc. magazine recently published an article on what it deemed the four traits of great leaders. The traits cited were: to aspire, to inspire, to plan and to execute. Each trait contributes to a leader’s overall greatness. The leader who can simultaneously achieve all four traits and capitalize on the synergy between them has the greatest potential. The latter three — inspiring, planning and executing — involve skills that can be taught. What this means is that if you aspire to be a great leader, you can learn everything else you need to know to achieve your greatest aspirations.

You as a Great Leader

Great leadership is simple: Be willing to remain a lifelong student, seek out the best international minds for collaboration and idea sharing, place your organization ahead of your personal visibility and continue to aspire to greater success. That way, you will achieve your full leadership potential.

Image from Flickr’s Creative Commons

 About the Author: Conrad Nessi is a business consultant who has worked with several notable companies in both Europe and North America throughout his career.


Key Ways to Lead a Strong Team

When it comes to business, strong teams are an important building block to an organization’s success. It is the collaborative efforts of a team that lead to innovation, progress, and growth within a company. However, even teams comprised of the most talented employees still need leaders that can offer guidance, provide training, and drive results. While the skills necessary to lead may take time to develop, they can be learned with the right amount of practice and patience. The following are fundamental elements to leading a strong team.

Capitalize on Individual Strengths Not all members of a team will necessarily have the skills to complete all tasks. To produce the best results, assign tasks based on the strengths that your team members do have. Some might be more technical and detail-oriented, while others may be better at idea creation and broad thinking. Leverage these strengths in a way that will produce the most impact. There is no point focusing on weaknesses when your team collectively possesses all the skills needed to succeed.

Set Standards for Cooperation and Respect In order for a team to function at the highest level possible, members must respect one another and understand how to cooperate. From the start, establish these as values to be followed. All team members should know that their voices will be heard and that input and ideas are crucial to moving forward. Any member that does not respect or cooperate with others is disrupting progress, and his or her value to the team should be reassessed.

Keep Communication Open Encourage team members to keep each other – and you – informed at all times. There really is no such thing as too much communication. When people are left out on important emails or not updated on what progress has been made, tasks may be repeated unnecessarily. Furthermore, if members know about all aspects of the project, there is opportunity to contribute ideas and tactics that may improve the overall result.  

Leverage Competitiveness While a collaborative atmosphere is necessary for results, competitiveness – if leveraged properly – can actually help drive results as well. Competition should be encouraged, not between team members, but between teams or between a team and its past results. This will provide a little extra motivation, increasing efficiency and productivity. It will make people more engaged and excited about the work they are doing.

These strategies are invaluable to building a strong team. By sticking to them, you will not only find yourself driving results for your business, but becoming a more effective leader and stronger woman in business.  

This article was written by Dale Carnegie Training, a company founded in 1912 by one of America’s most influential speakers and leaders. Today, the company offers corporate training, and helps both businesses and individuals achieve their goals. Visit Dale Carnegie online today to learn more about management training programs.